Does Your Company Offer Attractive Jobs? 5 Questions to Ask Yourself

As part of our work here at altHR, we regularly discuss the importance of human capital in the success of any business or organisation. This is particularly true as the world undergoes a digital shift as we recover from the effects of the pandemic — which has also seen a significant shift in the employee mindset, as evidenced by a trend dubbed The Great Resignation.

These days, employee happiness and engagement has taken a newfound priority when it comes to retaining the best talents at your organization. Elements such as flexibility and collaboration are huge factors in employee retention today, although you could argue that the quality of jobs on offer is one of, if not the most crucial factors in building a successful workforce.  

Organisations are increasingly adopting a mindset that measures human capital by the value of their workforce’s overall skills and experience. But how do you ensure that jobs within the umbrella of your company are attractive ones, options that can truly help with would-be employees’ overall career development and growth? 

1. First, assess the quality of jobs on offer

It’s important to first understand the quality of jobs that is already on offer at your company — including currently occupied roles. To do this, conduct a gap analysis (click here to find out how) to determine if the package on offer for potential and existing employees is on below, above, or on par with the rest of the market. 

Take into account the market rate for remuneration at varying levels or roles, along with add-on benefits that are offered. If you need help here, check out our guide to the latest benefits that are expected by the modern day employee. Meanwhile, you should also look at the actual number of new jobs or roles that are created each year — or that require rehiring. 

Once you’ve comprehensively analysed whether your the terms of the package are actually attractive to employees, we’ll move on to step 2. 

2. Are all jobs created equally?

Obviously, different roles will have varying degrees of responsibility, importance, and consequently, remuneration. However, it’s beneficial to understand the demographic composition of employees in your organisation across all levels and departments, allowing employers and HR practitioners to tailor and tinker their approach for each segment of the workforce. 

Assess whether your organisation is taking reasonable steps to offer attractive jobs across different functions, roles, and levels, then consider making adjustments in order to maintain a level of job equity at your company. 

3. Are your employees leaving or staying?

A great way of measuring the attractiveness of the jobs on offer at your company is, of course, to look at the behaviour of employees already employed. Are people leaving for better remuneration elsewhere? Is it a matter of work-life balance/culture? What is the percentage of employees who left before their first year of employment? Or second? Or even third? 

These are questions you’ll need to ask yourself, and it can also be useful to use pulse surveys to gauge the happiness and engagement of current employees. Then, read our guide on keeping the best employees in 2022 — which includes tips on:

• Purpose & Values 
• Inclusive Culture
• A data-driven approach
• Employee resources
• Flexibility