recruit

简明释义

英[rɪˈkruːt]美[rɪˈkruːt]

v. 招聘，招收（新成员）；招募（新兵）；说服，动员；（通过招募）组成，组建；<旧> 恢复（数量、力气等）

n. 新兵；新成员

复 数 r e c r u i t s

第 三 人 称 单 数 r e c r u i t s

现 在 分 词 r e c r u i t i n g

过 去 式 r e c r u i t e d

过 去 分 词 r e c r u i t e d

英英释义

单词用法

同义词

反义词

例句

1.During my Mindsets coaching session, I was taught how to recruit a diversified workforce.

在我的思维训练课程中，我学习了如何招募多样化的劳动力。

2.The police are trying to recruit more black and Hispanic officers.

警方正试图招收更多的黑人和西班牙裔的警官。

3.For rankings-conscious schools in between, merit aid has served primarily as a tool to recruit top students and to improve their academic profits.

对于排名居中且有排名意识的学校来说，奖学金是用来招收顶尖学生并提高其学校学术收益的主要工具。

4.To recruit is to re-grow the army.

征召新兵就是重新使军力成长的意思。

5.She set up her stand to recruit students to the Anarchist Association.

她搭了一个摊位招募学生加入无政府主义者协会。

6.Nowadays, we see many countries recruit women into their police forces and military.

如今，我们看到许多国家招募女性加入其警队和军队。

7.The company decided to recruit new employees to meet the growing demand.

公司决定招聘新员工以满足日益增长的需求。

8.They launched a campaign to recruit volunteers for the charity event.

他们发起了一项活动以招募志愿者参加慈善活动。

9.Our team needs to recruit more members to complete the project on time.

我们的团队需要招募更多成员以按时完成项目。

10.The military is looking to recruit young men and women for service.

军方正在寻找年轻男女进行征兵。

11.She was hired to recruit talent for the new marketing division.

她被雇用来为新的市场部招聘人才。

作文

In today's competitive job market, companies are constantly looking for ways to attract and retain the best talent. One of the most critical aspects of this process is how they choose to recruit (招募) new employees. The recruitment process can significantly impact a company's culture, productivity, and overall success. Therefore, understanding the various strategies and methods for effective recruitment (招募) is essential for any organization aiming to thrive in its industry. Firstly, it is important to recognize that recruiting (招募) is not just about filling vacancies; it is about finding the right fit for the company. This means that organizations must clearly define the roles they need to fill and identify the skills and attributes required for each position. A well-structured job description is vital in this process, as it serves as a guide for potential candidates and helps to filter out those who may not be suitable. Moreover, companies should leverage various platforms to recruit (招募) talent. Traditional job boards have their place, but social media and professional networking sites like LinkedIn have become increasingly popular for sourcing candidates. By utilizing these platforms, employers can reach a broader audience and engage with passive candidates who may not be actively seeking new opportunities but could be interested in the right offer. Another effective strategy for recruiting (招募) is employee referrals. Current employees often have a network of professionals in their field, and they can provide valuable insights into potential candidates. Implementing a referral program can incentivize employees to recommend individuals who they believe would be a good fit for the company culture and values. This not only streamlines the recruitment (招募) process but also tends to result in higher-quality hires since referred candidates often come with a built-in endorsement from existing staff. Additionally, companies should focus on creating a strong employer brand to attract top talent. A positive image can be cultivated through showcasing company culture, values, and employee testimonials on various platforms. When candidates see that a company is committed to employee development, work-life balance, and diversity, they are more likely to want to join the team. This is especially important in industries where competition for skilled workers is fierce. Furthermore, the interview process plays a crucial role in the recruitment (招募) journey. It is essential for employers to create a welcoming environment where candidates feel comfortable expressing themselves. Behavioral interviewing techniques can be particularly effective, as they allow employers to assess how candidates have handled situations in the past, providing insight into their problem-solving abilities and cultural fit. Lastly, after successfully recruiting (招募) a new employee, the onboarding process should not be overlooked. A well-planned onboarding experience can greatly influence an employee's long-term satisfaction and retention within the company. This includes providing training, resources, and support to help them acclimate to their new role and the company culture. In conclusion, the art of recruiting (招募) is multifaceted and requires careful consideration of various strategies. From crafting detailed job descriptions to leveraging social media and fostering a strong employer brand, organizations must be proactive in their approach to attract the right talent. By investing time and resources into the recruitment (招募) process, companies can build a workforce that not only meets their needs but also contributes to a positive and productive workplace environment.

在当今竞争激烈的就业市场中，公司不断寻找吸引和留住最佳人才的方法。这个过程中的一个关键方面是他们如何选择招募新员工。招聘过程可以显著影响公司的文化、生产力和整体成功。因此，理解有效的招募策略和方法对任何希望在其行业中蓬勃发展的组织至关重要。 首先，重要的是要认识到招募不仅仅是填补空缺；它是关于找到合适的公司。这意味着组织必须清楚地定义他们需要填补的角色，并识别每个职位所需的技能和属性。结构良好的职位描述在这个过程中至关重要，因为它为潜在候选人提供了指南，并有助于筛选出那些可能不合适的人。 此外，公司应利用各种平台来招募人才。传统的招聘网站有其位置，但社交媒体和专业网络网站（如LinkedIn）在寻找候选人方面变得越来越流行。通过利用这些平台，雇主可以接触更广泛的受众，并与那些可能并不积极寻找新机会但对合适的提议感兴趣的被动候选人互动。 另一个有效的招募策略是员工推荐。现有员工通常在他们的领域拥有专业网络，他们可以为潜在候选人提供宝贵的见解。实施推荐计划可以激励员工推荐他们认为适合公司文化和价值观的人。这不仅简化了招募过程，而且往往会导致更高质量的聘用，因为被推荐的候选人通常带有现有员工的内置背书。 此外，公司应专注于创建强大的雇主品牌以吸引顶尖人才。通过展示公司文化、价值观和员工推荐，可以培养积极的形象。当候选人看到一家公司致力于员工发展、工作与生活平衡和多样性时，他们更有可能想要加入团队。这在竞争激烈的技术人才领域尤其重要。 此外，面试过程在招募旅程中发挥着至关重要的作用。雇主必须创造一个欢迎的环境，让候选人感到舒适，能够自我表达。行为面试技巧特别有效，因为它们允许雇主评估候选人过去如何处理情况，从而提供有关他们解决问题能力和文化适应性的见解。 最后，在成功招募新员工后，入职过程不应被忽视。精心策划的入职体验可以极大影响员工的长期满意度和在公司的留任。这包括提供培训、资源和支持，以帮助他们适应新角色和公司文化。 总之，招募的艺术是多方面的，需要仔细考虑各种策略。从制定详细的职位描述到利用社交媒体和培育强大的雇主品牌，组织必须积极主动地吸引合适的人才。通过投资时间和资源于招募过程，公司可以建立一个不仅满足其需求，还能为积极和富有成效的工作环境做出贡献的员工队伍。