Welcome to the 21st century, where the job interview process has stretched from on average two to three weeks to per month, in the 20th century, to a couple weeks to months, for many jobs now. A procedure that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, engaging in choices of vocational, behavioral, and other kinds, of pre-employment testing and measurements; and of course credit and insurance and deep background investigations. Whewww… after this effort, it seems only an idiot wouldn’t accept a job offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, could be good reason to show down a job offer from a company who matches the criteria reported below; even though you tend towards accepting the job, initially glance.
For instance, employee turn-over. The U.S. Bureau of Labor Statistics reports that the average 20%+ annual employee turn-over rate is common for businesses here in this country. Imagine if you see in your job-interview process that the firm with which you are currently 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 may find yourself seeking another new job before the season is out.
Another common difficulty, when gauging the worth of a job offer you been employed by hard to get, is the word-on-the-street, scuttlebutt, rumors, gossip in regards to the company oferty pracy. Maybe their stock is all about to take a dive. Maybe upper management is preparing to be replaced. Maybe the business has rendered its finances to a darkness of its once healthy shine. Many issues may arise once you perform your due diligence to investigate any potential employer. Don’t assume the business is viable simply because they have long held a respected public profile. This really is true for large corporations since it is for local and regional employers. Do your research.
Quite often, during the investigations mentioned just above, one may see that the business making a job offer has a bad or questionable reputation regarding some (or many) aspects of their business. Could possibly be they treat their employees 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 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 those with which you interview. Speak with recruiters about this; maybe 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 confirm that way too many job-seekers accept job offers primarily for the money. “Show me the amount of money,” is a well known phrase. However when that higher salary brings with it a job that doesn’t move an employee ahead within their career, or when that job is essentially an incident of under-employment, one without challenge, even boring, then your likelihood of the brand new employee finding themselves disenchanted, dissatisfied, just months later – the amount of money assumes on a tone of unimportance. Recruiter statistics confirm that nearly 50% of under-employed workers leave their jobs.