global recruiter presentation - taufik arief (people search indonesia)
DESCRIPTION
Presented by Taufik Arief at JBNTRANSCRIPT
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ASIA PACIFIC RECRUITMENT SUMMIT 2014
Marina Bay Sands, Singapore
1-2 October 2014
THE GLOBAL RECRUITER
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TODAY MENU • Indonesia Today
• Driving Forces in Recruitment
• Market Situation in Indonesia
• Operating Recruitment Business in Indonesia
• Current Executive Search Practice
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INDONESIA TODAY
• Population: 249,865,631 (2013) *
• Part of G20
• GDP Growth: 6.3% (2012), 5.8% (2013), no
negative growth in last 5 years trend *
• Major challenges: corruption, legal system,
infrastructure, education, healthcare
• Key sectoral opportunities: infrastructure, food
and agriculture, energy, manufacturing/industry** *) source: www.worldbank.org **) source: www.bkpm.go.id
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Talent Demand:
- Foreign Direct
Investment (FDI)
- Business/economic
growth
- Organization
Development
Talent Supply:
- Education & Development
- International Talents
Current Market Changer:
- Technology
TALENT
MARKET
Foreign
Direct
Investment
BUSINESS
GROWTH
ORG
DEV
TECHNOLOGY
EDUCATION
AND
DEVELOPMENT
FOREIGN
TALENT
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General Market Condition
• “Short supply, over-demanded” talent market due to high economic growth, FDI, OD
• Lack of acceleration on talent supply due to: – weak education system at the past and
– international talents limitation
• Technology is main “game changer”: automation reduce the needs of unskilled labors, but also creating new type of business/profession
• Shorter employment period and higher employee turnover
• Philosophy of employment is more on “free market mechanism”, the end of whole life time employment
• The best employees are the most vulnerable talents to be retained (see talent behavior slides)
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TALENT GAP IN INDONESIA
In 2020, Indonesia will
face major shortage at
middle management level
(56%)
Source: BCG report
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Talent Behavior, some facts • Indonesia employee engagement *)
– Engaged: 8% VS 13% (global #) VS 12% (south east asia)
– Not Engaged: 77% VS 63% (global #)
– Active disengaged: 15% VS 24% (global #)
• Active & Passive talents in the country **) – Actively looking - 15% VS 12% (global avg)
– Casually looking a few times a week – 14%
– Reaching out to personal network – 20%
– Open to talking to recruiter - 41%
– Completely satisfied, no willing to move – 10% VS 15% (global avg)
• Top reasons to move/change the job **) – Active candidate: better compensation and benefit; more challenging work, better
quality company
– Passive candidate: better compensation and benefit; better work/life balance, opportunities for advancement
*) source: Gallup – State of the Global Workplace report **) source: Linkedin – Talent Trends 2014 report
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RUNNING RECRUITMENT BUSINESS
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Type of Recruitment License in Indonesia
Getting Recruitment License
• In general recruitment company requires special (operational) license,
from Indonesia Man-power Minister
• License need to be renewed for certain period of time, and approved by
man-power department, by considering their level of compliance and
performance
Private workers placement company (LPTKS) Assist client to hire workers/executives for private company
Manpower agency for foreign placement (PJTKI)
Perform Indonesian -talent placement in overseas market
Agency for worker/labor (Outsourcing)
Do outsourcing business for their clients
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EXECUTIVE SEARCH PRACTICE
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Past & Present
PAST PRESENT
• Retained based search
assignment
(project/hourly based)
• Strong commitment by
both Client & HH
• Only using 1 HH for 1
assignment
• Outsourcing practice was
without restriction
• Most assignments:
contingency based
• Probable for lack of
commitment on both
sides (Client & HH)
• Using >1 HH for 1
assignment
• Starts on “RPO” projects
• More restriction on
outsourcing
Note: Few international HHs still have luxurious to provide retained search. Some contingent search
firms also started
offer retained search
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We are executive search company, incorporated in 2002, serving mainly our clients in Indonesia, ASEAN countries and other Asia
Pacific region. Industrial expertise: FMCG, Pharmaceutical, Technology, Telecommunication and Manufacturing. Hiring manager – director level for top multinational companies