E-Commerce in the Job Placement Industry - Research Paper Example

E-Commerce in the Job Placement Industry Introduction There are millions of USA citizens/residents unemployed as of 2012 given that the unemployment rate has been 8% to 9%. It was worse at the height of the economic recession. The task of providing each person capable of working seems to be heavy. One of those activities can be through the services of a thorough Placement Office. This looks like a common business. In the practical world, what has been happening involves applicants who have been having a hard time looking for jobs, and companies also having similar difficulties finding the right person for the right job. People waste so much of their time applying for jobs, attempting to be interviewed by going to offices, only to incur expenses they should not have incurred in the first place. American Online writer, O’Donnell, J.T. (2012) reported that the average time it takes the unemployed to find a job is 7 months while most job hunters give up looking for one within 5 months. This project seeks to provide a way for the many who are unemployed in USA to avoid unnecessary cost of job seeking while increasing their chances of finding the right work, at the right place, according to their qualifications and acceptable options, and within less than 5 months. It involves disclosure of an E-commerce System that does not charge any amount to applicants before he or she lands a job. But it will earn after the job applicant finally gets accepted in an acceptable employment. The problem of unemployment should become a good opportunity for such an E-commerce business to flourish by successfully finding the right person for the right jobs. Most of the work will entail staying at home, using the computer to voluntarily join the Placement Office which will be called Special Order Services for Job Seekers or SOS JobS. Its purpose is to invite, qualify, communicate, educate, guide, search the right work for each job seeker, have communications with the potential employers, refer those found qualified, and then collect from people who got successfully employed. There is a logical process to succeed in this business. Through diligence, both applicant and employer should be happier as a result of services rendered by the Placement Office for both the employer and the potential applicants. The hypotheses are twofold. First, job placement services online offer mere opportunities with substantial services to know what and where the job openings are, but minimal services to facilitate the job seeker’s effort to successfully get employed within a short period of time, e.g. less than 5 months. Second, the entry of SOS JobS, the more thorough job placement services will logically make it easier for employers to find the right person for the right work. And the job seekers facilitated by the management information system of SOS JobS will realize faster employment. Literature Review Minelli, Mark and Breckon, Donald (2009, p.127) clearly stated that the number of online placement businesses for job seekers has been growing. However, the process of allowing people to find their work has a common standard. The management information system proposed in this paper is very different because of multiple services not offered for free at online job placement businesses and far less commitment on the part of the job placement services online to get the needed work for a person who needs work. Instead, the applicant is told where to apply for job openings. And then the actual next step is jut to bid the applicant good luck. O’Deonnell, J.T. (2012) identified five explanations why people in the USA find it hard to be employed within months or unemployment. (1) A candidate for work wants higher pay or presents himself as overqualified. (2) The choice of location wherein that candidate is willing to live disqualifies him. Job openings may be elsewhere. (3) The skills in searching for work may be poor. (4) No network or referrals was laid out to expedite the discovery of that candidate. (5)Openings in locations targeted by the candidate are very limited. There is another reason seen from the viewpoint of frequency of occurrence experienced by employers. According to Freedland, M.R. (2008, p.146), “…employers and recruitment agencies are also struggling with the number of often not so relevant applications they are receiving.” This makes the actual system a double waste of time. The time and effort of applicants end up fruitless aside from spending for what should not have been incurred. Adecco USA(2012) claims to be a leader in the workforce solutions industry, both in Canada and in the USA. It has 6,600 offices said to be staffed by experts in staffing companies with employees needed by many industries, e.g. Transportation, Medical Science, Legal, Finance, Engineering, Technical, Accounting, IT, Administrative, and Clerical jobs. That company serves a network of 700,000 business clients and associates. As of November 2012, Adecco reported an above average unemployment rate even after the economic recession in 2008-2009 seemed to have ended the years after. What is Adecco’s procedures to help the unemployed aside from having a network of employers and employees who are matched according to their needs? First, the job seeker who reaches their website is advised to submit a resume if he