First of all it sounds like there was some really dishonest communication and there is no excuse for that.
With this one:
People who are unaware of their market value
Also people are complex I don’t necessarily know why the engineer accepted the job for 70% of what I think they could earn elsewhere. It could be an intangible reason.
Then how do you do competition market research?
Are you okay with it if it turns out that the offer you make is either 3x or 1/3 The market rate?
>The employee has mobility to reject my offer, or leave and seek a better job.
As long as you never whine about a 'talent shortage' when they reject the offer or leave, that's fine.
You made the offer, they decline or leave because they can get better elsewhere.
You look at that information and decide if you want to raise wages or not. Then put out whatever adverts you wish.
Simple and easy. No need for press,PR,H1B, lobbyists and the like.
If everyone was running like that, these kind of articles wouldn't exist.
Honestly, we're not SKU's. Once you get some experience, the main difference between, say, a $100k developer and a $150k developer is that the latter simply decides that's their price and interviews longer until they find it.
Sometimes it's worked out; the company gives them a big raise, a lump sum in the key of "Sorry!" and the person remains a happy and productive -- and wiser -- member of the team.
Usually they're gone within months, though. And often other people follow ("You got /how/ much at OtherCorp?").