Job Bank Research Articles

University-supported job search methods and educational mismatch in bachelor's and master's graduates

PurposeThis paper addresses the relevance of job search methods and strategies in determining vertical mismatch and the risk of underusing skills or knowledge in first jobs amongst graduates from bachelor's and master's programmes in Spain. Support from universities (via internships and career services) is compared to support from public institutions and informal strategies.Design/methodology/approachThe authors use the 2019 University Graduate Job Placement Survey. The dependent variables are estimated with a bivariate probit model with sample selection on a subsample of graduates who were not working at graduation.FindingsInternships and university career employment offices significantly improve the quality of first job matches. Job banks and public examinations also contribute to finding well-matched first positions, while for public employment services, results are mixed. When the job search is not supported by institutions, graduates generally do worse finding their first jobs, particularly when temporary employment agencies are involved. There are also large differences in mismatch risks across fields of study.Practical implicationsIf more graduates found their first jobs through internships and university job placement services, educational mismatch rates would decrease substantially. Further collaboration between universities and employers for the provision of high-quality internships may foster their conversion into regular, well-matched jobs. Industrial policies addressed to knowledge-based economic activities would enhance the creation of highly skilled positions. Further orientation towards STEM degrees is required to improve imbalances between supply and demand for graduate labour in Spain.Originality/valueEvidence about education mismatch among master's degree graduates is very scarce. This paper compares them to bachelor's degree graduates. It addresses two complementary types of education mismatch and takes into account potential self-selection into post-graduation job search.

Diversifying the health workforce: a mixed methods analysis of an employment integration strategy

BackgroundHistorically, immigration has been a significant population driver in Canada. In October 2020, immigration targets were raised to an unprecedented level to support economic recovery in response to COVID-19. In addition to the economic impact on Canada, the pandemic has created extraordinary challenges for the health sector and heightened the demand for healthcare professionals. It is therefore imperative to accelerate commensurate employment of internationally educated nurses (IENs) to strengthen and sustain the health workforce and provide care for an increasingly diverse population. This study aimed to determine the effectiveness of a project to help job-ready IENs in Ontario, Canada, overcome the hurdle of employment by matching them with healthcare employers that had available nursing positions.MethodsA mixed methods design was used. Interviews were held with IENs seeking employment in the health sector. Secondary analysis was conducted of a job bank database between September 1 and November 30, 2019 to identify healthcare employers with the highest number of postings. Data obtained from the 2016 Canadian Census were used to create demographic profiles mapping the number and proportion of immigrants living in the communities served by these employers. The project team met with senior executives responsible for hiring and managing nurses for these employers. The executives were given the appropriate community immigrant demographic profile, a manual of strategic practices for hiring and integrating IENs, and the résumés and bios of IENs whose skills and experience matched the jobs posted.ResultsIn total, 112 IENs were assessed for eligibility and 95 met the inclusion criteria. Twenty-one healthcare employers were identified, and the project team met with 54 senior executives representing these employers. Ninety-five IENs were subsequently matched with an employer.ConclusionsThe project was successful in matching job-ready IENs with healthcare employers and increasing employer awareness of IENs' abilities and competencies, changing demographics, and the benefits of workforce diversity. The targeted activities implemented to support the project goal are applicable to sectors beyond healthcare. Future research should explore the long-term impact of accelerated employment integration of internationally educated professionals and approaches used by other countries.

Abstract PS9-55: Subcutaneous fixed-dose combination of pertuzumab and trastuzumab for the treatment of metastatic breast cancer in Canada - a budget impact analysis

