Welcome to the 21st century, where the work interview process has stretched from typically two to three weeks to monthly, in the 20th century, to some weeks to months, for a few jobs now. An activity 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; as well as credit and insurance and deep background investigations. Whewww… after such an effort, this indicates only a fool wouldn’t accept a job offer.
But, involving 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 a job offer from a strong who matches the criteria reported below; even although you tend towards accepting the work, initially glance.
For instance, 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. Imagine if you discover 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 the reasons 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 a job provide you with have worked hard for, could be the word-on-the-street, scuttlebutt, rumors, gossip in regards to the company oferty pracy. Maybe their stock is about to have a dive. Maybe upper management is preparing to be replaced. Maybe the company 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 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.
Sometimes, through the investigations mentioned just above, it’s possible to realize that the company building a job offer has a bad or questionable reputation regarding some (or many) facets of their business. Could be they treat their workers well – on the surface – but you discover 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’re noted for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond those with that you simply interview. Speak to recruiters about it; maybe even competing firms. Look 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 confirm that too many job-seekers accept job offers primarily for the money. “Show me the money,” is a favorite phrase. But when that higher salary brings with it a job that doesn’t move a member of staff ahead in their career, or when that job is essentially an incident of under-employment, one without challenge, even boring, then your likelihood of the newest employee finding themselves disenchanted, dissatisfied, just months later – the money assumes on a tone of unimportance. Recruiter statistics confirm that nearly 50% of under-employed workers leave their jobs.