Importance of the recruitment experience
Ensuring that job candidates are treated well during job interviews is an important factor in successfully recruiting hard-to-find talent, Jakarta-based executive recruitment company Monroe Consulting Group Indonesia says.
Bagus Hendrayono, managing director for Monroe Indonesia, said that given the shortage of talent in Indonesia in a number of key areas, companies had to make the recruitment and interviewing process a memorable experience for job applicants.
“The ‘moment of truth’ in recruitment is the interviewing session,” Bagus said. “It is not only an opportunity for job candidates to pitch themselves, but it is also a chance for companies to sell themselves and the job opportunity. It is no longer an era in which companies can believe that everyone wants to work for them.”
Ensuring that job candidates are treated well during job interviews is an important factor in successfully recruiting hard-to-find talent, Jakarta-based executive recruitment company Monroe Consulting Group Indonesia says.
Bagus Hendrayono, managing director for Monroe Indonesia, said that given the shortage of talent in Indonesia in a number of key areas, companies had to make the recruitment and interviewing process a memorable experience for job applicants.
“The ‘moment of truth’ in recruitment is the interviewing session,” Bagus said. “It is not only an opportunity for job candidates to pitch themselves, but it is also a chance for companies to sell themselves and the job opportunity. It is no longer an era in which companies can believe that everyone wants to work for them.”
He said improving the interview process began with providing selected applicants with important details about the job as part of a job-preview program and treating the candidate extremely well.
“Treat the candidate as they have never been treated previously. This is all a part of creating an image that paints the company in the best possible light and assures candidates that the business is a good company to work for.”
Bagus said another tip was for a company to use its best employees during interviews, and to invest in interviewer training. “Fully engaged employees serve as a testimonial for a company and provide job candidates with a better insight into the company and build trust and confidence.”
He said another important and often-overlooked component was building a positive image on social media, highlighting activities that showed how great it was to work for a particular company.
“Progressive social media policies provide updates of company and employee activities, engaging current employees as well as sending the message to potential employees that they will have the same experience if they join the organisation.”
Bagus was speaking during a discussion titled ‘Effective Approaches to Attract Top Talent,’ which attracted a number of senior human resources (HR) management professionals, includinag from leading tech companies Go-Jek, Aprisma Wirecard and Cermati.com.
At the conclusion of Bagus’s detailed 30-minute presentation, which also touched on key aspects of the recruitment industry in Indonesia, participants formed groups to discuss key points raised and ask additional questions.
“A number of participants were also interested in the success of Monroe Consulting Group, which launched in Indonesia in 2002 and now employs in excess of 150 executive recruitment consultants in the Asia-Pacific region,” he said. “We specialise in executive-level recruitment in emerging markets and the business model that we developed and refined in Indonesia has successfully been transplanted to China, Vietnam, Thailand, Malaysia, the Philippines, Chile and Mexico.”
Bagus said Monroe Indonesia itself was expanding and seeking to hire trainee-level executive recruitments from a range of different backgrounds.
“We are seeking youthful, confident and motivated professionals to join our international award-winning team as executive recruitment consultants. If you love fun, money and doing an important job, then recruitment could be for you.”