Abstract Background: Recently, the FeDeriCa trial investigated a fixed-dose combination (FDC) of Perjeta and Herceptin (PH), administered by subcutaneous (SC) injection, and demonstrated non-inferior pharmacokinetics of serum Perjeta and Herceptin levels compared to PH IV, along with a similar efficacy and safety profile to the intravenous (IV) administration of PH. In Canada, the standard of care for first-line HER2-positive metastatic breast cancer (mBC) is PH plus taxane chemotherapy with PH until disease progression. Currently, PH are administered as sequential IV infusions. SC administration of PH FDC has the potential to relieve pressure on the healthcare system, decrease treatment burden, and improve the patient experience. Objective: To estimate the incremental costs/savings, including time savings, associated with the use of PH FDC SC for the treatment of HER2+ mBC, if reimbursed with the same provincial funding criteria as PH IV in Ontario and Quebec, Canada. Methods: An Excel-based budget impact model was developed to determine the economic impact of PH FDC SC in comparison to PH IV in Ontario and Quebec. Direct medical costs in the analysis included drug acquisition, drug preparation and administration, and systemic therapy infusion chair/suite costs. Nurse and pharmacist wages were obtained from the Government of Canada’s Job Bank. Systemic therapy infusion chair/suite costs were derived from literature. Data related to time associated with preparation and administration of PH FDC SC and PH IV were collected through a survey completed by nurses and pharmacists involved in the FeDeriCa clinical trial in Canada. Results: HER2+ mBC patients treated with PH FDC SC generate net cost savings to the health system compared to treatment with PH IV. These cost savings to the health system are generated due to fewer costs associated with drug acquisition, pharmacist and nurse wages directed towards drug preparation and administration respectively, as well as fewer overhead costs associated with the infusion chair/suite for PH FDC SC compared to PH IV. The use of PH FDC SC provides the healthcare payer with the opportunity to optimize drug and medical resources appropriately while offering a therapy that is aligned with patient and clinician preferences. Citation Format: Kaushik Sripada, Siddhi Manjrekar, Kristoph Klein-Panneton, Megan Coombes, Cristiano Ferrario. Subcutaneous fixed-dose combination of pertuzumab and trastuzumab for the treatment of metastatic breast cancer in Canada - a budget impact analysis [abstract]. In: Proceedings of the 2020 San Antonio Breast Cancer Virtual Symposium; 2020 Dec 8-11; San Antonio, TX. Philadelphia (PA): AACR; Cancer Res 2021;81(4 Suppl):Abstract nr PS9-55.

РЕШЕНИЕ ПРОБЛЕМ ОЦЕНКИ И РЕГУЛИРОВАНИЯ НАПРЯЖЕННОСТИ НА РЫНКЕ ТРУДА: ПРАКТИКА И СОВРЕМЕННЫЕ ПОДХОДЫ

The article is devoted to the analysis of modern trends in the assessment and regulation of the labor market, the development of new approaches to solving the problem of the high level of tension in the regional labor markets of the Russian Federation. The present paper aims at identifying the grounds for the application of advanced foreign experience in the use of modern information and communication technologies in the assessment and regulation of labor markets, taking into account Russian conditions; substantiating theoretical and methodological features of the assessment and regulation of tension in the labor market using predictive assessment and development of analytical tools; measuring the level of relationship between the reduction of tension on labor markets with the development of influence factors, and analysis of their resources; strengthening the emerging social and labor relations based on the development of a mechanism to reduce tension in labor markets and its management decisions. The authors apply general scientific and special methods, including methods of comparative, correlation, factor analysis, systematization, decomposition, generalization, forecasting, scenarios, mathematical statistics, expert and criterion assessments, quantitative and qualitative analysis of primary and secondary information of empirical research, monitoring, rating, grouping, weighting factors. As a result of a study that was conducted in 2018-2020 using the results of a longitudinal study of the dynamics of vacancies of the National job bank (2018, 2019) and an expert online survey on the analysis of the interaction of employers in high-tech sectors of the economy with the authorities of the employment services based on the example of Materia Medica Holding, a research and production company in the pharmaceutical industry, established a high probability of manifestations of a low level of tension in labor markets among regions with high rates of factors that most noticeably affect the reduction of tension. The conceptual framework for assessing and regulating labor market tension has been improved, its features have been formulated, and analytical tools have been developed. The article examines the emerging social and labor relations, justifies the main tool for regulating tension in the labor markets ‒ the mechanism for reducing tension and, as its integral part, management decision. It has been proved that the development of influence factors that have the most noticeable impact on tension, and social and labor relations, the development and implementation of management decisions are due to the availability of the necessary resources. The authors systematized proposals for the development of advanced information and communication technologies in the assessment and regulation of tension in the labor markets of the regions. The prospects for improving the assessment and regulation of tension in the labor markets of the regions are formulated in accordance with the grounds established by the results of a comparative analysis of Russian and foreign practice in the field of employment promotion based on the use of advanced information and communication technologies.

