Welcome to the 21st century, where the work interview process has stretched from on average 2-3 weeks to per month, in the 20th century, to a few 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 types, of pre-employment testing and measurements; as well as credit and insurance and deep background investigations. Whewww… after such an effort, it seems only a fool 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 justification to show down work offer from a strong who matches the criteria reported below; even if you tend towards accepting the work, in the beginning 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 get in your job-interview procedure that the firm with that you are 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 sensible, you might find yourself seeking another new job before the year is out.
Another common difficulty, when gauging the worthiness of work offer you been employed by 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 once you perform your due diligence to investigate any potential employer. Do not assume the organization is viable simply because 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, it’s possible to discover that the organization making a job offer has 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 get 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 known for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond those with that you interview. Communicate with recruiters about this; possibly even competing firms. Search for inside comments on the behaviors of the business.
This next job offer issue is 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 make sure too many job-seekers accept job offers primarily for the money. “Show me the money,” is a favorite phrase. Nevertheless when that higher salary brings with it work that doesn’t move a worker ahead inside their career, or when that job is actually 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 money assumes a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.