Welcome to the 21st century, where the job interview process has stretched from on average a couple weeks to a month, in the 20th century, to some weeks to months, for some jobs now. An activity that often includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, engaging in choices of vocational, behavioral, and other styles, of pre-employment testing and measurements; and of course credit and insurance and deep background investigations. Whewww… after this kind of effort, it appears only an idiot would not accept a job offer.
But, between the meetings, interviews, testing and conversations and credential checking, lurks some primary business issues, which, if revealed, could possibly be good reason to turn down a job offer from a company who matches the criteria reported below; even although you tend towards accepting the job, at first glance.
For instance, employee turn-over. The U.S. Bureau of Labor Statistics reports that an average 20%+ annual employee turn-over rate is common for businesses in this country. What if you find in your job-interview process that the firm with that you are now interviewing has a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview why this kind 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 a job provide you with been employed by hard to get, is the word-on-the-street, scuttlebutt, rumors, gossip concerning the company oferty pracy. Maybe their stock is all about to take a dive. Maybe upper management is able to be replaced. Maybe the business has rendered its finances to a darkness of its once healthy shine. Many issues may arise whenever you perform your due diligence to investigate any potential employer. Don’t assume the business is viable since they have long held a respected public profile. This is true for big corporations since it is for local and regional employers. Do your research.
Sometimes, during the investigations mentioned just above, you can see that the business making a job offer has a bad or questionable reputation regarding some (or many) aspects 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 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 people that have that you interview. Speak with recruiters about any of it; maybe even competing firms. Search 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 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 cash,” is a popular phrase. But when that higher salary brings with it a job that doesn’t move an employee ahead in their career, or when that job is essentially an incident of under-employment, one without challenge, even boring, then a likelihood of the newest employee finding themselves disenchanted, dissatisfied, just months later – the cash takes on a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.