Redistributing work during COVID-19: Penn State University Libraries’ job bank

March 2020 became a pivoting moment for higher education in the United States, when the COVID-19 pandemic forced colleges and universities to switch to remote delivery of instruction within weeks. The impact of this event is deep and far-reaching. There is already a deluge of articles about how most faculty and students have had to adjust to a new way of teaching and learning--or how administrators have had to brace for financial losses. However, little has been written about the situations librarians and library staff are facing.

Digitalization of labor market parameters to improve the efficiency of the enterprise’s personnel policy

The article analyzes the characteristics of the labor market on the Internet that affect the formation of personnel policy of the enterprise. The authors propose a developed software product to order the processing a large amount of information and determine the parameters and key indicators which determine the successful personnel policy of the enterprise. The software tools includes an analysis of the basic parameters of the labor market on the Internet: the ratio of supply and demand for major vacancies, average wages of supply and demand, the dynamics of supply and demand, taking into account the region (territorial specifics). The possibilities of programmatic monitoring of the labor market in order to promptly adjust the personnel policy of an organization to key personnel positions based on the dynamics of changes in the labor market environment make it possible to increase the effectiveness of personnel policy and its productivity. Comparative analysis of key parameters of the labor market in various cities of the Russian Federation and possible directions of personnel policy formation in the major vacancies in organizations allows optimal analysis of large amounts of information opened on the Internet (job banks, data of personnel and recruiting agencies, job banks and resume in social networks taking into account the region), allows you to quickly and correctly make management decisions in the field of personnel management. The article discusses the contact of the parameters of the labor market with the main directions of the personnel policy of the enterprise: the organization of personnel selection, adaptation, training, motivation and incentives, evaluation, etc., taking into account possible personnel risks.

Coherence Coefficient of Core Competencies used Predict Job Performance for Medical Employees in a Hospital

Background: To investigate whether coherence coefficients of core competencies can predict job performance for rehabilitation-related therapists in a hospital. Methods: Rehabilitation-related therapists (n = 133) from 3 hospitals in southern Taiwan were enrolled for this competency survey using the Web Competencies Assessment System developed by 1111 Job Bank in Taipei. A t test was used to examine mean differences between the system's 15 core competencies and demographic variables. Regression analysis was used to inspect the association between the personal coherence coefficient of the core competencies and job performance. Result: The participant's core competencies were Job Control, Conscientiousness, Executive Ability, Self-Enhancement, Stress Tolerance, Optimism, and Customer Relationships. Their scores were higher than those of the reference group (nurses). The coherence coefficient can significantly predict job performance. Conclusion: The coherence coefficients of core competencies associated with their own worksite were beneficial for recruiting and hiring new employees, and for career development. The coefficient of core competencies can be used to promote and train future rehabilitation department supervisors.

Job Applicants' Use of Online Job Banks: The Impact of Transaction Cost Factors and Psychological Variables

In this study, we investigated the effects of transaction cost factors and psychological variables on job seekers' use of online job banks. Participants were 366 job applicants in Taiwan. The research results showed that information completeness, trust, and the asset specificity of online job banks had a significantly positive effect on job applicants' attitudes toward them. Of all the factors at play, asset specificity was found to have the strongest effect on job applicants' attitudes. We conclude that when job applicants establish a strong asset specificity relationship with online job banks, it enhances their attitude toward future job bank use.

