Welcome to the 21st century, where the work interview process has stretched from on average a couple weeks to monthly, in the 20th century, to a few weeks to months, for a few jobs now. An activity that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, engaging in choices of vocational, behavioral, and other forms, of pre-employment testing and measurements; not to mention credit and insurance and deep background investigations. Whewww… after this effort, it appears only an idiot wouldn’t accept work offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, might be justification to turn down work offer from a firm who matches the criteria reported below; even although you tend towards accepting the work, in the beginning glance.
For example, employee turn-over. The U.S. Bureau of Labor Statistics reports that the average 20%+ annual employee turn-over rate is common for businesses here in this country. Imagine if you find in your job-interview procedure that the firm with that you simply are now interviewing features a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview as to the reasons this kind of result is occurring. Unless the explanation is sensible, you might find yourself seeking another new job before the entire year is out.
Another common difficulty, when gauging the worth of work provide you with have worked hard to receive, may be the word-on-the-street, scuttlebutt, rumors, gossip about the company oferty pracy. Maybe their stock is about to have a dive. Maybe upper management is able to be replaced. Maybe the business has rendered its finances to a shadow of its once healthy shine. Many issues may arise when you perform your due diligence to investigate any potential employer. Do not assume the business is viable since they have long held a respected public profile. This really is true for large corporations as it is for local and regional employers. Do your research.
Sometimes, during the investigations mentioned just above, it’s possible to find that the business creating a job offer features a bad or questionable reputation regarding some (or many) areas of their business. Might be they treat their staff well – on the surface – but you find their healthcare coverage elicits unusually high premiums to be paid by employees, thusly reducing actual spendable income, as set alongside the employment dollar offer tendered. Maybe the quality of their product or service is in question. Or they are known for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond those with that you simply interview. Talk to recruiters about any of it; maybe even competing firms. Search for inside comments on the behaviors of the business.
This next job offer issue is just a more private issue, one each job candidate must face when an elevated income arrives along with their fresh, new job offer. Facts and long history concur that way too many job-seekers accept job offers primarily for the money. “Show me the amount of money,” is a well known phrase. However when that higher salary brings with it work that doesn’t move a member of staff ahead within their career, or when that job is essentially an incident of under-employment, one without challenge, even boring, then the likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the amount of money assumes a tone of unimportance. Recruiter statistics concur that nearly 50% of under-employed workers leave their jobs.