the modern management culture has warped the apprenticeship/mentorship model (which is what's being described).
The management do not want to risk investing in someone junior, lest they become senior and move to a different company. So the strategic thing to do is to hire someone already senior, and not pay the cost of the education/training.
Agreed, but this is a legitimate concern. In fact, it's almost a guarantee in my experience. The vast majority of people, myself included, do not stay at the same company long-term anymore. I mostly blame The company's ridiculous HR policies around salaries and promotions. For this. They have built a system in which if you want a promotion or raise you typically have to leave the company. However, that does not change the reality that most Juniors will not stick around long enough to become seniors.
I don't know what the solution is, but we definitely need one.
My guess is there isn't really a way to get this done without some violations of freedom, so it probably isn't going to work, but it would be fun to brainstorm on.
I literally just had a conversation with my boss. You are near top of your band so can't do much in terms of raises. To his credit, he at least offered a path to the next level, but honestly.. that promotion should have happened after last year's crazy project.
<< if you want a promotion or raise you typically have to leave the company
And this is mostly what they got, because people respond to incentives. I know my last move was upwards for 30% raise ( yes, I was clearly fairly underpaid ).
<< However, that does not change the reality that most Juniors will not stick around long enough to become seniors.
My first real job kept me for 10 years. It could happen. Still, the tension between management and rank-and-file is real though.
Then you might ask what are managers for. To this I have no answer.