Welcome to the 21st century, where the work interview process has stretched from an average of 2-3 weeks to monthly, in the 20th century, to a couple weeks to months, for many jobs now. A process that often 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, this indicates 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 show down work offer from a company who matches the criteria reported below; even although you tend towards accepting the work, at first glance.
As an 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 in this country. Imagine if you get in your job-interview procedure that the firm with that you simply are now interviewing includes a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview why this type of result is occurring. Unless the explanation is practical, you could find yourself seeking another new job before the season is out.
Another common difficulty, when gauging the value of work give you been employed by hard to receive, is the word-on-the-street, scuttlebutt, rumors, gossip in regards to the company oferty pracy. Maybe their stock is about to take a dive. Maybe upper management is able to be replaced. Maybe the company has rendered its finances to a darkness of its once healthy shine. Many issues may arise when you perform your due diligence to investigate any potential employer. Do not assume the company is viable since they have long held a respected public profile. This is true for large corporations since it is for local and regional employers. Do your research.
Often times, through the investigations mentioned just above, it’s possible to see that the company building a job offer includes a bad or questionable reputation regarding some (or many) facets of their business. Could be they treat their workers well – at first glance – but you get 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 noted for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond those with that you simply interview. Keep in touch with recruiters about it; maybe even competing firms. Seek out 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 confirm that way too many job-seekers accept job offers primarily for the money. “Show me the cash,” is a favorite phrase. However when that higher salary brings with it work that doesn’t move a member of staff ahead inside their career, or when that job is basically an incident of under-employment, one without challenge, even boring, then a likelihood of the brand new employee finding themselves disenchanted, dissatisfied, just months later – the cash takes on a tone of unimportance. Recruiter statistics confirm that nearly 50% of under-employed workers leave their jobs.