The Many Ways to Use Spanish Bajo in a Sentence

The Many Ways to Use Spanish Bajo in a Sentence Bajo is a common Spanish preposition, adjective, and adverb that means being low in some way, either figuratively or literally or under something. Also,  bajo  is used in common idioms  usually as a preposition. Bajo Used as an Adjective As an adjective, common translations include low or short, and bajo can also be used to indicate contemptibility or lack of intensity. Spanish Sentence English Translation Mi prima es baja para su edad. My cousin is short for her age. No es necesario tratar esta enfermedad de bajo riesgo con quimioterapia. It is not necessary to treat this low-risk illness with chemotherapy. El valle bajo es rico en historia. The low valley is rich in history. Tenemos problemas de baja calidad de la seà ±al inalmbrica. We have problems with poor quality of the wireless signal. Alberto cayà ³ en los ms bajos pecados durante los dos aà ±os. Alberto fell into the basest sins during the two years. La clase baja sufre las consecuencias de su reforma polà ­tica. The lower class is suffering the consequences of his political reform. Son capaces de los ms bajos actos de violencia. They are capable of the vilest acts of violence. La presià ³n sanguà ­nea baja puede ser un signo de enfermedad. Low blood pressure can be a sign of sickness. Bajo as an Adverb Although more commonly used as an adjective, bajo can be used as an adverb that means quietly or softly. For example, Si  habla  bajo, es  necesario  elevar  volumen  del  micrà ³fono, which means, If you speak softly, you need to turn up the microphone volume. Another way bajo can be used as an adverb is when describing something falling or flying low as in low to the ground. For example, El pjaro  volaba  muy  bajo, which means, The bird was flying very low. Bajo as a Preposition Bajo can serve as a preposition and can almost always be translated as under. Spanish Sentence English Sentence El gato est bajo la cama. The cat is under the bed. La vida bajo el mar es muy difà ­cil. Life undersea is very difficult. Un barco mercante encallà ³ bajo un puente. The merchant ship ran aground under a bridge. Los compresores principales estn bajo el coche. The main compressors are under the car. Correr bajo la lluvia es ms gratificante que hacerlo en seco. Running in the rain is more rewarding than doing it when it's dry. Bajo Used in Idioms or Borrowed Phrases Bajo can also be a preposition with an indefinite meaning when it is used as an idiom or expression. Many of these figurative expressions correspond to similar ones in English, some of which are likely calques. A  calque or  loan translation  is a  word  or  phrase  borrowed from another  language  by  literal, word-for-word translation. Spanish Expression English Translation bajo arresto under arrest bajo circunstancias normales under normal circumstances bajo condicià ³n de que under condition that bajo construccià ³n under construction bajo control under control bajo cubierto undercover bajo fianza on bail bajo la influencia under the influence bajo investigacià ³n under investigation bajo juramento under oath bajo la mesa under the table bajo ningà ºn concepto in no conceivable way bajo palabra on parole bajo peso underweight bajo presià ³n under pressure bajo protesta under protest Words Related to Bajo Bajar, is a related verb to bajo, which often means to lower or to get down. Related adverbs are abajo and debajo, which often mean underneath, or down there.

The difficulty and importance of measuring quality of hire

The difficulty and importance of measuring quality of hire What metrics really matter to recruiters and hiring managers and to the companies that employ them? The truth is, as a hiring manager you may be meeting certain predetermined targets that certainly look good, but are you crushing it where it really matters- namely, the quality of your hires? Sure, on the surface you can be meeting your company’s staffing needs and finding quality candidates for all open positions, but how do you know if they- and you by association- are adding real value to the organization?According to a recent article by Workable, â€Å"Quality of hire (QoH) measures the value new hires bring to a company†¦ In this context, ‘value’ usually means how much a new hire contributes to their company’s long-term success by completing tasks, improving their work and helping others†¦ Unsurprisingly, quality of hire is at the top of the list of useful performance KPIs. According to  LinkedIn’s 2016 global trends report, itâ€⠄¢s a priority for 40% of big companies worldwide (and 45% of small businesses). Efficiency recruiting metrics, like  time to fill  and  time to hire,  are trending up, but there are obvious reasons for why quality of hire is still so important†¦ Quality of hire is what makes the recruiting process worthwhile.†Okay, so it’s clear that quality of hire is important, but how can it be measured effectively? The truth is, it isn’t such an easy thing to quantify. You can really only measure QoH after a hire has been working for at least a few months- if not more.  And, in general, â€Å"quality† is a vague term that’s hard to define. The Society for Human Resource Management recently published an article that referred to quality of hire as the elusive Holy Grail of recruiting. According to the article,â€Å"Quality-of-hire metrics are critical to understanding the effectiveness of your company’s hiring process but, for many, figurin g out how to define the measurement is a challenge.†So, now you know that quality of hire is a critical recruitment metric and that it can be a very tricky thing to measure- but that shouldn’t inspire you to ignore it. Use the following strategies to measure QoH in your organization’s recruitment efforts, to help you get a firm handle on whether or not you’re contributing meaningfully to your company’s bottom line.MetricsWhen you’re ready to get serious about measuring QoH, you’ll need to determine which metrics you’re going to use. Many organizations, including LinkedIn, recommend using the following measures when assessing QoH:hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Retention: How long are new hires staying at your company?Time to fill: How long does it take you to fill an open job position?Hiring satisfaction: How satisfied are hiring managers and key management personnel with a new hire? This can be measured on a predetermined numerical scale.Time to productivity: How long does it take for a new employee to get up-to-speed on all aspects of the job?Job performance: This one’s obvious- how effective is your new hire in the position? Typically, this can be measured by your company’s existing performance review/ratings process (assuming there is a process in place).Employee engagement: The flipside of job performance- is your new hire happy with the position and company?Cultural fit: A 360-degree measure of how well your new hire is acclimating to the new environment, team, and colleagues.Data collectionOnce you’ve determined the performance metrics that will be used to measure your QoH, you need to determine the best approach for data collection. Some statistics are quantifiable and easy enough to collect- turnover of employees, retention rates, and the meeting of sales goals by employees are simple numerical data that make sense. But, other calculations c an be less transparent. Your job will then be to track information about new hires via surveys. Fold them into your company’s systems from the start.Workable has a list of great surveys to implement into your systems, including:Hiring manager satisfaction surveys (focusing on the recruitment process)Surveys asking managers to rate a new hire’s performance (e.g. 6- and 9-month performance surveys)Employee engagement surveys  for new hires360 surveys asking managers, peers and team members about a new hire’s  culture fit  and performanceSurveys asking hired or rejected candidates to give feedback on the hiring process†MeasuresQoH can be measured in different ways. You can use the above-mentioned metrics to run a QoH assessment for each individual new employee, or you can create aggregate or average scores, which can span things like departments or various hiring timeframes. It all depends on what you’re interested in analyzing (i.e., per-hire Qo H vs. QoH trends across teams and over time, etc.). QoH measures can also be made in increments- for example, a new hire’s score can be measured at 6 months, a year, and 2 years from their start date.Once you decide to make QoH assessment a priority in your organization and have your metrics and data collection processes in place, you can analyze and manipulate the data in countless ways, depending upon your company’s needs, and once you incorporate QoH into your recruitment performance metrics you can count on seeing tangible benefits- both to your institution and to its new hires. Good luck!