Welcome to the 21st century, where the work interview process has stretched from an average of a couple weeks to monthly, in the 20th century, to a couple weeks to months, for many jobs now. A procedure that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, engaging in choices of vocational, behavioral, and other types, of pre-employment testing and measurements; and undoubtedly credit and insurance and deep background investigations. Whewww… after this kind of effort, it appears only a fool wouldn’t accept work offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, could possibly be good reason to turn down work offer from a strong who matches the criteria reported below; even although you tend towards accepting the work, at first glance.
For instance, employee turn-over. The U.S. Bureau of Labor Statistics reports an average 20%+ annual employee turn-over rate is common for businesses here in this country. What if you find in your job-interview procedure that the firm with that you simply are interviewing has 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 practical, you might find yourself seeking another new job before the year is out.
Another common difficulty, when gauging the worth of work give you have worked hard for, could be the word-on-the-street, scuttlebutt, rumors, gossip about the company oferty pracy. Maybe their stock is all about to take a dive. Maybe upper management is preparing to be replaced. Maybe the company has rendered its finances to a darkness of its once healthy shine. Many issues may arise whenever you perform your due diligence to investigate any potential employer. Do not assume the company is viable simply because they have long held a respected public profile. That is true for large corporations as it is for local and regional employers. Do your research.
Sometimes, during the investigations mentioned just above, you can learn that the company building a job offer has a bad or questionable reputation regarding some (or many) aspects of their business. Could possibly be they treat their staff well – at first glance – 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 grade of their product or service is in question. Or they’re known for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond people that have that you simply interview. Keep in touch with recruiters about this; possibly even competing firms. Seek out inside comments on the behaviors of the business.
This next job offer issue is really 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 too many job-seekers accept job offers primarily for the money. “Show me the cash,” is a popular phrase. However when that higher salary brings with it work that doesn’t move an employee ahead inside their career, or when that job is essentially an incident of under-employment, one without challenge, even boring, then your likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the cash assumes a tone of unimportance. Recruiter statistics concur that nearly 50% of under-employed workers leave their jobs.