rehiring

简明释义

英[riːˈhaɪərɪŋ]美[riˈhaɪərɪŋ]

n. 回聘

v. 重新雇用（rehire 的现在分词）

英英释义

单词用法

同义词

反义词

例句

1.It is paying firms for rehiring laid-off staff, and offering grants to anyone willing to start a new business.

向重新雇佣被解雇员工的公司拨款并为任何有意创业的人提供补助金。

2.This may surprise you, but rehiring fired employees is not my main job.

请你别见怪，重新聘用已经解雇的员工不是我主要的工作。

3.This information must be reported within 20 days of the hiring or rehiring.

这一信息，必须在20天内的聘用或雇用。

4.Have you got the documents about rehiring staff?

你看到那份继续雇佣员工的文件了吗？

5.It is paying firms for rehiring laid-off staff, and offering grants to anyone willing to start a new business.

向重新雇佣被解雇员工的公司拨款并为任何有意创业的人提供补助金。

6.The company is considering rehiring 重新雇佣 some former employees to fill the skill gaps.

公司正在考虑重新雇佣一些前员工来填补技能空缺。

7.The HR department is working on a plan for rehiring 重新雇佣 laid-off staff as the project demand increases.

人力资源部门正在制定计划，以便在项目需求增加时重新雇佣被裁员的员工。

8.The process of rehiring 重新雇佣 can be quicker since previous employees are already familiar with the company culture.

由于以前的员工已经熟悉公司文化，重新雇佣的过程可能会更快。

9.After a thorough review, the management decided on rehiring 重新雇佣 the talented designer they let go last year.

经过彻底审查，管理层决定重新雇佣去年解雇的优秀设计师。

10.They are focusing on rehiring 重新雇佣 individuals who have proven their loyalty and skills.

他们专注于重新雇佣那些证明了自己忠诚和技能的人。

作文

In today's competitive job market, companies are constantly looking for ways to improve their workforce. One strategy that has gained popularity in recent years is the concept of rehiring. This term refers to the practice of bringing back former employees who have left the organization. The reasons for rehiring can vary greatly, but they often include the employee's previous experience with the company, their understanding of the company culture, and the skills they already possess. Many organizations have found that rehiring former employees can be more beneficial than hiring new ones. For instance, former employees are already familiar with the company's policies and procedures, which can reduce the time and resources spent on training. Additionally, these individuals may have left for a variety of reasons, such as pursuing further education or seeking new opportunities, and may now be ready to return with a fresh perspective and renewed commitment.However, rehiring is not without its challenges. Companies must carefully consider the circumstances under which an employee left. If an employee departed on bad terms or was let go due to performance issues, bringing them back could negatively impact team morale and productivity. Therefore, it is crucial for employers to assess the reasons behind the employee's departure and to ensure that the decision to rehiring aligns with the company's values and goals.Moreover, the process of rehiring should be approached with transparency and clear communication. Current employees may have concerns about the return of a former colleague, especially if they were perceived to have left the company for a better opportunity. It is essential for management to address these concerns openly and to foster an environment where all employees feel valued and respected.From a financial perspective, rehiring can also be advantageous. Hiring new employees often comes with significant costs, including recruitment fees, onboarding expenses, and training costs. In contrast, rehiring a former employee can save money, as they may require less training and adjustment time. This can be particularly beneficial for small businesses that may have limited resources.In conclusion, the practice of rehiring former employees is becoming increasingly common as organizations strive to enhance their workforce efficiency and effectiveness. While there are numerous benefits to this approach, companies must navigate the potential pitfalls with care. By ensuring that the decision to rehiring is made thoughtfully and strategically, organizations can create a more dynamic and engaged workforce that contributes positively to the company's success.

在当今竞争激烈的就业市场中，公司不断寻找改善员工队伍的方法。近年来，再雇佣的概念越来越受欢迎。这个术语指的是将离开组织的前员工重新带回公司的做法。再雇佣的原因可能各不相同，但通常包括员工对公司之前的经验、对公司文化的理解以及他们已经具备的技能。许多组织发现，再雇佣前员工比雇佣新员工更有利。例如，前员工已经熟悉公司的政策和程序，这可以减少培训所需的时间和资源。此外，这些人可能因为各种原因离开，比如追求进一步的教育或寻求新的机会，而现在可能准备以全新的视角和重新焕发的承诺回归。然而，再雇佣并非没有挑战。公司必须仔细考虑员工离开的情况。如果一名员工是在不愉快的情况下离开的，或者由于绩效问题而被解雇，那么将他们带回来可能会对团队士气和生产力产生负面影响。因此，雇主必须评估员工离开的原因，并确保再雇佣的决定与公司的价值观和目标相一致。此外，再雇佣的过程应以透明和清晰的沟通为基础。目前的员工可能会对前同事的回归感到担忧，尤其是如果他们被认为是为了更好的机会而离开的。在这种情况下，管理层必须公开解决这些担忧，并营造一个所有员工都感到被重视和尊重的环境。从财务角度来看，再雇佣也可能是有利的。雇佣新员工通常伴随着显著的成本，包括招聘费用、入职支出和培训费用。相比之下，再雇佣前员工可以节省资金，因为他们可能需要更少的培训和调整时间。这对于资源有限的小企业尤其有益。总之，再雇佣前员工的做法正变得越来越普遍，因为组织努力提高其员工队伍的效率和有效性。尽管这种方法有许多好处，但公司必须小心应对潜在的陷阱。通过确保再雇佣的决定是经过深思熟虑和战略性的，组织可以创造一个更具活力和参与感的员工队伍，为公司的成功作出积极贡献。