People Innovation Excellence

Company’s HR Department Needs to Ensure Users’ Active Participation to Obtain Good Hire

The contest for talent or human resources across various and transforming industries over digital age brings about challenges in their respective fields. More often than not, a company’s HR division can not meet human resources need according to users’ requirements and specifications inside the organization. Therefore, intensive communication with users as well as updates on industry’s landscape are principal factors HR practitioners must apply within their organizations.

This remark, among others, was higlighted at BINUS Industry Gathering forum, hosted by Binus Career Centre on Thursday (17/12) in BINUS FX Mall Campus, sixth floor. The talk show invited a number of industry representatives, namely Dita P. Lutfi, PT Transcosmos Indonesia HR Director; Dianne Goette, Ogilvy & Mather Indonesia Head of Talent Management; and Risman Adnan, Samsung R & D Institute Indonesia’s Software R&D Director.

HR practitioners’ biggest challenge is to meet the needs of human resources in specific technical fields, for example in an information technology company which undergoes rapid trend changes, apart from its wide industrial landscape. More often than not, HR Department could provide new hires, but could not meet users’ specific needs. Risman Adnan suggested that HR officers actively communicate and involve users during recruitment processes.

“A typical problem in organizations is usually the notion that hiring is HR Department’s problem, but in fact it is not. Hiring managers’ task, HR help them create well-run processes. It is usually communication that fails between HR officers and users,” revealed Risman.

According to Risman, Samsung R&D Institute Indonesia carries out a long recruitment process aiming at good and effective hire for the company. Each interview for each recruiting position involves a lot of people, for instance engineers, direct supervisor, prospective coworkers, and director. HR Department also ensures that users are actively involved throughout the recruitment process, starting from candidates screening process

Samsung’s lengthy recruitment process is slightly different from a growing trend in other companies, wherein the process takes not more than a day, starting from interview in the morning and concluding with an offering letter, with a high salary offer, by the evening. In Risman’s opinion, such practice is encouraged by a need to spend investment budget available to these companies.

Speaking of social recruitment trend or a recruitment process by means of social media that flourishes today, Risman considered the practice inappropriate with his industry because, in his opinion, the industry’s great talents are not on LinkedIn. “They are typically too busy handling projects with their lecturers or other works,” said Risman who served in Microsoft Indonesia. Social media, according to his point of view, are useful only to attract prospective human resources (for social reach), whilst the important thing is screening and other subsequent processes.

In contrast to Risman, Dita considered that social recruitment has done good for Transcosmos Indonesia, especially in recruiting entry-level talents. “It is only 5 years since we started existing in Indonesia, thus recruitment via social media turns out to be very helpful, especially for entry-level users. Not only it helps through recruitment processes, social recruitment is also very important for employer branding towards the right target audience,” explained Dita. Dianne shared Dita’s opinion about how important social recruitment is for employer branding. “It is essential for employer branding, although recruitment process via social media still takes a long time,” concluded Dianne.


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