探討HR－XML 3.0標準於人力資源管理之應用與發展

The new approaches of speeding right people into right enterprises have been expectation in the human resource management. By the way, it is a successful factor for human resource management. Nowadays, in the 21 century, whether applying for a job or recruitment should be more convenient and quickly. However, lacking of systematize and standardize paradigm makes enterprises wasting more time on recruiting and the employee could not get a suitable job, either, even though so many job banks are available, the problem still exists. In order to matching recruitments with candidates more and more efficiency, the domain of human resource should need data exchange standard includes credibility and generalization.HR-XML 3.0 is widely used by hundreds of large enterprises. Implementing HR-XML 3.0 into human source management will makes data exchanging more quickly and efficiency. Applying HR-XML 3.0 to develop competency analysis system can base on attributes of knowledge, skill, ability, psychometric and certification. Using HR-XML 3.0 will strengthen information exchanging on internal and external human resource of enterprises.Consequently, this research focuses on analyzing and exploration of application and integration between HR-XML 3.0 and human resource management, furthermore, presenting the infrastructure, advantages, the difference from the existed job bank system and the development in the future. By collecting mass of references and using literature review method, to find the circumstances of HR-XML 3.0 standard implementing into human resource management and the purposes are exploring the trend for future development. The results of this research could provide direction about implementing HR-XML 3.0 standard into human resource management in the near future.

A Graduate Degree in Library or Information Science Is Required, but not Sufficient, to Enter the Profession

A Review of:
 Reeves, R., & Hahn, T. (2010). Job advertisements for recent graduates: Advising, curriculum, and job-seeking implications. Journal of Education for Library and Information Science, 51(2), 103-119.
 
 Objective – To analyze the current state of the job market for recent MLS or MLIS graduates.
 
 Design – Content analysis of job postings.
 
 Setting – Online library or archival job advertisements published between 15 April, 2006 and 10 May, 2009 and collected from two national library publications (American Libraries and Library Journal), two electronic lists (Maryland's iSchool Discussion list and the Archives and Archivists list sponsored by the Society of American Archivists), two Internet job banks (USAJobs.gov and LISJobs.com), and several local chapters of library and archival organizations in the South Atlantic region of the United States.
 Subjects – 1,042 online library or archival job advertisements. Salary data were obtained from 401 available online job advertisements. 
 
 Methods – The methodology for collection and content analysis of job ads was adapted from earlier studies, with slight modification wherever appropriate. The following criteria for selecting the ads were applied: 
 
 • Ad says "entry-level"
 • No mention of professional experience
 • No experience or duties impossible for entry-level librarians to gain
 • Only ads that required an MLS or MLIS degree from an ALA-accredited institution
 • Part-time or temporary positions of less than nine months were excluded
 
 The authors removed duplicated job postings and identified three major areas of content analysis. Table 1 lists a brief summary of these areas and further sub-categories for each area. The content analysis was performed using a custom Microsoft Access database for data organization and storage and Microsoft Excel spreadsheet for data manipulation. SPSS was used for statistical analysis. 
 
 Main Results – The two largest represented institution types for library positions were academic (63.6%) and public (17.5%). For archival positions, the academic (62.7%) and “other” (25.4%) institutions rank first and second. When the job ads were broken down into the position types, which were covering a wide range of responsibilities, the greatest numbers of entry-level library positions are found to be public service (52.2%) and technical services (23.9%) positions. The two largest represented position types in archives are technical services (50.7 %) and generalist (40.5%). 
 
 While average salaries increased slightly over the four years of study, there is a more significant increase in the salaries of positions posted in 2009. The highest average salaries were found to be $43K for archivists working for government and $60K for library positions in the “other” category. In addition, the number of entry-level positions has increased from year to year over this period. 
 
 Social competencies such as communication, collaboration and team work, and service orientation were the most emphasized traits for novice librarians and archivists. General information technology skills and knowledge of technical services were the most common skills required for both library and archive positions. Overall, the entry-level job postings did not require non-professional experience. However, 13.6% of the library and 18.7% of the archival positions required supervisory experience. Experience with preservation of physical objects and the knowledge of programming and mark-up languages were also common requirements for archives positions. Instructional and reference experience ranks the second and third essential skills for librarians. 
 
