peel the onion back
Spanish translation: examinar minuciosamente/cuidadosamente
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| 18:55 Aug 26, 2014 |
| English to Spanish translations [PRO] General / Conversation / Greetings / Letters / General | |||||||
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|  Selected response from: lugoben Local time: 23:12 | ||||||
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Answers
4 mins confidence: 
peer agreement (net): +1
peer agreement (net): +1revisar a fondo Explanation: si se revisa a fondo |
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16 mins confidence:
si vuelves a analizar / si analizas otra vez / si volvemos a analizar Explanation: peel the onion (v. phrase) To conduct a layer-by-layer analysis of a complex problem and in the process, reduce yourself to tears. http://www.johnsmurf.com/jargon2.htm En tu contexto, no parece que haga falta la connotación de las lágrimas al pelar la cebolla... Suerte. |
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1 hr confidence: peer agreement (net): +3
peer agreement (net): +3examinar minuciosamente/cuidadosamente Explanation: Una versión más, considerando que hacerlo hacia atrás requiere de un sumo cuidado para no lamentar la decisión tomada. Considerar todos los detalles antes de decidir. Advice and How-Tos Peeling Back The Onion by Randall Birkwood Jan 11, 2005 inShare 1 What does “peeling back the onion” mean to you? For you who have not heard the expression, it refers to learning more about something or someone by peeling back the layers. It’s unfortunate that we don’t do a very good job of peeling back the onion when it comes to hiring people. We make only the slightest effort to know what a candidate is made of. We typically bring them in for a round of interviews and ask them only the most basic of questions that refer to their experience and knowledge. We then make them an offer and ó voila! ó they’re hired. Can you imagine if you did that with a prospective spouse? I don’t mean spending only four hours interacting with him on dates; I mean spending only four hours asking him the most basic questions about dating experiences, whether he likes kids and pets, etc. Well, folks, that’s how deep we get when it comes to hiring. We make a decision that will affect our company’s future based on a few disorganized meetings with a candidate ó and we haven’t even peeled back the first two layers! So how do we go about peeling back the onion so we can truly learn about the candidates we interview? First of all, we have to determine what we want to learn about them. Will their past work experience be a predictor of their success at your company? Sometimes, but not always. Is their knowledge a good predictor of their success? Sometimes, but not always. Are their behaviors an important predictor of success? Always. So why do we relentlessly focus on someone’s experience and knowledge, but seldom learn about what makes her tick? I have rarely seen anyone get fired for poor knowledge, but I have often seen people let go because of a poor attitude, laziness, or unwillingness to work with others. When you put a recruitment strategy together, I suggest you consider these questions: -------------------------------------------------- Note added at 1 hr (2014-08-26 20:22:26 GMT) -------------------------------------------------- peel an onion This metaphor is often used to describe an enlightened approach to problem solving: By methodically removing each layer of the onion, one is able to appreciate the complexities at each level as you eventually reach the core where you can objectively define the problem -------------------------------------------------- Note added at 1 hr (2014-08-26 20:23:26 GMT) -------------------------------------------------- www.answers.com/Q/What_does_the_phrase_peel_the_onion_mean Reference: http://www.ere.net/2005/01/11/peeling-back-the-onion/ |
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