Where the work interview process has stretched from on average 2-3 weeks to per month, in the 20th century, to some weeks to months, for many jobs now. A procedure 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 undoubtedly credit and insurance and deep background investigations. Whewww… after this kind of effort, it seems 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, might be valid reason to show down a job offer from a company who matches the criteria reported below; even if you tend towards accepting the work, at first glance.
As an example, employee turn-over. The U.S. Bureau of Labor Statistics reports an average 20%+ annual employee turn-over rate is common stellenangebote for businesses in this country. What if you discover in your job-interview procedure that the firm with which you are still 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 might find yourself seeking another new job before the entire year is out.
Another common difficulty, when gauging the value of a job give you have worked hard to receive, could be the word-on-the-street, scuttlebutt, rumors, gossip concerning the company. Maybe their stock is about to have a dive. Maybe upper management is ready to be replaced. Maybe the organization 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. Do not assume the organization is viable since they have long held a respected public profile. This really is true for large corporations because it is for local and regional employers. Do your research.
Quite often, through the investigations mentioned just above, you can discover that the organization making a job offer has a bad or questionable reputation regarding some (or many) areas of their business. Might be they treat their staff well – on the surface – but you discover 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 known for heavy-handed marketing techniques. Ask around. Seek conversations with current employees beyond individuals with which you interview. Communicate 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 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 cash,” is a popular phrase. But when that higher salary brings with it a job that doesn’t move a worker ahead within their career, or when that job is basically 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 assumes on a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.
And when this type of job, as described immediately above, includes long, arduous, unending hours of labor, weekends overseas, greatly limited vacation-time (even when those times are supposedly available for use, but never accessed as a result of unending labor requirement) or near-constant work-related reports, follow-up, calls, text-messages, emails, etc… That’s when one’s quality-of-life is in the trash-bin. Trading one’s sense of accomplishment and job-satisfaction for constant employment related labor is usually a recipe for physical, mental and emotional exhaustion. Typically, after only months, or a year or two of such activity, the resume is dusted off and updated and the complete job search process begins again.
Take heed to the scenarios above, that they do not provide road blocks to your long-term career goals and employment needs. A job offer should bring both the employer and the employee what exactly they each require to thrive. When it generally does not, or when other issues, such as for instance those stated earlier, cloud the decision-making process of an informed job seeker – think twice before accepting a job offer.