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Why You Should – Not To Take A Job Offer!

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 stellenangebote 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.

 

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