89The following appeared in a memo at XYZ company.When XYZ lays off employees, it pays Delany Personnel Firm to offer those employees assistance in creating résumés and developing interviewing skills, if they so desire. Laid-off employees have benefited g

Although it is very considerate of XYZ company to concern so much about its laid-off employees on their next job offer and cautiously choose the personnel firm to help them polish materials on job hunting, however, the author's recommendation is not persuasive due to several unwarranted assumption it made.

First, the author asserts that a personnel firm is necessary to help employees to find a job and only fabulous resumes and interviewing skills can attract the boss but fails to recognize that personal talents and uniqueness are decisive factors whether people can be enrolled. Sometimes, those personnel firms can not put extra energy or effort on certain people due to their big volume of work, so most of the application materials made by them seem alike. Employers may look through hundred of CV each day, then it is not hard to imagine what kind of materials may catch their eyes. Therefore, XYZ company may considerate arrange some extra consultant to offer some advice to those employees rather than just throw them to personnel firms.

Second, according to the recommendation, Delany Personnel Firm seems a better choice for XYZ company due to its efficiency on searching jobs last year. However, there is potential flaw here. It is only a one year record which can not strongly prove the company can offer the same high quality of service through other years unless the job marketing and personal factors of employees remain the same. The reason of its outstanding achievement this year may result from the high demand of workers in society or most of the laid-off employees have special talents can meet the vacancy. Unless the author rules out all these possible causes, DPF can be fairly substantiate a qualified and smart choice for them.

Finally, for further proving the DPF can offer a perfect service, the author unfairly compares it with another firm called Walsh Personnel Firm. Without any detail information of each company's staff, the author jumps into the conclusion that bigger size of staff and numerous branch offices can guarantee a better service. However, whether staff being qualified or experienced are not due to the firms sizes but personal talents and knowledge and WPF maybe a small-sized company with excellent employees who have more experiences on their field. In addition, the author put out another evidence to prove DPF's superiority that when XYZ hired WPF eight years ago, it found jobs for half of the laid-off workers within a year which can prove its low efficiency. However, The author fails to consider the different conditions between that year and last year and also the exact percentage of the successful cases of each company. For example, eight years ago there may economic crisis happened and demand of labors might very low but the percentage of successful cases achieved by WPF might even higher than DPF's last year. Therefore, it may unfair for the author to make such conclusion based on such fallible evidence.

To sum up, after examining all the factors involved intend to convince XYZ company to hire DPF on assisting its laid-off workers find new jobs, the author fails to consider hidden flaws behind the assumptions. Hence, to strengthen the recommendation, the author should set up a complete research on every possible causes. Or the generosity of the company may be diminished by fallible decision.