preferential rehiring

简明释义

优先再雇用权

英英释义

例句

1.During the job fair, many applicants were excited about the preferential rehiring opportunities offered by the organization.

在招聘会上，许多申请者对该组织提供的优先再雇用机会感到兴奋。

2.The union negotiated for preferential rehiring rights for workers who had been with the company for over five years.

工会为在公司工作超过五年的员工争取了优先再雇用权利。

3.Employees who participated in the training program will be given preferential rehiring status if they are laid off.

参加培训项目的员工如果被裁员，将获得优先再雇用资格。

4.The HR department is developing guidelines for preferential rehiring to streamline the reemployment process.

人力资源部正在制定优先再雇用的指导方针，以简化再就业流程。

5.The company announced a policy of preferential rehiring for employees who were laid off during the pandemic.

公司宣布了一项针对在疫情期间被解雇员工的优先再雇用政策。

作文

In today's competitive job market, many companies are faced with challenging decisions regarding their workforce. One concept that has gained attention in recent years is preferential rehiring, which refers to the practice of giving priority to former employees when filling vacancies. This strategy can have significant implications for both businesses and workers alike. Understanding the benefits and challenges of preferential rehiring is essential for organizations aiming to create a more efficient and effective hiring process.The primary advantage of preferential rehiring lies in its ability to retain institutional knowledge. When a company rehires former employees, it brings back individuals who are already familiar with the company culture, processes, and systems. This familiarity can lead to a smoother transition and quicker productivity, as these employees can often hit the ground running. In contrast, new hires may require extensive training and time to acclimate, which can be costly for the organization.Moreover, preferential rehiring can enhance employee morale and loyalty. When current employees see that their company values previous employees enough to bring them back, it can foster a sense of security and stability within the workplace. Employees may feel reassured that their own positions are secure, knowing that the company is committed to retaining talent rather than constantly seeking new hires. This can lead to increased motivation and a positive work environment.However, there are also challenges associated with preferential rehiring. One potential downside is the risk of perpetuating past mistakes. If a former employee was let go due to performance issues or conflicts within the team, bringing them back might not be in the best interest of the organization. Companies must carefully evaluate the reasons behind an employee's departure before considering them for rehire. Additionally, relying too heavily on preferential rehiring can limit diversity within the workforce. Organizations may inadvertently create a homogenous environment by continuously bringing back former employees instead of seeking fresh perspectives from new candidates.Another challenge is the potential for resentment among current employees. If a company frequently opts for preferential rehiring, existing staff may feel overlooked or undervalued. They might perceive that opportunities for advancement are limited, leading to decreased motivation and engagement. It is crucial for management to communicate the rationale behind such hiring decisions and ensure that all employees feel valued and recognized for their contributions.In conclusion, preferential rehiring can be a valuable strategy for organizations looking to streamline their hiring processes and retain talent. By prioritizing former employees, companies can benefit from their existing knowledge and experience, fostering a positive work environment. However, it is essential to approach this practice with caution, ensuring that it does not lead to negative consequences such as stagnation or employee discontent. Ultimately, a balanced approach that considers both the advantages and challenges of preferential rehiring will help organizations make informed decisions that support their long-term success.

在当今竞争激烈的就业市场中，许多公司面临着关于其员工队伍的挑战性决策。近年来，一个受到关注的概念是优先再雇用，指的是在填补空缺时优先考虑前员工的做法。这一策略对企业和员工都有重要影响。理解优先再雇用的好处和挑战对于希望创造更高效、有效招聘流程的组织至关重要。优先再雇用的主要优势在于其保留机构知识的能力。当公司重新雇用前员工时，它带回了那些已经熟悉公司文化、流程和系统的个人。这种熟悉度可以导致更顺利的过渡和更快的生产力，因为这些员工通常能够迅速投入工作。相比之下，新员工可能需要大量培训和时间来适应，这对组织来说可能是昂贵的。此外，优先再雇用还可以增强员工的士气和忠诚度。当现有员工看到他们的公司重视前员工并愿意将他们带回来时，这可以在工作场所培养一种安全感和稳定感。员工可能会感到安心，知道公司的承诺是保留人才，而不是不断寻求新员工。这可以导致动力增加和积极的工作环境。然而，优先再雇用也面临一些挑战。一个潜在的缺点是延续过去错误的风险。如果一位前员工因绩效问题或团队内冲突而被解雇，重新雇用他们可能不符合组织的最佳利益。公司必须在考虑重新雇用员工之前仔细评估他们离开的原因。此外，过于依赖优先再雇用可能会限制员工队伍的多样性。组织可能无意中通过不断带回前员工而创造一个同质化的环境，而不是寻求来自新候选人的新视角。另一个挑战是当前员工之间可能产生的怨恨。如果一家公司频繁选择优先再雇用，现有员工可能会感到被忽视或不被重视。他们可能会认为晋升机会有限，从而导致动机和参与度下降。管理层必须沟通这种招聘决策背后的理由，并确保所有员工都感到被重视和认可。总之，优先再雇用可以成为希望简化招聘流程和保留人才的组织的一种有价值的策略。通过优先考虑前员工，公司可以受益于他们现有的知识和经验，促进积极的工作环境。然而，必须谨慎对待这一做法，以确保不会导致负面后果，如停滞或员工不满。最终，平衡地看待优先再雇用的优势和挑战将帮助组织做出支持其长期成功的明智决策。