The problem with replacing a lottery with a salary ranked cutoff is that all skills do not exist on a single linear axis proportional to economic value. It is not as if all academics are currently highest paid across the economy, so why would that be true of imported academics?
To me, an ideal skilled worker system would define quota categories by skill/job at a much finer granularity, i.e. hundreds or thousands of different H1-B sub-categories somehow weighted by policies rooted in national strategic interest.
Maybe some kind of blinded auction process that could minimize abuse. Both potential employer and employee go through some vetting process and post their needs/skills using a standard ontology. Then, a matchmaker assigns job offers that are binding. You might allow either party to reject the offer and go back into the matchmaking pool for a limited period or number of offers before they are evicted with a cooling-off period before they are allowed to reapply.
You would also need some kind of anti-abuse audit. Otherwise, malignant players could establish esoteric job requirements via covert channel and then mislabel both the worker and the position to try to force the matchmaker's hand. How do you distinguish a truly rare skill from covert ear-marking?
They are only exempt from the yearly quota (aka 'cap'). They still result in foreign talent being brought in so if your concern is about displacing the labor pool that still applies.
To me, an ideal skilled worker system would define quota categories by skill/job at a much finer granularity, i.e. hundreds or thousands of different H1-B sub-categories somehow weighted by policies rooted in national strategic interest.
Maybe some kind of blinded auction process that could minimize abuse. Both potential employer and employee go through some vetting process and post their needs/skills using a standard ontology. Then, a matchmaker assigns job offers that are binding. You might allow either party to reject the offer and go back into the matchmaking pool for a limited period or number of offers before they are evicted with a cooling-off period before they are allowed to reapply.
You would also need some kind of anti-abuse audit. Otherwise, malignant players could establish esoteric job requirements via covert channel and then mislabel both the worker and the position to try to force the matchmaker's hand. How do you distinguish a truly rare skill from covert ear-marking?