opening-to-application ratio

简明释义

就业职位求供比率

英英释义

例句

1.If the opening-to-application ratio 职位与申请比例 is low, it might indicate that the job descriptions are not appealing enough.

如果职位与申请比例较低，这可能表明职位描述不够吸引人。

2.A high opening-to-application ratio 职位与申请比例 can suggest that the job postings are attracting the right candidates.

高的职位与申请比例可能表明职位发布吸引了合适的候选人。

3.The company's opening-to-application ratio 职位与申请比例 has improved significantly this quarter, indicating a more efficient hiring process.

公司的职位与申请比例在本季度显著改善，表明招聘流程更加高效。

4.To assess the effectiveness of our recruitment strategy, we need to analyze the opening-to-application ratio 职位与申请比例 over the past year.

为了评估我们的招聘策略的有效性，我们需要分析过去一年的职位与申请比例。

5.The HR department reported a decrease in the opening-to-application ratio 职位与申请比例 for technical roles this month.

人力资源部门报告本月技术岗位的职位与申请比例有所下降。

作文

In today's competitive job market, understanding various metrics can significantly enhance one's chances of securing employment. One such metric that has gained attention is the opening-to-application ratio. This term refers to the number of job openings available compared to the number of applications received for those positions. A higher opening-to-application ratio indicates a more favorable situation for job seekers, as it suggests that there are more opportunities available relative to the number of applicants. Conversely, a lower ratio may imply fierce competition among candidates, making it essential for job seekers to differentiate themselves effectively.For instance, imagine a company that has posted ten job openings but receives one hundred applications. In this scenario, the opening-to-application ratio would be 1:10. This means that for every job opening, there are ten applicants vying for the position. Such a situation can lead to increased pressure on candidates to present outstanding resumes and perform exceptionally during interviews.On the other hand, if a different company has five openings and only ten applications, the opening-to-application ratio here would be 1:2. This indicates a much more favorable environment for applicants, as they face less competition. Candidates in this scenario might have a better chance of being called for an interview, provided they meet the qualifications outlined in the job description.Understanding the opening-to-application ratio can also help job seekers strategize their applications. For example, if they notice that a particular industry or sector consistently shows a low ratio, they might consider focusing their efforts elsewhere or enhancing their skills to become more competitive in that field. Additionally, this metric can guide individuals in setting realistic expectations regarding their job search and the level of effort required to land a position.Moreover, employers can benefit from analyzing the opening-to-application ratio as well. By understanding how many applications they receive relative to their openings, they can assess the effectiveness of their recruitment strategies. If they find that their ratio is lower than expected, it may prompt them to reevaluate their job postings, improve their employer branding, or explore new channels for attracting talent.In conclusion, the opening-to-application ratio serves as a valuable tool for both job seekers and employers. For candidates, it provides insight into the level of competition they may face and helps them tailor their applications accordingly. For employers, it offers a glimpse into the effectiveness of their hiring practices. By paying attention to this metric, both parties can make informed decisions that ultimately lead to successful employment outcomes. As the job market continues to evolve, staying aware of such metrics will be crucial for navigating career paths effectively.

在当今竞争激烈的就业市场中，理解各种指标能够显著提高一个人获得工作的机会。其中一个备受关注的指标是职位空缺与申请人数比。这个术语指的是可用的职位空缺数量与收到的申请数量之间的关系。较高的职位空缺与申请人数比表明求职者的情况更加有利，因为这意味着相对于申请者，有更多的机会可供选择。相反，较低的比例可能暗示着候选人之间的竞争异常激烈，因此求职者必须有效地使自己脱颖而出。例如，想象一家企业发布了十个职位空缺，但收到了100份申请。在这种情况下，职位空缺与申请人数比将是1:10。这意味着每个职位空缺都有十名申请者争夺。这样的情况会导致候选人在简历展示和面试表现上面临更大的压力。另一方面，如果另一家公司有五个职位空缺，只有十份申请，那么这里的职位空缺与申请人数比将是1:2。这表明申请者面临的竞争环境要好得多，因为他们的竞争对手较少。在这种情况下，只要符合职位描述中的资格要求，候选人被召唤面试的机会可能会更大。理解职位空缺与申请人数比也可以帮助求职者制定申请策略。例如，如果他们发现某个行业或领域的比例持续较低，他们可能会考虑将精力集中在其他地方，或者提升自己的技能以在该领域变得更具竞争力。此外，这一指标还可以指导个人设定关于求职的现实期望，以及为获得职位所需的努力程度。此外，雇主也可以通过分析职位空缺与申请人数比获益良多。通过了解他们收到的申请数量与职位空缺数量的关系，他们可以评估招聘策略的有效性。如果发现他们的比例低于预期，这可能促使他们重新评估职位发布、改善雇主品牌，或探索吸引人才的新渠道。总之，职位空缺与申请人数比作为一个有价值的工具，服务于求职者和雇主。对于候选人而言，它提供了关于他们可能面临的竞争水平的见解，并帮助他们相应地调整申请策略。对于雇主而言，它提供了招聘实践有效性的一个视角。通过关注这一指标，双方都可以做出明智的决策，最终实现成功的就业结果。随着就业市场的不断演变，保持对这些指标的关注将对有效地导航职业道路至关重要。