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　　Should Companies Only Focus on Experience?

　　专八范文：

　　As one researcher observed,"At present manycompanies do not trust new graduates ,who mayhave learned mountains of theories but lack practicalabilities," For many companies, they would like torank working experience as top requirement in theirrecruitment programs. But,as a matter of fact,collegestudents have spent years in taking compulsorycourses and selective courses, how can they accumulate required experience in college? Theycan not help wondering whether companies should lay their emphasis on experience whenrecruiting college graduates. As for me, companies' focus on experience is short-sighted，andhence companies should not only lay stress on experience.

　　一位研究人员观察到，“目前，许多公司不信任应届生，应届生虽然拥有许多理论知识，但是缺乏理论实践。”对于许多公司来说，他们认为工作经验是员工的首要要求。但是，事实上，大学生上了许多年的义务教育，以及选修课程，那么，他们又如何在大学获得实践经验呢?人们不禁会想公司是否应该重视学生的经验，尤其是在招人时。对于我来说，公司重视经验是一种目光短浅的表现，公司不仅应该重视工作经验。

　　Firstly, what lies behind their focus on experience is the motivation to cut expenditure inemployee training. Another consideration is that experienced employees can produceimmediate profits. For those employers,they are more interested in making money in thepresent than cultivating talents for the long-term benefits. They seem to lack long-termstrategies of company development. Generally speaking, prestigious companies that havelasted for a dozen years, even hundreds of years, always have a systematic plan for talentstraining. They would like to bear the burden of new employee training expenditure for thelong-term benefits. How can we expect those companies that are apathetic to recruit collegegraduates to reap profits in the future without enough supply of talented employees?

　　首先，他们重视经验的原因是想减少对员工培训的开销。另一个考虑是拥有经验的员工能够马上产生效益。对于这些公司来说，他们对挣钱感兴趣，而不是为了培养人才。他们似乎缺少公司发展的长期规划。一般来说，知名企业已经生存了数十年的时间，甚至是上百年，他们拥有一个培养人才的系统计划。他们愿意培养新员工，这样才能获得长远的利益。这些公司对招收应届生不感兴趣，而又想获得长远利益，却又没有有天赋的员工。

　　Secondly，while the recruitment of experienced employees can produce short-term profits, itis hard for those experienced employees to identify with the new companies' culture, andtherefore, companies have to suffer from high employee attrition rates. Companies' culturalidentities have been considered increasingly important to maximize productivity by holdingboth employees and employers together. Loyal employees are willing to stand by theircompanies in times of ups and downs. When employees frequently come and go,companieshave to bear new hiring costs,costs of lost productivity ,cost of knowledge,skills and contactsthat the person who is leaving is taking with them out of the previous companies.Obviously,the total expenditure of recruitment of experienced employees in the long term islikely to transcend the expenditure of training loyal employees in the beginning.

　　第二，招收有经验的员工能够产生短期利益，但是这些有经验的员工却无法适应公司的文化，所以，公司不得不承受员工的磨损率。人们认为公司的文化越来越重要，这样的文化能够产生效益最大化，并把员工和雇主结合起来。忠诚员工愿意与公司经历低谷和成长。如果员工的辞职率过高，公司将承受招人的费用，客户信息的费用，员工也会带走他所获得的技能和知识。很明显，从长远看，聘用有经验的员工所花费的费用很有可能会超过培养应届生的培训费用。

　　In sum, companies focus on experience is indicative of the motivation of producing immediateprofits by cutting expenditure in training inexperienced college students. In the longrun,companies are likely to bearmore cost of high attrition rates. Therefore, companies shouldnot only emphasize on experience and shouldgive opportunities to college graduates so lliatthey can reap long-term profits.

　　总结，公司聘用有经验的员工是想获得既得利益，这样他们就能够减少培养应届生的费用。从长远来看，公司很有可能将承担高受损率。所以，公司不仅要重视经验，更应该给应届生机会，这样他们才能获得长远利益。

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