hire not earned

简明释义

预收租金

英英释义

例句

1.The company’s policy ensures that everyone earns their position, preventing any hire not earned 不应得的雇佣 situations.

公司的政策确保每个人都能赢得他们的位置，从而防止任何hire not earned 不应得的雇佣的情况。

2.Many employees feel demotivated when they see colleagues receiving hire not earned 不应得的雇佣 due to favoritism.

许多员工感到沮丧，当他们看到同事因偏袒而获得hire not earned 不应得的雇佣时。

3.If you want to build a strong team, avoid making decisions that lead to hire not earned 不应得的雇佣.

如果你想建立一个强大的团队，避免做出导致hire not earned 不应得的雇佣的决定。

4.In a competitive job market, it's important to remember that promotions should be based on merit, not just tenure; otherwise, you may end up with hire not earned 不应得的雇佣.

在竞争激烈的就业市场中，重要的是要记住晋升应该基于业绩，而不仅仅是任期；否则，你可能会得到hire not earned 不应得的雇佣。

5.The manager emphasized that every team member should contribute meaningfully to avoid hire not earned 不应得的雇佣 in the department.

经理强调，每个团队成员都应该有意义地贡献，以避免部门内出现hire not earned 不应得的雇佣。

作文

In today's competitive job market, the concept of meritocracy is often discussed. People believe that hard work and talent should dictate who gets hired and who does not. However, there is a troubling trend that has emerged in many industries: the phenomenon of hire not earned. This phrase refers to the practice of hiring individuals based on connections, favoritism, or other non-merit-based criteria rather than their qualifications or capabilities. This practice can have detrimental effects on organizations and the workforce as a whole.When companies engage in hire not earned, they risk losing out on top talent. Skilled professionals may become disillusioned when they see less qualified individuals being promoted or hired due to personal relationships or other biases. This can lead to a toxic workplace culture where merit is undervalued, and employees feel demotivated. In the long run, organizations that prioritize connections over competence may find themselves at a disadvantage, unable to compete in an ever-evolving market.Moreover, the implications of hire not earned extend beyond individual companies. When industries become known for nepotism or cronyism, it can deter talented individuals from pursuing careers in those fields. Young professionals entering the job market are likely to seek environments where their skills and hard work are recognized and rewarded. If they perceive that success is unattainable due to unfair hiring practices, they may choose to invest their talents elsewhere, leading to a brain drain in certain sectors.The impact of hire not earned is also felt by those who are hired through these means. Individuals who secure positions without earning them may struggle to meet the demands of their roles. They may lack the necessary experience or knowledge, which can lead to poor performance and increased pressure on their colleagues. This dynamic can create resentment among team members who feel that they must compensate for the shortcomings of their peers, further damaging morale and productivity.To combat the issue of hire not earned, organizations must establish clear hiring practices that prioritize transparency and fairness. Implementing structured interviews, standardized assessments, and diverse hiring panels can help ensure that candidates are evaluated based on their skills and experiences rather than personal connections. Furthermore, fostering a culture of accountability within organizations can encourage employees to speak out against unfair practices and advocate for merit-based hiring.In conclusion, the phrase hire not earned encapsulates a significant challenge in today's workforce. It highlights the consequences of prioritizing connections over qualifications, which can lead to a decline in employee morale, talent retention, and overall organizational effectiveness. By recognizing and addressing this issue, companies can create a more equitable and productive work environment where all employees have the opportunity to succeed based on their merits. Ultimately, it is essential for organizations to commit to fair hiring practices that value hard work and talent, ensuring that they attract and retain the best individuals in their fields.

在当今竞争激烈的就业市场中，精英主义的概念经常被讨论。人们相信，努力工作和才能应该决定谁被雇佣，谁不被雇佣。然而，在许多行业中出现了一种令人担忧的趋势：hire not earned现象。这个短语指的是基于关系、偏袒或其他非能力基础标准而非资格或能力来雇佣个人的做法。这种做法可能对组织和整个劳动力产生有害影响。当公司参与hire not earned时，他们可能会错失顶尖人才。当有能力的专业人士看到由于个人关系或其他偏见而晋升或雇佣的资格较低的个人时，他们可能会感到失望。这可能导致一个有毒的工作场所文化，在这里，才能被低估，员工感到士气低落。从长远来看，优先考虑关系而不是能力的组织可能会发现自己处于不利地位，无法在不断发展的市场中竞争。此外，hire not earned的影响超出了个别公司。当行业因裙带关系或任人唯亲而闻名时，可能会阻止有才华的个人追求这些领域的职业。进入就业市场的年轻专业人士可能会寻求那些认可和奖励他们技能与努力工作的环境。如果他们认为由于不公平的招聘实践而无法取得成功，他们可能会选择将自己的才能投资于其他地方，从而导致某些行业的人才流失。通过这些手段获得职位的个人也会感受到hire not earned的影响。那些没有通过努力获得职位的人可能会在满足角色要求方面面临困难。他们可能缺乏必要的经验或知识，这可能导致表现不佳，并增加同事的压力。这种动态可能会在团队成员之间造成怨恨，因为他们感到必须弥补同事的不足，从而进一步损害士气和生产力。为了解决hire not earned的问题，组织必须建立明确的招聘实践，优先考虑透明度和公平性。实施结构化面试、标准化评估和多元化招聘小组可以帮助确保候选人根据他们的技能和经验进行评估，而不是个人关系。此外，培养组织内部问责制的文化可以鼓励员工对不公平的做法发声，并倡导基于能力的招聘。总之，短语hire not earned概括了当今劳动力面临的重要挑战。它突出了优先考虑关系而非资质的后果，这可能导致员工士气、人才保留和整体组织效率的下降。通过认识并解决这个问题，公司可以创造一个更公平和富有成效的工作环境，让所有员工都有机会基于他们的优点取得成功。最终，组织必须致力于公平的招聘实践，重视努力和才能，确保吸引和留住各自领域中最优秀的人才。