 Conclusion – Based on the research results, a graduate degree in library or information science is required, but not sufficient, to enter the profession. Practical experience, either through internships, co-op programs, or part-time or full-time employment, is essential for new graduates seeking employment, but the majority of postings do not require a subject expertise, second Master’s degree, or knowledge of a foreign language. Since the job content analysis in this study only evaluated broad components of library services and archival operation, it might not provide sufficient data on new trends in the job market for the MLS curriculum review.

A Study of the Relationship Between Schooling and Enterprises' Demands for Talents

Problem statement: In this study, job vacancies in accountancy were used as examples to explore the relationship between schooling and enterprises’ demands for talents. Data of job vacancies and demands in accountancy from 2005-2009 were obtained from the well-known 1111 Job Bank. Approach: The grey prediction of the grey theory was applied to predict possible number of job vacancies in accountancy and trend in 2010 and 2011. Results: According to the test results and predictions, the number of job vacancies in accountancy will increase stably in the coming two years. Conclusion: The advantage of this study provided a practical framework, the sources of accountants in enterprises are mainly students graduated from vocational schools and senior high schools. Usually, having studied in accounting related departments is not a requirement for the jobs.

Evaluator Competencies

This article explores the overlaps and disconnects between the competencies evaluators acquire during graduate school and those required and desired by employers. To investigate this relationship, two different surveys are administered, one for job seekers and the other for employers; 205 postings in the American Evaluation Association job bank were analyzed. The findings suggest that employers, job seekers, and job posters generally agree on the importance of some competencies, such as quantitative analyses and data management. However, some skills desired by employers, such as interpersonal, project management, and presentation skills, differ from skills that job seekers acquire in graduate school. Opportunities for additional experiences in real-world evaluation settings could fill these gaps. Implications for training and future research on training in evaluation are discussed.

Exhibit Hall Visit Could Yield Surprises

Back to table of contents Previous article Next article APA InstituteFull AccessExhibit Hall Visit Could Yield SurprisesJill GruberJill GruberSearch for more papers by this authorPublished Online:5 Aug 2005https://doi.org/10.1176/pn.40.15.00400030aAPA's 2005 Institute on Psychiatric Services (IPS) is an informal, practical, and clinically focused multi-disciplinary meeting offering excellent educational sessions and the opportunity to network with colleagues from the United States and abroad.The central gathering point for the meeting will be the Exhibit Hall, which will be the site of morning coffee breaks and afternoon receptions. Commercial and educational exhibitors will be available to discuss the latest products and services for psychiatrists and mental health professionals. The APA Member Center and APA Job Bank, along with pharmaceutical-product information, the latest computer software, books, and other products, will be featured.Registrants who visit the Exhibit Hall will have opportunities to win prizes at both morning and afternoon drawings. The prizes this year, supported by IVAX Pharmaceuticals, will include a color television, Palm Pilot, personal copy machine, fax machine, cordless phone, DVD player, digital camera, video camera, stereo, notebook computer, free registration for the 2006 APA annual meeting in Toronto, Canada, and free registration for the 2006 institute in New York City.The exhibits will open at 1:30 p.m. on Thursday, October 6, and close at noon on Saturday, October 8. Celebration Recovery, hosted by the Irwin Foundation and APA (see article above), follows the close of the exhibits.▪Jill Gruber is associate director for the Institute on Psychiatric Services in APA's Annual Meetings Office. ISSUES NewArchived

