While most of the publicity about "tight" labor markets usually revolves around systems engineers, Website designers, and chemical engineers, some of the tightest markets are often found in some surprising places. For example, if you were to ask Jennifer Carter, the head of her family's six-store chain of dry-cleaning stores what the main problem was in running their firm, the answer would be quick and short: hiring good people. The typical dry cleaning store is heavily dependent on hiring good managers, clean air spotters, and pressers. Employees generally have no more than a high-school education (many have less) and the market is very competitive. Over a typical weekend literally dozens of want ads for cleaner-spotters or pressers can be found in area newspapers. These people are generally paid about $10 an hour, and they change jobs frequently. Why so much difficulty finding good help? The work is hot and uncomfortable; the hours are often long; the pay is often the same or less than the typical applicant could earn working in an air-conditioned environment, and the fringe benefits are usually nonexistent unless you count getting your clothes cleaned for free. Complicating the problem is the fact that Jennifer and other