wants to apply. Second, he is directed to search for job opportunities in the areas wherein the applicant wants to work. Third, the website asks for the applicant’s line of work for the possibility of matching. And fourth, Adecco offers career advice. Looking at one open forum at Indeed.com, which is a random sample of the informal sources of feedback about placement offices, somebody by the name of Synthia (2007) exploded with a frank message, saying: “All Placement Agencies Are A Joke”. Her perception tells much about the way Job Placement businesses serve those who are looking for employment. In her complaint, she describes the usual recruiter as one who displays all the job opportunities. Then they ask the applicants to undergo testing for several hours. And the recruiter in Idaho blamed the resume and even mentioned the probably lack of “fee eligibility” of the applicant. In that forum, other recruiters identified their system as one wherein they look for the best candidates to a job opening and eventually place whosoever they find to be best for the position. Applicants complain of “phony Ads” publicized by businesses. And there was an alleged former recruiter in Washington who decided to give up the work of recruiting because of unethical business practices of recruiters who intentionally call upon so many applicants who will never be given their jobs although many were qualified. For that recruiter, he felt that Job Placement businesses wasted the time of many people. One person posted a possible explanation why Job Placement Services keep on inviting people to apply knowing there are very limited job openings. The comment was that most probably, the recruiter was being paid per applicant received, so that it really does not matter how many actually apply and how many get employed. But a recruiter clarified by saying that recruiters are being paid for placing people in jobs. He then attributes the failure of applicants to the way they dress during the interview, the lack of truth in resumes, and the way people talked over their cellphones. All in all, the forum had over 40 respondents to the issue of Job Placements being a joke. Among those respondents was someone in Colorado who called recruiters at Indeed.com “cowardly” and “deceitful”, followed by a recommendation to the unemployed that networking and directly contacting employers was the better way to land a job. Another one from Illinois reported that gone are the days when newspaper Ads would release legitimate job openings. An experienced recruiter for 25 years in Pennsylvania did confirm that staffing firms do post fake job openings. He gave the story of an Ad that said there was a need for Customer Service personnel. After all the requirements were collected, it turned out that the actual job opening was for a Telemarketing personnel. In another website communicating advices about the right way to use Employment Agencies, LIBGIG (2008) gave ten (10) advices to job seekers, namely: (1) The recruiting company can represent a job applicant in trying to secure a position in client employers utilizing the services of the recruitment firm. Thus, applicants are advised to have a good relationship with recruiters. Applicants should not pay because the client is the employer. But the applicant must at least submit a resume. (2) Employers who avail of the services of a recruiting firm will pay after the position is filled, even if the recruiter was not the party that filled the position, for as long as the recruiter processed the applicants suitable to the vacancy. (3) There is nothing wrong with submitting resumes to multiple agencies although it is better to let the attending agency (that one representing the applicant) know about the situation. (4) What a good recruiter can do for the applicant is to get to know the applicant better and to match the capabilities with available openings of clients. (5) In cases when an applicant does not receive any call from job opportunities, applicants should communicate with the recruiter to find out why. There can be various reasons like not being qualified or somebody else more qualified got hired, etc..(6)When called for an interview by the recruiter, it is just a preparation for the employer’s interview. Therefore, an applicant should be as ready as possible for the actual interview so that the recruiter can recommend the interviewed applicant accordingly. (7) If the recruiter recommends editing of the resume, there must be a good reason. Good recruiters guide applicants to review the resume in details for the purpose of suiting the needs of their client and consistent with results of interviews. (8) Upon reaching the salary offer stage, there should have been preparations with the recruiter so that recruiters can negotiate for the applicant or the applicant knows how to negotiate for the right salary with the employer. (9) Recruiters would like to have openness from the applicants, aside from good relationship during the effort to prepare an applicant for job opportunities with clients. (10) It is good to submit resumes to many networks provided the contents are accurate. These are like calling card for referral purposes. But internet or online resources are only alternatives because the best way remains to be the human connections. LIBGIG (2012) recommends that unemployed people should utilize the services of