Welcome to the 21st century, where the task interview process has stretched from on average 2-3 weeks to monthly, in the 20th century, to a couple weeks to months, for many jobs now. An activity that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, participating in choices of vocational, behavioral, and other types, of pre-employment testing and measurements; and of course credit and insurance and deep background investigations. Whewww… after such an effort, it seems 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, might be justification to turn down employment offer from a strong who matches the criteria reported below; even though you tend towards accepting the task, initially glance.
For instance, employee turn-over. The U.S. Bureau of Labor Statistics reports an average 20%+ annual employee turn-over rate is common for businesses within this country. Imagine if you get in your job-interview procedure that the firm with which you are interviewing has a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview as to why this kind of result is occurring. Unless the explanation is sensible, you could find yourself seeking another new job before the entire year is out.
Another common difficulty, when gauging the worth of employment give you 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 take a dive. Maybe upper management is able to be replaced. Maybe the company has rendered its finances to a shadow of its once healthy shine. Many issues may arise once 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.
Sometimes, throughout the investigations mentioned just above, you can find that the company building a job offer has a bad or questionable reputation regarding some (or many) areas of their business. Could possibly be they treat their employees well – at first glance – 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 quality of their product or service is in question. Or they are known for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond those with which you interview. Communicate with recruiters about any of 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 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 popular phrase. Nevertheless when that higher salary brings with it employment that doesn’t move a member of staff ahead in their career, or when that job is basically an incident of under-employment, one without challenge, even boring, then a likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the money takes on a tone of unimportance. Recruiter statistics confirm that nearly 50% of under-employed workers leave their jobs.