Welcome to the 21st century, where the job interview process has stretched from typically a couple weeks to monthly, in the 20th century, to some weeks to months, for a few jobs now. A process that usually 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, this indicates only a fool would not accept employment offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, could be valid reason to show down employment offer from a strong who matches the criteria reported below; even although you tend towards accepting the job, 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 here in this country. Imagine if you find in your job-interview procedure 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 kind of result is occurring. Unless the explanation is practical, you may find yourself seeking another new job before the year is out.
Another common difficulty, when gauging the value of employment give you have worked hard to receive, is the word-on-the-street, scuttlebutt, rumors, gossip about the company oferty pracy. Maybe their stock is all 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 when you perform your due diligence to investigate any potential employer. Don’t assume the company is viable simply because they have long held a respected public profile. This really is true for big corporations as it is for local and regional employers. Do your research.
Quite often, throughout the investigations mentioned just above, one may find that the company making a job offer has a bad or questionable reputation regarding some (or many) facets of their business. Could be they treat their workers well – at first glance – 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 grade 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 people that have which you interview. Communicate with recruiters about any of it; possibly 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 with their fresh, new job offer. Facts and long history concur that too many job-seekers accept job offers primarily for the money. “Show me the cash,” is a popular phrase. Nevertheless when that higher salary brings with it employment that doesn’t move an employee ahead in their career, or when that job is actually a case of under-employment, one without challenge, even boring, then your likelihood of the brand new employee finding themselves disenchanted, dissatisfied, just months later – the cash takes on a tone of unimportance. Recruiter statistics concur that nearly 50% of under-employed workers leave their jobs.