Welcome to the 21st century, where the task interview process has stretched from on average two to three weeks to monthly, in the 20th century, to some weeks to months, for many jobs now. A procedure that always includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, engaging in choices of vocational, behavioral, and other styles, of pre-employment testing and measurements; not forgetting credit and insurance and deep background investigations. Whewww… after such an effort, it appears only an idiot would not accept work offer.
But, involving the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, could be good reason to show down work offer from a firm who matches the criteria reported below; even if you tend towards accepting the task, at first glance.
As an 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 here in this country. What if you find in your job-interview process that the firm with that you simply are now interviewing features a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview why this kind of result is occurring. Unless the explanation makes sense, you could find yourself seeking another new job before the entire year is out.
Another common difficulty, when gauging the worthiness of work provide you with been employed by hard to receive, is the word-on-the-street, scuttlebutt, rumors, gossip concerning the company oferty pracy. Maybe their stock is all 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 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 really is true for big corporations since it is for local and regional employers. Do your research.
Quite often, through the investigations mentioned just above, you can learn that the company making a job offer features a bad or questionable reputation regarding some (or many) aspects of their business. Could possibly be they treat their staff well – on top – but you find 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 caliber 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 people that have that you simply interview. Speak to recruiters about any of it; maybe even competing firms. Seek out 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 with their fresh, new job offer. Facts and long history make sure a lot of job-seekers accept job offers primarily for the money. “Show me the money,” is a popular phrase. But when that higher salary brings with it work that doesn’t move an employee ahead inside their career, or when that job is actually an incident of under-employment, one without challenge, even boring, then your likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the money takes on a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.