recruiters in a personal way, meaning that applicants should have direct communication with people who are legitimate recruiters. In reality, the number of Placement Websites have substantially declined from 2004 to 2012. Figure 1 below shows the graph of that decline. Figure 1 (Source: Google Trends @ http://www.statmyweb.com/s/placement agencies) This decline is indicative of the peoples’ loss of confidence in Job Placement online services. PR.com business directory showed only 72 Employment Placement Agencies legitimately operating as part of the industry. Indeed.com was not in the list although found in Google Search. Kelly Services, CareerBank.com, Monster.com are also in Google Search but not in the list of PR.com’s business directory for legitimate recruitment companies. Assessment of Needs and Problems Based on the Literature Review findings and other observations discovered during research using Google, what the unemployed residents of USA need is a job placement service that can sincerely attend to their need for income generating work described in their application or disclosed or clarified during interviews. Many are frustrated about having to perpetually apply for many months without any good result after 5 months of applying. The problem, as will be pointed out by obtaining evidence from random sampling of different recruitment companies, could be the inadequate services rendered for job applicants. Inadequate will mean the total failure to guide job seekers towards basic elements that will make the entire process of applying and preparing for work, a genuine success. Data and Information Requirement In order to satisfy this need for certainty (in becoming gainfully employed within a more definite timeframe not longer than 5 months) after all the effort on the part of the applicant to utilize a recruitment agency, procedures of the existing recruitment firms were examined in terms of their strengths and weaknesses. Not all information pertaining to the recruiters may be available online. Only those shown to the public can be described. Questions that should be answered by visiting their online offices are as follows: (a) What services does the company offer? (b)How does the company go about satisfying the need for work of the applicants who submit their resume? (c)Is there any commitment made known to each applicant? (d) What benefits do applicants get in return for their cooperation in case they don’t get hired? (e) How does the recruitment firm earn in the process of providing all the needed services to provide applicants their needed employment? (f) Does an online Job Placement business have to be in the list of PR.com’s business directory of Employment Agencies ? Methodology A survey of Job Placement Services firms included only non-sectarian alternatives and excluded schools running their own job placement for graduates of specific schools. Examples of these firms are: Kelly Services, CareerBank.com, Monster.com, Key Corporate Services, Indeed.com, Lucas Group, Insight Global, PR.com, Technosoft Corporation, and Careermetasearch.com. Those italized and underlined appeared in the business directory of PR.com under Employment Placement Agencies. Some books were reviewed to gather ideas and general observations about the Job placement Industry. It was not a formal survey with questionnaires. Instead, the questions raised are those enumerated from (a) to (f) under the section heading: Data and Information Requirement. Based on the findings, a proposed Management Information System will be presented for the purpose of showing how and why a Job Placement Service business should be able to eventually build up patronage from applicants. It is also how the services can earn income from the short to the long term. Also based on discoveries from that survey, logical explanations will be brought up and critically analyzed. Similarly, the proposed MIS will be elaborated on as well as critically analyzed and then supported with logical arguments that can justify a positive forecast in favor of the proposed Job Placement E-commerce MIS. Findings and Analysis Kelly Services (2012) also declared itself to be a world leader in recruiting and employment services, acting as provider of workforce to top corporations. When an applicant clicks on the link that says “Find a Job”, there is an automated system called “Agent” that will inquire about category of the work, location, and via which division of Kelly – Kelly Educational Staffing, Kelly Engineering Resources, Kelly Financial Resources, Kelly Government Solutions, Kelly Healthcare Resources, and more. The website eventually tells the job seeker to save the chosen alternative job opening so that an email will be sent to the applicant for similar openings. In the meantime, an applicant may submit an application for a specific job opening and hope that the provider of employment will reply. The organization itself states that it works with 98% of companies listed in Fortune 100, and so it does have an awareness of many job opportunities. No fee is charged to the applicant. Employment for those who apply depends on the skills desired and the other capabilities of the applicant in order to succeed in getting hired. CareerBank.com (2012) offers job opportunities to people interested in “Finance, Banking and Accounting”. The number of open positions is shown per State. Any