Welcome to the 21st
century, where the job interview process has stretched from an average of a
couple weeks to a month, in the 20th century, to a few weeks to months, for
some jobs now. A process that often 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; not to mention credit and insurance
and deep background investigations. Whewww... after such an effort, it seems
only a fool 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 be good reason to turn
down a job offer from a firm who matches the criteria reported below; even if
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 here in this country.
What if you discover in your job-interview process 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 why such a result is occurring.
Unless the explanation makes sense, you may find yourself seeking another new
job before the year is out.
Another common
difficulty, when gauging the value of a job offer you have worked hard to
receive, is the word-on-the-street, scuttlebutt, rumors, gossip about the
company. 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 when you perform your due
diligence to investigate any potential employer. Do not assume the company is
viable simply because they have long held a respected public profile. This is
true for large corporations as it is for local and regional employers. Do your
research.
Often times, during
the investigations mentioned just above, one may discover that the company
making a job offer has a bad or questionable reputation regarding some (or
many) aspects of their business. Could be they treat their employees 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
compared to 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 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 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 confirm that too many job-seekers accept job offers primarily for the
money. "Show me the money," 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 a case of under-employment, one without
challenge, even boring, then the likelihood of the new employee finding
themselves disenchanted, dissatisfied, just months later - the money takes on a
tone of unimportance. Recruiter statistics confirm that nearly 50% of
under-employed workers leave their jobs.
And when such a job,
as described immediately above, includes long, arduous, unending hours of
labor, weekends away from home, greatly limited vacation-time (even when those
days are supposedly available for use, but never accessed due to unending labor
requirement) or near-constant work-related reports, follow-up, phone 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 whole job search process
begins again.
Take heed to the
scenarios above, that they do not throw up road blocks to your long-term career
goals and employment needs. A job offer should bring both the employer and the
employee the things they each require to thrive. When it does not, or when
other issues, such as those mentioned above, cloud the decision-making process
of an informed job seeker - think twice before accepting a job offer.
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