Why you need to — To not Have a Job Offer!.

Welcome to the 21st century, where the job interview process has stretched from on average 2-3 weeks to a month, in the 20th century, to a couple weeks to months, for many jobs now. An activity that usually includes several visits to facilities, meeting multiple managers, decision-makers and associates, and, nowadays, participating in choices of vocational, behavioral, and other kinds, of pre-employment testing and measurements; and undoubtedly credit and insurance and deep background investigations. Whewww… after such an effort, this indicates 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, could be valid reason to show down work offer from a company who matches the criteria reported below; even though you tend towards accepting the job, in the beginning 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 here in this country. Imagine if you find in your job-interview procedure that the firm with which you are still interviewing includes a typical 50%-60%-70% rotation-out-the-door of new employees? Inquire in the interview why such a result is occurring. Unless the explanation is practical, you may find yourself seeking another new job before the season is out.

Another common difficulty, when gauging the value of work provide you with have worked hard for, could be the word-on-the-street, scuttlebutt, rumors, gossip in regards to the company¬†oferty pracy. Maybe their stock is all about to take a dive. Maybe upper management is ready to be replaced. Maybe the company has rendered its finances to a darkness 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 large corporations because it is for local and regional employers. Do your research.

Quite often, during the investigations mentioned just above, it’s possible to find 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 top – but you find 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 grade 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 people that have which you interview. Keep in touch with recruiters about this; 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 make sure a lot of job-seekers accept job offers primarily for the money. “Show me the amount of money,” is a favorite phrase. Nevertheless when that higher salary brings with it work that doesn’t move a worker ahead in their career, or when that job is actually an incident of under-employment, one without challenge, even boring, then your likelihood of the new employee finding themselves disenchanted, dissatisfied, just months later – the amount of money takes on a tone of unimportance. Recruiter statistics make sure nearly 50% of under-employed workers leave their jobs.

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