visitor who taps the online resources of this company may post a resume, view the job openings first, set up a job alert to be sent to an email address, create a jobseeker account, and later access the account. CareerBank.com allows the employers to freely view resumes, create an employer account, post job openings, and advertise throughout the network of CareerBank.com A 60-day exposure of the job opening has a price= $375.oo Employers who wish to preview the various candidates and their qualifications would have to pay $35 per interested applicant to the advertisement. For a company to have yearly subscription to the search for available applicants in the database, the annual resume searching fee is $ 6,000. If only interested in one month of searching from the database of CareerBank.com, the employer would have to pay $ 750.oo.Banner Ads can range from $500 to $10,000 depending on the exposure length of time and location of the banner to be exposed in the network. Monster.com created its homepage to look like Google Search. It presents many helpful links that teach the unemployed how to secure a job by creating an effective resume, by knowing what to say during interviews, by developing a potent network of people who can refer applicants to job openings, by knowing which educational attainment has a higher demand or has more job openings, by knowing the criteria for advancements, and more. It depends on the initiative of the applicant to help themselves with reading all the contents of the links. Upon loading the search boxes with key words to find a job, the system does the filtering of database to allow applicants to view only those openings related to the key words. Again, it is a self-help tool. The website also gives the option to send job openings that match the desired work of applicants. For people who wish to have their resumes distributed to employers, Monster.com offers the service of “Targeted Resume Distribution” for $67.95 and “Resume Writing” for a fee. In deciding where to send the resume, the company allows an applicant to choose job functions desired and industries desired. Cost of resume writing depends on which level is needed. For example, those in their Professional or Mid-Career Stage would have to pay $300 for the creation of a good resume. It has devised attention-calling strategies like the idea of finding jobs with Monster.com by simply participating in Facebook, and the idea of knowing the salary rate for job openings in the field of work desired. Key Corporate Services (2012) specializes in executive search. Unlike other Job Placement Services, its website simply places a banner link to access career development services and another banner link to the different job openings categorized in finance and accounting, pharmaceuticals, biotech, oil and gas, manufacturing, engineering, consumer products, industrial chemicals, food ingredients, and horticulture. It does explain why people should avail of recruiters, how resumes should look like, how to behave during interviews, and recommends what questions should be asked during the interview. Indeed there are many mistakes committed by the applicant in different stages of the effort to land a job. The website of Key Corporate Services listed all these pitfalls to be careful about. Indeed.com has simplified its services into a Google Search type of job opening finder. After typing in the desired keywords in its search engine, it displays all the employment opportunities and the date or time when those vacancies were announced. When an applicant wants to view the details of a vacancy, the link takes the viewer directly to the employer. The company introduces itself as “the # 1 jobsite worldwide, with over 80 million unique visitors and 1.5 billion job searches per month”. However, there is no link which says that Indeed.com is a recruitment firm or a placement office. Earlier, this same company was identified by online jobseekers as advertiser iof fake job openings. And there were recruiters from Indeed.com who replied in the forum dated way back in 2007. Lucas Group uses a cascading (CSS) website good for employers, job seekers, and even the military. It identifies its recruitment operations to be more focused on Executive Recruitment for companies listed in Fortune 500, and covers all major industries (Lucas Group 2012). In its website, the messages say that resumes do not find the jobs. But the recruiters do. And the company offers to improve the career of applicants through consultants who offer help for job seekers. The procedure is to first submit a resume. InsightGlobal is a recruitment agency for IT Professionals. It does conduct telephone interviews to verify work experiences found in resumes. This is followed by scheduling an appointment for the actual face-to-face interview at the office of InsightGlobal, for purposes of pre-screening. According to them (GlobalInsight 2012), this pre-screening interview is “extremely beneficial to both candidates and clients”. This is one company that offers a certain level of commitment to find the best match for the candidate for as long as he or she is not yet emoployed. InsightGlobal commits itself to the procedures of calling the applicant and the references of the applicant to ding out whatever work will fit. Perhaps as a result of this process, the Better Business Bureau gave InsightGlobal an