A "Perfectly Good Job" Nobody Wants - Part 1


OR WHY IT'S IMPORTANT TO STRUCTURE YOUR JOBS SO EMPLOYEES CAN ACCOMMODATE BOTH WORK AND HOME RESPONSIBILITIES

So, your job remains unfilled. Maybe not a lot of people apply. Perhaps candidates reject your offer of employment. Worse yet, what if they quit soon after being hired? Yikes!

Why would that be? People need to work, right? Why don't they apply? Why refuse a job offer? Why quit a perfectly good job?

Well, probably because, from their perspective, it's not "perfectly good." It's easy to blame the candidates, to question their character or disparage their work ethic. But thinking like that limits our ability to understand the situation and overcome the problem.

The good new is, in many instances, the power to solve the problem lies with you, the employer.

Candidates at all levels consider the pros and cons of a job before deciding whether to take it. The factors they consider fall in three categories:

  1. Wages & Benefits … includes things like salaries, bonuses, insurance, vacation

  2. Culture & Work Environment … includes things like opportunities for advancement, perks, equipment & technology, policies

  3. Ability to Accommodate Work & Home Responsibilities … this is NOT work-life balance

Most of the time, people in professional roles consider the offer prior to taking the job. For folks at the low end, however, they often don’t realize until they’re already on