雅思寫(xiě)作年長(zhǎng)的任何年輕人競(jìng)爭(zhēng)工作高分寫(xiě)作示范

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The fierce competition between different aged employees provokes far beyond the dissatisfactions and mutual pressures from the both sides; a vicious circle is gradually formed during the process. Chances are that young candidates might fail to be selected due to their lack of good working experience or immature job-hunting capability when compared with those seasoned finders, and are then become the left-behind talents waiting in the employment market. They then may have to either strive to be employed by their second-planed company, which of course, is also largely with disappointing outcome, or degrade themselves doing the jobs that require far below their abilities. The strong feeling of imbalance during their vocational life is likely to make them the mentioned older people after years, since some would possibly leave their tedious and dissatisfied career path and then push themselves back into the talent market to compete with newly potential employees. Such is the foreseeable scenario in front of the already harsh job finding situation, in which there are twice likely the result that place hunters never find their dream work and destabilize their vocational life span.

The trend is inevitable in almost all societies, but there are still ways, though not that efficient, to relatively alleviate the situation. Multiple efforts are to made jointly in both developing the competitivity of the younger candidates and increasing their degree of job satisfaction, and what is more, in encouraging more of the potential employees to become employers themselves. Employability is always possible to be fostered during ones academic life, and universities, vocational schools or even high schools can prepare their future graduates with those competences. Those hunters are then less awe of their future vocations and would better their combination between their academic knowledge and related vocational utilization during their probation. Corporates are also playing their roles in systemize their bodies in terms of the promotion channels, to make sure the overwhelming staff can have chances to get high levels and to try various job contents; such possibilities can somewhat stabilize those once mismatching employees. There is also and awareness that entrepreneurship is highly recommended in this much open, diversified society, where opportunities prevail the economic environments. Job finders are truly welcomed to set up their own career, because this may on the one hand resolve their employment problems, and provide more positions for talents on the other.

In conclusion, the hardship presented in the talent market filled with both older and younger applicants should be seriously considered, and methodologies can be figured out to better the employment environment.

相關(guān)詞匯和語(yǔ)法結(jié)構(gòu)

Talent pool 人才庫(kù)

Vicious circle 惡性循環(huán)

Immature不成熟的

Degrade 降低

Tedious 乏味的

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