A+ rating displayed on its website. PR.com also maintains its own search engine for various businesses including job opportunities. By actually testing the procedures built into their website, the fact that it was more difficult to identify the job opportunities was discovered. That is because the system first requires a jobseeker to first identify which City and State the job should be located. It narrows down the options to specific cities. Thus, finding the job opportunities would have to be by trial and error in case the chosen City lacks job opportunities at any given time. What may be an advantage to PR.com is its diverse set of businesses wherein recruitment is only a part. The company also offers many products and other services. It would naturally be more difficult to maintain a focus on one specific mission like providing jobs to the unemployed. This enterprise identifies itself more of a business promotion expert than a recruitment agency, although it also facilitates the location of job opportunities (PR.com 2012). But it also asks visitors to submit resumes. Technosoft Corporation, similar to PR.com, does not engage in purely recruitment. It is also a provider of IT services and a Business Outsourcing enterprise. Its scope of customers includes those in Fortune 1000. And the coverage of services include the financial service industry, government, telecommunication industry, healthcare industry, retail, utilities, manufacturing for retail and technology and other utilities. Careermetasearch.com appeals more to the employers than to the applicants by pronouncing its business as a recruitment advertising agency capable of doing a better job than Monster.com and other Job Boards. It targets the service of locating passive applicants for employers. The rationale for providing better services for the employer stems from high cost of finding the right applicant to fill a position. Employers receive hundreds of applications from many unqualified job seekers, according to Carrermetasearch.com (2012). They therefore waste so much time looking for the right applicants. The company boasts of a pending patent for the technology of discovering those jobseekers who are better qualified. And the system is different from that of Monster.com. In summary, the common procedures in all these recruitment agencies for their management information system, are as follows: Recruiters see an opportunity to earn extra from job seekers by offering them services like professional writing of resume and delivery of resumes to recruiters. Thus, the other interaction online between recruiter and jobseeker will normally inclue: Conclusion and Recommendations Ten (10) Job Placement or Recrujitment Agencies were surveyed to find out the current practices and Management Information System utilized to benefit the unemoployed residents of USA. Recruiters earn from employers. More specifically, by gaining access to the information provided by job applicants through their resumes, recruiters are able to build a database of potential applicants from which they can select qualified individuals who can meet the requirements of employers. The role of the recruiter is to match job applicants with employer requirements. Although the websites do not disclose the details about what happens after resumes are submitted, it may be presumed that recruiters interested to earn from employers will represent the jobseeker by submitting those resumes matching requirements of employers. This will be done in such a way that both jobseekers and employers will be satisfied. However, out of the ten (10) surveyed recruiters online, only one had a sense of commitment to keep matching the applicants with jobs until the unemployed gets employed and the company looking for manpower is successfully supplied with the right employees. That company is InsightGlobal. Nonetheless, the services rendered by InsightGlobal to jobseekers is one that ensures the satisfaction of definitely the employers. In case the unemployed fails to be employed for a time, InsightGlobal will only keep on trying to match the applicant until he or she is gainfully emplioyed. Analyzing the situation more closely, the guiding spirit behind the service is the certainty of getting paid by the employer for finding the right applicants from the E-commerce Business of Job Placement enterprises. The corresponding recommendation presented below proposes that the focus of more time, effort, and diligence should be towards serving the interest of job applicants as much as recruiters serve the interest of employers in finding the right applicants. Due to such a lack of services for the job seekers, the unemployed are far from improved from their original situation when they first saw and utilized the recruiters website. And most probably, due to their failure to find their respective work, they are more frustrated than they were at the start. There is a common understanding which says that human resource is the greatest wealth of a company. Thus, if human resources become better trained and developed towards improvements in their discipline, companies will also benefit in terms of having higher performance in the services rendered by its manpower. Unfortunately, under the management information system of recruiters, human resources end up more frustrated as a result of remaining unemployed. This is true for