parachute candidate

简明释义

外来候选人

英英释义

例句

1.The board was impressed by the parachute candidate's ability to adapt quickly to new challenges.

董事会对这位跳伞候选人迅速适应新挑战的能力印象深刻。

2.While interviewing, he presented himself as a parachute candidate, ready to jump into the role without much training.

在面试中，他表现得像一个跳伞候选人，准备在几乎没有培训的情况下直接进入角色。

3.The company decided to hire a parachute candidate for the senior management position, hoping his experience would bring immediate results.

公司决定为高级管理职位聘请一个跳伞候选人，希望他的经验能带来立竿见影的效果。

4.During the recruitment process, we found a parachute candidate who had previously worked in a similar role at a competitor.

在招聘过程中，我们发现了一位曾在竞争对手公司担任类似职位的跳伞候选人。

5.Hiring a parachute candidate can sometimes backfire if they don't fit well with the company culture.

如果聘用的跳伞候选人与公司文化不合，可能会适得其反。

作文

In the world of job recruitment, the term parachute candidate refers to an individual who is brought into a company or organization, often from outside, without having gone through the usual channels of hiring. This phenomenon can occur for various reasons, but it generally implies that the candidate is viewed as a high-profile individual, perhaps due to their previous accomplishments or connections. While there are advantages to hiring a parachute candidate, there are also significant drawbacks that organizations must consider.One of the primary benefits of hiring a parachute candidate is the immediate expertise they can bring to the table. These individuals often have extensive experience in their field, and their previous successes can inspire confidence among existing employees. For example, a tech company might hire a renowned software engineer who has previously led successful projects at other major firms. This can not only enhance the company's reputation but also provide valuable insights and innovative ideas that may lead to improved performance.Moreover, parachute candidates can help organizations navigate complex challenges more effectively. Their familiarity with industry trends and best practices can be instrumental in driving a company forward, especially in rapidly evolving sectors such as technology or finance. By leveraging their networks, these candidates can also open doors to new partnerships and opportunities that might otherwise remain inaccessible.However, the recruitment of parachute candidates is not without its pitfalls. One major concern is the potential for resentment among existing employees. When someone is hired from outside the organization, particularly at a high level, it can create feelings of insecurity and frustration among team members who may feel overlooked or undervalued. This can lead to decreased morale and productivity, which ultimately harms the organization.Additionally, parachute candidates may struggle to adapt to the company culture. Every organization has its unique way of operating, and a candidate who is accustomed to a different environment may find it challenging to fit in. This cultural mismatch can result in miscommunication and conflict, undermining the very advantages that the candidate was expected to bring.Furthermore, there is also the risk that organizations may rely too heavily on the perceived star power of a parachute candidate. Companies might assume that simply hiring a well-known figure will solve their problems without addressing underlying issues within the organization. This can lead to a superficial approach to leadership that fails to foster genuine change or improvement.In conclusion, while hiring a parachute candidate can offer certain advantages, such as bringing in fresh perspectives and expertise, organizations must weigh these benefits against the potential downsides. It is crucial for companies to carefully consider the implications of such hires on their existing teams and culture. A balanced approach that includes integrating parachute candidates into the organization thoughtfully, while also valuing and nurturing existing talent, is essential for long-term success. Ultimately, the goal should be to create an environment where all employees feel valued and empowered to contribute to the organization's mission, regardless of their background or entry point.

在招聘的世界中，术语parachute candidate指的是一个人被引入公司或组织，通常是来自外部，而没有经过通常的招聘渠道。这种现象可能出于各种原因，但通常意味着该候选人被视为高知名度的人，可能是由于他们之前的成就或人脉。虽然雇佣parachute candidate有其优势，但组织也必须考虑到显著的缺点。雇佣parachute candidate的主要好处之一是他们可以立即带来专业知识。这些人通常在他们的领域拥有丰富的经验，他们之前的成功可以激励现有员工的信心。例如，一家科技公司可能会聘请一位在其他大型公司领导过成功项目的著名软件工程师。这不仅可以提升公司的声誉，还可以提供有价值的见解和创新想法，从而改善业绩。此外，parachute candidates可以帮助组织更有效地应对复杂挑战。他们对行业趋势和最佳实践的熟悉程度可以在推动公司发展方面发挥重要作用，特别是在技术或金融等快速发展的行业中。通过利用他们的网络，这些候选人还可以打开通往新伙伴关系和机会的大门，这些机会可能在其他情况下无法获得。然而，招聘parachute candidates并非没有陷阱。一个主要的担忧是现有员工之间可能产生的怨恨。当有人从外部组织被聘用，尤其是在高层时，这可能会在团队成员中造成不安和沮丧的情绪，他们可能会感到被忽视或不被重视。这可能导致士气和生产力下降，最终损害组织。此外，parachute candidates可能会难以适应公司文化。每个组织都有其独特的运作方式，习惯于不同环境的候选人可能会发现融入其中具有挑战性。这种文化不匹配可能导致沟通不畅和冲突，破坏了本应由候选人带来的优势。此外，还有一个风险是组织可能过于依赖于parachute candidate的明星效应。公司可能会假设，仅仅聘请一个知名人物就能解决他们的问题，而不去解决组织内部的潜在问题。这可能导致一种肤浅的领导方式，无法促进真正的变革或改善。总之，虽然雇佣parachute candidate可以提供一些优势，例如带来新视角和专业知识，但组织必须权衡这些好处与潜在的缺点。公司必须仔细考虑此类招聘对现有团队和文化的影响。采取一种平衡的方法，将parachute candidates融入组织，同时也重视和培养现有人才，对于长期成功至关重要。最终，目标应该是创造一个所有员工都感到被重视和有能力为组织使命做出贡献的环境，无论他们的背景或进入点如何。