2015年英語專八考試預計3月28日進行，現在正是復習沖刺階段，新東方在線為考生們整理了2015英語專業八級作文范文，希望考生們用作參考多加練習。

　　專八題目：

　　Should Companies Only Focus on Experience?

　　專八范文：

　　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.

　　一位研究人員觀察到，“目前，許多公司不信任應屆生，應屆生雖然擁有許多理論知識，但是缺乏理論實踐。”對于許多公司來說，他們認為工作經驗是員工的首要要求。但是，事實上，大學生上了許多年的義務教育，以及選修課程，那么，他們又如何在大學獲得實踐經驗呢?人們不禁會想公司是否應該重視學生的經驗，尤其是在招人時。對于我來說，公司重視經驗是一種目光短淺的表現，公司不僅應該重視工作經驗。

　　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，他們重視經驗的原因是想減少對員工培訓的開銷。另一個考慮是擁有經驗的員工能夠馬上產生效益。對于這些公司來說，他們對掙錢感興趣，而不是為了培養人才。他們似乎缺少公司發展的長期規劃。一般來說，知名企業已經生存了數十年的時間，甚至是上百年，他們擁有一個培養人才的系統計劃。他們愿意培養新員工，這樣才能獲得長遠的利益。這些公司對招收應屆生不感興趣，而又想獲得長遠利益，卻又沒有有天賦的員工。

　　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，招收有經驗的員工能夠產生短期利益，但是這些有經驗的員工卻無法適應公司的文化，所以，公司不得不承受員工的磨損率。人們認為公司的文化越來越重要，這樣的文化能夠產生效益最大化，并把員工和雇主結合起來。忠誠員工愿意與公司經歷低谷和成長。如果員工的辭職率過高，公司將承受招人的費用，客戶信息的費用，員工也會帶走他所獲得的技能和知識。很明顯，從長遠看，聘用有經驗的員工所花費的費用很有可能會超過培養應屆生的培訓費用。

　　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.

　　總結，公司聘用有經驗的員工是想獲得既得利益，這樣他們就能夠減少培養應屆生的費用。從長遠來看，公司很有可能將承擔高受損率。所以，公司不僅要重視經驗，更應該給應屆生機會，這樣他們才能獲得長遠利益。

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