Welcome to the 21st century, where the work interview process has stretched from an average of a couple weeks to a month, in the 20th century, to some weeks to months, for some jobs now. A process that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, doing choices of vocational, behavioral, and other types, of pre-employment testing and measurements; not forgetting credit and insurance and deep background investigations. Whewww… after this kind of effort, it appears only an idiot wouldn’t accept employment offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, could be valid reason to turn down employment offer from a firm who matches the criteria reported below; even though you tend towards accepting the work, at first glance.
For example, employee turn-over. The U.S. Bureau of Labor Statistics reports that an average 20%+ annual employee turn-over rate is common for businesses within this country. What if you get in your job-interview procedure that the firm with that you simply are now interviewing has a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview as to why this type of result is occurring. Unless the explanation is sensible, you may find yourself seeking another new job before the year is out.
Another common difficulty, when gauging the value of employment give you been employed by hard for, may be the word-on-the-street, scuttlebutt, rumors, gossip concerning the company oferty pracy. Maybe their stock is about to take a dive. Maybe upper management is preparing to be replaced. Maybe the business has rendered its finances to a shadow of its once healthy shine. Many issues may arise whenever you perform your due diligence to investigate any potential employer. Don’t assume the business is viable since they have long held a respected public profile. This is true for big corporations since it is for local and regional employers. Do your research.
Quite often, through the investigations mentioned just above, it’s possible to find that the business building a job offer has a bad or questionable reputation regarding some (or many) areas of their business. Could be they treat their staff well – on the surface – 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 caliber of their product or service is in question. Or they are noted 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; possibly even competing firms. Search for inside comments on the behaviors of the business.
This next job offer issue is 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 too many job-seekers accept job offers primarily for the money. “Show me the amount of money,” is a popular phrase. But when that higher salary brings with it employment that doesn’t move an employee ahead inside their career, or when that job is basically an instance 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 confirm that nearly 50% of under-employed workers leave their jobs.