millions of American residents.who remained unemployed for many months. At the very least, they could have been changed towards becoming better in their attitude and behaviour during the time that unemployment rate remained high. Here’s how. The proposed MIS for E-Commerce of Placement Offices should actually render better services and at least offer more commitments in favor of the job seekers. These services are shown in the flowchart below. In connection with the many other services currently not rendered by Job Placement Services online, probably because the applicants are not charged any amount, there should be a modification in the website features meant to serve the interest of job seekers. Upon reaching the website, The arrangement should be such that recruiters may collect promissory notes only after the job applicants have secured their jobs and have earned their monthly income. Instalment payments ought to be acceptable. Job Placement Offices can negotiate with government for guaranteed financing of such services for the unemployed since the recruiters themselves will prepare them for employment. And the jobseekers will be able to pay after they do get employed. After some orientation about what the tests show about the applicant, and after providing the needed guidance counselling, hereunder are the next steps: The remaining limitation ought to be the availability of job openings to provide every person with productive work. This should concern government and educational institutions. People with different talents may not necessarily be able to dictate the work they want because there can be a different demand from the market. What will be important is that the government, educational institutions, and potential manpower can adjust to the requirements of any given time. Recruitment agencies can serve the purpose of providing knowledge about what jobs are readily available and what tests reveal about the qualification of available manpower. If there is a mismatch, their services should include some orientation of all unemployed so they might know how to adjust, why, and with what benefits in return. A management information system for the E-Commerce business of recruitment agencies should therefore revise the over-simplified practices that leave many people unemployed and ignorant about why they are staying unemployed. Roles have to be better defined as follows: Employers Job Placement Service providers Jobseekers Generate job openings based on market demand. Increase productivity and business activities to increase the number of job openings. Manage manpower. Compensate people with salaries and wages. Look for additional qualified manpower. Train available manpower Offer services to employers, e.g. advertising employers’ job openings. Offer services to job seekers, on credit if people cannot afford while jobless – testing services to identify actual interest, attitude, behaviour, actual skills, level of competitiveness; education on how to be a better employee for the kind of work desired Commit to eventually hiring every job applicant Take the initiative to utilize online resources of recruiters willing to be of help for the employment of the unemployed Gain additional knowledge about one’s self, about better ways of landing a job, and about needs of the employers. Cooperate with the experts in guidance counselling Practice for interviews Be flexible. A more practical set of procedures for ideal Job Placement Services will most probably have to pass through the nitty-gritty activities as follows: It will be to the best interest of the employer to receive pre-qualified applicants based on test results and interview results rather than on mere resumes. Sometimes, resumes can be misinterpreted. By counterchecking with test results and interviews, recruiters can be more accurate in guiding the applicants and in supplying the employers with the right applicants. There is always the possibility of Recruiters being overwhelmed by so many jobseekers while the people processing the applications are too few. In such a situation, those who are not served promptly will definitely feel sad. Therefore, the Recruitment Agencies should advertise the idea of maintaining communication between recruiters and the applicant even after they are hired. This will facilitate the ongoing guidance counselling services to make it easier for the same applicants to receive similar services in the future. Chances are, they will be applicants again someday. When that happens, the applicant will already be familiar with the management Information System. By keeping the communication intact even after employment, jobseekers can be mor readily informed of available job opportunities in case they plan to transfer or find another job. Again, the terms and condition can stipulate a membership fee for these benefits. The logic behind is that people will be willing to pay a relatively small amount just to be sure they remain gainfully employed. Thus, if people agree with the terms and conditions that will ensure ongoing employment, they can receive a variety of benefits in the form of tips through emails about how to upgrade their skills in a given career. Planning for better jobs can be done way ahead of time. This will also allow the recruiters to prepare to replace an employee who will be leaving with an applicant who will be interested in