Welcome to the 21st century, where the task interview process has stretched from on average two to three weeks to per month, in the 20th century, to some weeks to months, for some jobs now. An activity that often includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, participating in choices of vocational, behavioral, and other kinds, of pre-employment testing and measurements; as well as credit and insurance and deep background investigations. Whewww… after this kind of effort, it appears only an idiot 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, might be valid reason to turn down a job offer from a company who matches the criteria reported below; even although you tend towards accepting the task, in the beginning 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. Imagine if you discover in your job-interview process that the firm with that you simply are still 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 makes sense, you may find yourself seeking another new job before the entire year is out.
Another common difficulty, when gauging the worth of a job provide you with been employed by hard to get, is 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 able to be replaced. Maybe the organization 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 organization is viable since they have long held a respected public profile. This really is true for big corporations as it is for local and regional employers. Do your research.
Often times, throughout the investigations mentioned just above, one may discover that the organization building a job offer has a bad or questionable reputation regarding some (or many) areas of their business. Could be they treat their workers well – on top – but you discover their healthcare coverage elicits unusually high premiums to be paid by employees, thusly reducing actual spendable income, as compared to the employment dollar offer tendered. Maybe the quality 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 people that have that you simply interview. Talk to recruiters about any of it; possibly even competing firms. Look for 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 well known phrase. Nevertheless when that higher salary brings with it a job that doesn’t move a worker ahead inside their career, or when that job is actually an instance of under-employment, one without challenge, even boring, then a likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the cash assumes on a tone of unimportance. Recruiter statistics concur that nearly 50% of under-employed workers leave their jobs.