Welcome to the 21st century, where the work interview process has stretched from an average of a couple weeks to monthly, in the 20th century, to a few weeks to months, for some jobs now. A process that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, doing choices of vocational, behavioral, and other kinds, of pre-employment testing and measurements; not to mention credit and insurance and deep background investigations. Whewww… after such an effort, it appears only a fool wouldn’t accept work offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, might be good reason to turn down work 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. What if you see in your job-interview process that the firm with which you are now interviewing includes a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview as to the reasons such a result is occurring. Unless the explanation is practical, you could find yourself seeking another new job before the entire year is out.
Another common difficulty, when gauging the worth of work give you been employed by hard to receive, could be the word-on-the-street, scuttlebutt, rumors, gossip concerning the company oferty pracy. Maybe their stock is about to take a dive. Maybe upper management is ready to be replaced. Maybe the company has rendered its finances to a shadow of its once healthy shine. Many issues may arise whenever you perform your due diligence to investigate any potential employer. Don’t assume the company is viable since they have long held a respected public profile. That is true for large corporations since it is for local and regional employers. Do your research.
Quite often, during the investigations mentioned just above, you can learn that the company creating a job offer includes a bad or questionable reputation regarding some (or many) facets of their business. Could possibly be they treat their staff well – on the surface – but you see 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 noted for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond those with which you interview. Talk to recruiters about it; maybe even competing firms. Seek out 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 way too many job-seekers accept job offers primarily for the money. “Show me the money,” is a well known 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 basically a case of under-employment, one without challenge, even boring, then a likelihood of the newest employee finding themselves disenchanted, dissatisfied, just months later – the money assumes on a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.