replacing the leaving employee. There can in fact be a long list of support for every member who decides to subscribe to such benefits on an ongoing basis. For example, in times of relationship crisis or conflicts within the organization, he or she can simply drop by the guidance counselling office and get whatever consultation might help. It is like having a Big Brother watching over a person’s job security. Recruiters have contacts within organizations and networks. Applicants only have limited access to a few of those contacts. In setting up an MIS for the E-commerce of Job Placement offices, this advantage ought to be utilized like a capital that can be shared with people who are actually applicants but who would like to have access to the resources of recruiters for their ongoing job security. This can be emphasized in the website through an offer which says: In the Terms and Conditions, the provisions should include whatever is the required discipline of a VIP Member of the organization. Of course, one of the terms would be the extra monthly fees. The extra payments cannot justify misbehaviour or violations against work ethics. But it does have procedures that will allow for immediate corrective measures or solutions to prevent job related controversies. For example, VIP Members may get guidance counselling by appointment anytime. Lastly, there ought to be apparent commitments on the part of the recruiters online. The task does not end with just securing the resume followed by practice interviews. A good commitment would be the assurance of ongoing guidance counselling and training or re-training in order to facilitate a job seekers acceptance into a workforce somewhere. Perhaps the result of having a more comprehensive management information system to provide jobs for unemployed people will be the need to employ more staff who can serve more applicants. And if there are not enough qualified recruitment staff with expertise in serving the jobseekers, the effect would be the need to hire trainees who will can be taught how to handle the needs of people who need employment. And if more people are to find jobs, the network of companies with job openings should extend not only to the top 1,000 corporations but also to the Small Business Enterprises. There are millions of SBEs in USA. Their requirements for manpower will grow as their businesses also grow. For recruiters, the first step would have to be the consideration of not expecting these SBEs to pay for recruitment services. Instead, recruiters can earn from the applicants who will be gainfully employed even in SBEs. But such earnings can be expected only after applicants find the job they need. Job openings coming from SBEs will definitely help. In keeping with the commitment to find jobs for the unemployed and to re-educate them in order that they will have work as early as possible, recruiters will have millions of potential job openings from Small Business Enterprises. The number of vacancies may be limited with Fortune 500 or Fortune 1,000. With SBEs, the limitation can be minimized. The ultimate sources for Job Placement Offices or Recruitment Agencies would then be: Works Cited Adecco USA. Inflation And Unemployment Remain Above Average. Blog.adeccousa.com, November 19, 2012. Web. Viewed November 29, 2012 @ http://blog.adeccousa.com/inflation-and-unemployment-remains-above-average/ CareerBank.com. Over 5,000 Jobs Available – Set Up An Email Alert! Career Bank, 2012. Web.Viewed November 29, 2012 @ http://www.careerbank.com/home/index.cfm?site_id=8162 Freedland, Mark Robert. Public Employment Services and European Law. Oxford University Press, 2007. Print. InsightGlobal. Job Seekers: Our Services for IT Professinals. InsightGlobal.net, 2012. Web. Viewed November 29, 2012 @ http://www.insightglobal.net/jobSeekers.html Kelly Services. Advanced job Search. Web. Viewed @ https://kellycareernetwork.tms.hrdepartment.com/cgi-bin/a/searchjobs.cgi?keywords_or=Skilled+International+Writer&country=US&order=jobs.timedate+DESC&qty=25&category=5623&companies=2 Key Corporate Services. A Critical Link Between the Right People and the right Companies. Kye Corporate Services LLC, 2012. Web. Viewed November 29, 2012 @ http://www.keycorporateservices.com/ LIBGIG. Top Ten Tips for Using Employment Agencies. Libgig.com, 2008-2009. Web. Viewed November 29, 2012 @ http://www.libgig.com/toptenemploymentagencies Lucas Group. Executive Recruitment Done Right. LucasGroup.com, 2012. Web. Viewed November 29, 2012 @ http://www.lucasgroup.com/ Minelli, Mark and Breckon, Donald. Community Health Education: Settings, Roles, Skills, 5th Edition. USA, Canada, and UK: Jones and Bartlett Publishers, 2009. Print. Monster.com. Resume Distribution Service. Monster, 2012. Web. Viewed November 29, 2012 @ https://www.myresumeagent.com/?ch=monster_jsr O’Deonnell, J.T. 5 Reasons It Is Taking So Long To Find A Job (And How to Fix That). AOL Jobs, April 24, 2012. Web.Viewed November 29, 2012 @ http://jobs.aol.com/articles/2012/04/24/5-reasons-its-taking-you-so-long-to-find-a-job/ PR.com. Directory of Businesses, Jobs, Press Releases, Products, Services, Articles. PR.com, 2012. Web. Viewed November 29, 2012 @ http://www.pr.com Synthia. All Placement Agencies Are A Joke. Indeed.com, 2007. Web. Viewed November 29, 2012 @ http://www.indeed.com/forum/cmp/Robert-Half/Placement-Agencies-JOKE/t10077 Read More