The Impact of Welfare Reform on Labor Markets in Impoverished Rural Areas

Labor markets became important to a discussion of welfare policy after the Personal Responsibility and Work Opportunity Act of 1996 (PRWORA) changed the focus of federal welfare law to integration of welfare participants into the workforce. Economic analyses of labor markets suggest that the nature of job placement in labor markets should be important to the efficacy of welfare reform. Weak labor demand in impoverished rural areas makes job-placement-related issues especially important for welfare reform. The emphasis of PRWORA on employment would also be expected to alter the relationship between welfare participants, social services offices, and employers. Using interviews of current and former participants under PRWORA, this paper analyzes the nature of job placement for those participants on the Rosebud (Rosebud) and Pine Ridge (Pine Ridge) Indian reservations in South Dakota (the reservations) and the changes in labor market relationships wrought by PRWORA. The interviews suggest that old boys networks have historically worked to exclude welfare participants from labor markets on the reservations. The local social services office in Rosebud was able to reduce these barriers by changing its perceived role to that of job placement office. The result was that some participants who formerly had no expectation of employment obtained permanent jobs through greater ties to labor markets. Several participants viewed the social services offices as effective job banks. Because the social services offices in Pine Ridge were not as engaged in labor markets, they facilitated few

Member Benefits and Services That Save You Money

Back to table of contents Previous article Next article The Medical Director's DeskFull AccessMember Benefits and Services That Save You MoneyJames H. Scully Jr., M.D.James H. Scully Jr.Search for more papers by this author, M.D.Published Online:19 Dec 2003https://doi.org/10.1176/pn.38.24.0004As an APA member, you benefit from more than lifelong-learning opportunities at significant savings; free subscriptions to the American Journal of Psychiatry, Psychiatric News, and Psychiatric Services; strong advocacy at the local, state, and national levels on mental health issues; and professional practice tools such as the Managed Care Help Line and CPT Coding Services.Did you know that you can also take advantage of the following members-only programs that provide significant savings for you and your practice?• MBNA Credit Cards offers APA members an array of products that help you finance business and personal expenses, generate interest income, and increase your cash flow. You can also earn frequent-flyer points.• The APA Job Bank has recently expanded its resources to provide benefits to members at all levels of practice, from medical students to senior-level psychiatrists. New career development resources include a self-assessment questionnaire, sample CVs and cover letters, and tips on conducting an effective job or practice search. Whether you’re looking for a talented psychiatrist or the right psychiatric opportunity, start your search at www.psych.org/jobbank, the best resource for psychiatric job placement.• The Psychiatrists’ Professional Liability Insurance Program, the APA-endorsed professional liability insurance program, provides medical malpractice insurance for psychiatrists. Participants have access to the toll-free Risk Management Consultation Service and risk management seminars and articles. Coverage includes forensic psychiatric services and an administrative defense benefit. Discounts are available for groups; early career, child and adolescent, and part-time psychiatrists; and moonlighting members-in-training. The insurance program is administered by Professional Risk Management Services (PRMS). For additional information, call PRMS at (800) 245-3333 or visit the PRMS Web site at www.psychprogram.com.• APA members can rent cars at substantial discounts with Alamo, Avis, Hertz, and National car rentals.• The Capital for Knowledge Program is designed for APA members and their families to meet the rising costs of education (for example, private school, college, postgraduate degrees). APA members are eligible to borrow up to $25,000 a year, including up to $5,000 for a personal computer.• APA members can save up to 50 percent off regular magazine-subscription rates for office and personal use. The same low rates apply to new subscriptions and renewals. Join hundreds of your colleagues who use this valuable program by signing up today.• Grande Financial Services Inc. provides a comprehensive program to assist APA members in meeting their short- and long-term investment and retirement goals.• APA members can obtain practice-related legal advice on managed care contracts, subpoenas, group practice, malpractice, risk management, and third-party reimbursement from APA’s Legal Consultation Plan.• American Psychiatric Publishing Inc. (APPI) offers significant discounts to APA members. General members receive a 10 percent discount on APPI books and journals, while members-in-training are eligible for a 25 percent discount when they purchase books and journals from the APPI Web site at www.appi.org.Look for other APA member programs and discounts for you and your practice to be added in the future. More information on APA member benefits and services can be obtained by calling the APA Answer Center at (888) 35-PSYCH or (703) 907-7300 or by visiting the Web site www.psych.org/members/benefits/memservices.cfm.Feel free to e-mail your questions, comments and suggestions to me at [email protected]. ▪ ISSUES NewArchived

