Welcome to the 21st century, where the work interview process has stretched from typically two to three weeks to a month, in the 20th century, to some weeks to months, for a few jobs now. A procedure 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 effort, it appears only a fool 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 possibly be good reason to turn down employment offer from a company who matches the criteria reported below; even if you tend towards accepting the work, initially 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 see in your job-interview procedure that the firm with that you are still interviewing features 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 sensible, you may find yourself seeking another new job before the season is out.
Another common difficulty, when gauging the worthiness of employment give you have worked hard for, is the word-on-the-street, scuttlebutt, rumors, gossip in regards to the company oferty pracy. Maybe their stock is approximately to have a dive. Maybe upper management is preparing 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. Don’t assume the organization 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.
Sometimes, during the investigations mentioned just above, you can learn that the organization making a job offer features a bad or questionable reputation regarding some (or many) aspects of their business. Might be they treat their staff well – at first glance – but you see 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 grade 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 individuals with that you interview. Speak with recruiters about this; possibly 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 with their fresh, new job offer. Facts and long history make sure too many job-seekers accept job offers primarily for the money. “Show me the cash,” is a popular phrase. Nevertheless when that higher salary brings with it employment that doesn’t move a member of staff ahead within their career, or when that job is basically an incident of under-employment, one without challenge, even boring, then the likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the cash assumes a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.