由於我國少子化因素以及高齡、中高齡勞工退出勞動市場的年齡較其他主要
國家得早，因此缺工情形逐年嚴重。然而公立就業服務的使用率自民國 99 年開始逐年下降至今，在缺工問題嚴重的時空背景下，公立就業服務的使用率卻一直沒有明顯的提升。
為了探究公立就業服務的使用率未能有效提升的原因，本研究採用質性研究，依筆者過去於公立就業服務站工作期間以第一人稱的觀察心得，並透過文獻探討
與訪談分析融合各界觀點，儘可能的將現行就業服務中潛在的問題呈現出來。研究發現，於公立就業服務站尋求幫助的求職者普遍就業力都有各種態樣的缺乏，而求才廠商也對於公立就業服務站推介的求職者頗有微詞，然而實務上就業服務人員在輔導求職民眾時，可能會因為制度上的因素顯得窒礙難行，以至於對於情
況有待改善的民眾，給予有限的處遇。
本研究的結論指出，公立就業服務現行可能必須進一步釐清自己的角色定位，並強化自身特色與優勢以對於需要幫助的族群給予盡善盡美的處遇。如此之外，若未能對於公立就業服務的績效制度做出更精細的規劃，不僅會使就業服務人員在輔導民眾時受到拘束，也可能遭遇不公平的對待。本研究的發現可對於未來就
業服務制度的走向與改革，乃至於公行政制度的調整，給予不同角度的意見以供參考。
Due to the factors of declining birth rates, an aging population, and early
exit from the labor market by middle-aged and elderly workers in our country,
the shortage of labor has become increasingly severe. However, the utilization
rate of public employment services has been declining steadily since the year
99 of the Republic of China, and despite the pressing issue of labor shortages,
there has been no significant improvement in the utilization rate of public
employment services in this challenging temporal and spatial context.
In order to explore the reasons for the ineffective improvement of the
utilization rate of public employment services, this study adopts a qualitative
research approach. Drawing on the author's first-person observations and
insights gained during their tenure at a public employment service station, the
study integrates perspectives from literature reviews and interviews. The aim is
to present potential issues within the current employment services. The
research reveals that job seekers seeking assistance at public employment
service stations generally exhibit various deficiencies in employability.
Employers also express reservations about job seekers recommended by public
employment service stations. However, in practice, employment service
personnel may face challenges in assisting job seekers due to institutional
factors, resulting in limited support for individuals in need of improvement.
The conclusion of this study indicates that the current role and positioning
of public employment services may need further clarification. There is a
suggestion to strengthen their own characteristics and advantages to provide
optimal treatment for the groups in need of assistance. Additionally, without a
more refined planning of the performance evaluation system for public
employment services, not only may employment service personnel be
constrained in guiding the public, but they may also face unfair treatment. The
findings of this study can offer insights for the future direction and reform of
employment service systems, as well as adjustments to public administrative
systems from different perspectives for reference.