Descriptive Study of Community Health Education Jobs in the U.S.A., May – December 1998

The purpose of this study was to explore the community health education jobs in the USA and to provide relevant workforce information to community health education professionals and students. Two hundred fifty community health education announcements out of 908 were randomly selected from the Heath Education Professional Resources (HEPR) Job Bank for the periods May to December of 1998. Job information such as job searching methods, working environments, job qualifications, job descriptions, salaries, and benefits of community health education professionals were characterized. RESULTS: October had the highest number of job announcements during eighth-month period. There were more job announcements from the Northeast and West. Many of the job announcements were obtained through CareerPath® and America’s Job Bank®. There were at least 137 different job titles. The majority of institutions hiring health educators were either non-profit or government. About two-thirds were public organizations. The majority of the positions (86%) required applicants to have either a baccalaureate or master’s degree. There were diverse job qualifications. College majors other than health education or community health were acceptable. Work experience in descending order were: program planning and evaluation, program management, working with diverse populations, community organization and coordination, and working with multicultural populations in descending order. One to five years of working experience was required for the job positions. Target population and target issues were diverse. Almost half of the health educators served general health issues in their community. Computer skills, particularly word processing and Internet skills, were required. The capacity for working independently and self-motivation were significant factors in the hiring for most of the employers. Communication skills were required in 80% of the job announcements. Other required skills included program assessment, planning, implementation, evaluation, and teaching. For full-time employees, the median salary was $36,000. Other employee compensation information is also reported.

Job Opportunities Inundate the Internet

Job Opportunities Inundate the Internet

Finding Health Education Jobs on the Internet

The Internet has introduced a variety of new sources for job information. In addition to traditional methods, such as using campus career services offices and professional association job banks, there are many new resources available online, including (1) health education job web sites, (2) organizational and governmental job web sites, (3) job search engines, (4) online newspaper classified listings, (5) professional electronic mailing lists, (6) USENET newsgroups, and (7) bulletin board services. Each of these methods is discussed with some advice for finding the ideal health education job.

Community enterprise networks

A Community Enterprise Network (CEN) is an alliance of many stakeholders, including Community Access sites, libraries, schools, municipalities, local businesses and other interested groups. Public access Internet sites are not likely to stimulate significant economic activity as isolated units. However, when these nodes come together to form a CEN, they form both a distribution network for the delivery of government, educational and corporate services (e.g., Job Banks, Health information, Internet banking, Distance Education, Telework), and a flexible network for matching and coordinating available resources to specific production contracts. Such a coordinated network would enable types of work and jobs now limited to urban areas to be decentralized to rural areas, and would enable a higher quality of delivery of services at lower cost than present distribution systems. Activities of these CENs need not be limited to Information and Communications Technology (ICT) products and services. ICT could also be used as an "enabling technology" to facilitate decentralized, distributed production, management, and the marketing and distribution of a wide variety of goods and services. In addition, on-line library services could be made accessible from any node in the network.

ChemJobs Offers More Options

Many job seekers and employers are turning to the web to help them find each other. Huge commercial career sites such as monster board.com and careermosaic.com offer an enormous array of jobs and candidates in every conceivable field, but they can be a bit overwhelming. For those employers and job seekers who want something just for chemical scientists, there is ChemJobs— a pair of Internet tools designed exclusively for their needs and serving only American Chemical Society members and national and student affiliates. ChemJobs consists of the new Online Professional Data Bank (PDB), an upgraded version of the long-standing Professional Data Bank, and the ACS Job Bank, a searchable Internet edition of the classified advertising from C&EN for the past two weeks. Access to ChemJobs is available free to job seekers who are members or national or student affiliates of ACS. In the past, ACS members who wanted to make their qualifications available for employer ...