hiring preference

简明释义

优先安置

英英释义

例句

1.The company has a clear hiring preference 招聘偏好 for candidates with advanced degrees.

公司对拥有高级学位的候选人有明确的招聘偏好。

2.Our organization promotes diversity and has a hiring preference 招聘偏好 for underrepresented groups.

我们的组织促进多样性，并对少数群体有招聘偏好。

3.The job posting clearly states the hiring preference 招聘偏好 for bilingual candidates.

职位发布明确说明了对双语候选人的招聘偏好。

4.In this internship program, there is a hiring preference 招聘偏好 for students from local universities.

在这个实习项目中，对本地大学的学生有招聘偏好。

5.Due to the nature of the job, there is a hiring preference 招聘偏好 for applicants with prior experience in the field.

由于工作的性质，申请者在该领域有先前经验的招聘偏好。

作文

In today's competitive job market, understanding the concept of hiring preference is crucial for both job seekers and employers. Hiring preference refers to the tendency of employers to favor certain candidates over others based on specific criteria. These criteria can include educational background, work experience, skills, or even demographic factors such as age, gender, or ethnicity. While this practice can help streamline the recruitment process, it also raises important questions about fairness and equality in hiring practices.For many job seekers, knowing about hiring preference can significantly impact their job search strategy. Candidates who are aware of the preferences that companies have can tailor their resumes and cover letters to highlight relevant experiences and qualifications that align with those preferences. For instance, if a company has a strong preference for candidates with advanced degrees, applicants may choose to emphasize their educational achievements more prominently in their applications.However, it is essential to recognize that hiring preference can sometimes lead to biased decision-making. Employers may inadvertently overlook qualified candidates who do not fit their preferred profile, which can result in a less diverse workforce. This is particularly concerning in industries where innovation and creativity are vital, as diverse teams often bring different perspectives and ideas that can drive success.Moreover, the concept of hiring preference can vary significantly across different regions, industries, and even individual companies. For example, some organizations actively promote diversity and inclusion and may prioritize candidates from underrepresented groups as part of their hiring preference. This approach aims to create a more equitable workplace and address historical imbalances in various professions.On the other hand, some companies may prioritize candidates with specific technical skills or certifications, viewing these attributes as critical to the role's success. In such cases, hiring preference is guided by the immediate needs of the organization rather than broader social considerations.In conclusion, understanding hiring preference is essential for navigating the job market effectively. Job seekers should be aware of the preferences that potential employers may have and consider how they can present themselves as the ideal candidate. At the same time, employers must strive to balance their hiring preference with the need for diversity and inclusivity. By doing so, they can foster a more dynamic and innovative workforce that reflects the rich tapestry of society. Ultimately, the goal should be to create a hiring process that is both efficient and equitable, allowing talent to shine regardless of their background or personal characteristics.

在当今竞争激烈的就业市场中，理解“招聘偏好”这一概念对于求职者和雇主来说至关重要。“招聘偏好”指的是雇主根据特定标准更倾向于青睐某些候选人的趋势。这些标准可以包括教育背景、工作经验、技能，甚至是年龄、性别或种族等人口统计因素。虽然这种做法可以帮助简化招聘过程，但它也引发了关于招聘实践公平性和平等性的重要问题。对于许多求职者来说，了解“招聘偏好”可能会显著影响他们的求职策略。知道公司可能拥有的偏好的候选人，求职者可以调整他们的简历和求职信，以突出与这些偏好相关的经历和资格。例如，如果一家公司对拥有高级学位的候选人有强烈偏好，申请者可能会选择在申请中更突出自己的教育成就。然而，必须认识到，“招聘偏好”有时可能导致偏见的决策。雇主可能在不经意间忽视那些不符合其首选档案的合格候选人，这可能导致员工队伍的多样性降低。这在创新和创造力至关重要的行业尤其令人担忧，因为多样化的团队通常带来不同的视角和想法，从而推动成功。此外，“招聘偏好”的概念在不同地区、行业乃至个别公司之间可能有显著差异。例如，一些组织积极促进多样性和包容性，可能会将来自代表性不足群体的候选人作为其“招聘偏好”的一部分。这种做法旨在创造一个更公平的工作场所，并解决各个职业中历史上的不平衡问题。另一方面，一些公司可能优先考虑具备特定技术技能或认证的候选人，认为这些属性对于角色的成功至关重要。在这种情况下，“招聘偏好”是由组织的即时需求指导的，而不是更广泛的社会考虑。总之，理解“招聘偏好”对于有效导航就业市场至关重要。求职者应了解潜在雇主可能拥有的偏好，并考虑如何将自己呈现为理想候选人。同时，雇主必须努力平衡他们的“招聘偏好”与多样性和包容性的需求。通过这样做，他们可以培养一个更具活力和创新性的劳动力，反映社会的丰富多样性。最终，目标应该是创建一个既高效又公平的招聘过程，让人才无论其背景或个人特征如何都能脱颖而出。