rehire
简明释义
vt. 重新雇用；二次雇用
n. 再雇用，二次雇用
复 数 r e h i r e s
第 三 人 称 单 数 r e h i r e s
现 在 分 词 r e h i r i n g
过 去 式 r e h i r e d
过 去 分 词 r e h i r e d
英英释义
To hire someone again after they have previously been employed. | 在某人曾经被雇佣后再次雇用他们。 |
单词用法
同义词
反义词
| 解雇 | The company decided to fire several employees due to budget cuts. | 由于预算削减，公司决定解雇几名员工。 | |
| 解散 | After a poor performance review, he was dismissed from his position. | 在一次糟糕的绩效评估后，他被解雇了。 |
例句
1.He expects to rehire all the employees who were laid off in the fall.
他希望，以后可以将这次因经济不景气解雇的这拨员工全部再招回来。
2.Is there any way I can apologize and persuade them to rehire me?
有什么办法能让我向他们道歉并说服他们重新聘用我吗？
3.With a large pool ofunemployed, Spanish firms may be able to rehire at lower rates.
在大量的失业人群中，西班牙的企业可能可以开始慢慢重新雇佣一些工作。
4.Select the Rehire field (Figure 35) since it will be used in the decision.
选择Rehire字段（图35），因为该字段将在决策中使用。
5.Mindful that they quickly had to rehire after the dotcom bust, the last big round of lay-offs, many in the industry had hoped for modest job losses.
考虑到在上一轮大规模裁员时，随着网络经济的繁荣银行业不得不再迅速重新招人，许多业内人士都希望这次裁员应该适度。
6.It would be a mistake to rehire the Good-Taste Company to supply the food in our employee cafeteria next year.
38继续雇佣Good - Taste公司在明年为我们员工餐厅提供饮食将是一个错误。
7.The HR department is looking into the possibility of rehiring 重新雇佣 former employees during the busy season.
人力资源部门正在考虑在繁忙季节<rehire>重新雇佣rehire>前员工的可能性。
8.After reviewing her performance, the manager chose to rehire 重新雇佣 her for the new project.
在评估了她的表现后，经理选择<rehire>重新雇佣rehire>她参与新项目。
9.If we can find a suitable position, we might rehire 重新雇佣 him next quarter.
如果我们能找到合适的职位，我们可能会在下个季度<rehire>重新雇佣rehire>他。
10.The company decided to rehire 重新雇佣 the employee who left last year due to personal reasons.
公司决定<rehire>重新雇佣rehire>去年因个人原因离职的员工。
11.She was thrilled to receive an offer to rehire 重新雇佣 with the team she used to work with.
她很高兴收到一个<rehire>重新雇佣rehire>以前工作过的团队的邀请。
作文
In today's competitive job market, companies often face the dilemma of whether to hire new talent or to rehire former employees. The concept of rehire (再雇用) is becoming increasingly popular as organizations recognize the value of experienced individuals who are already familiar with the company culture and processes. This essay will explore the advantages and disadvantages of rehire (再雇用) employees, highlighting why this practice can be beneficial for both the employer and the employee.One significant advantage of rehire (再雇用) is the reduced training time required for returning employees. When a company chooses to rehire (再雇用) someone who has previously worked there, they can bypass much of the onboarding process that new hires typically undergo. Former employees already possess knowledge about the organization's values, systems, and procedures. This familiarity allows them to become productive members of the team more quickly than new recruits, ultimately saving the company time and resources.Another benefit of rehire (再雇用) is the potential for increased morale among current employees. When a company brings back a former employee, it sends a message that the organization values its workforce and is willing to invest in individuals who have proven their capabilities. This can boost the overall morale of the team, as they see that hard work and dedication can lead to opportunities for re-entry into the company. Furthermore, it can foster a sense of loyalty among existing employees, who may feel more secure in their positions knowing that the company is open to rehire (再雇用) those who have left.However, there are also challenges associated with rehire (再雇用). One potential issue is the possibility of resentment from current employees who may feel overlooked for promotion or advancement opportunities. If a company consistently chooses to rehire (再雇用) former employees rather than promoting from within, it could lead to frustration and disengagement among staff. Therefore, it is crucial for organizations to balance the practice of rehire (再雇用) with efforts to develop and promote their existing workforce.Additionally, the reasons for an employee's departure should be carefully considered before deciding to rehire (再雇用) them. If an employee left due to performance issues or conflicts with management, bringing them back could create more problems than it solves. Organizations must conduct thorough evaluations of past employees' performance and behavior before making a rehire (再雇用) decision. This ensures that the company is making a choice that aligns with its long-term goals and values.In conclusion, the practice of rehire (再雇用) can offer numerous benefits to organizations looking to enhance their workforce. With reduced training times and improved morale, rehire (再雇用) can be a strategic move for companies seeking to leverage their existing talent pool. However, it is essential to approach this practice thoughtfully, considering the implications for current employees and the reasons behind past separations. By doing so, companies can create a more cohesive and motivated workforce while maximizing the potential of their returning employees.
