How recruitment firms in Indonesia support indigenous workers?

The employment statistics of the indigenous workers have always been an eye opener across the world. These workers usually make just 1% of the country's workforce and are often in the great unemployment mess. The communities are hit hard due to serious unemployment coupled with the ongoing pandemic and Indonesia is no different. 

Considering the ongoing situation, the recruitment firms inIndonesia were required to rethink on the recruitment strategies that need to be employed in order to ensure that the young indigenous workers reach their potential and do not miss the talent pipeline of the recruitment firms based in Indonesia.

Here are the 5 ways the recruitment agency Indonesia works towards hiring and recruiting the indigenous workers:

Recognize the cultural differences

In order to make these candidates feel comfortable and welcome during the recruitment process, the recruitment company Indonesia started practising inclusivity, recognition of the cultural differences and implementing the policy of equity in their dealings. The soft spoken words from recruiters to indigenous workers can take the association to zenith. The indigenous people have great value for their community; thus instead of asking what they have individually achieved, they should be inquired upon their group accomplishments.

Attending indigenous hiring events

The national conferences and indigenous events take place on a regular basis. The recruitment firms attend such events on a regular basis in order to provide the nonprofit hiring service to the people who deserve to be in jobs and grow up in the career ladder.

Recruitment through vocational schools and tribal colleges

By recruiting through vocational schools and tribal colleges, the recruitment firms are in a position to tap into the pipeline of at least 30,000-50,000 students who are working their way towards their degree completion in search of a good job and better growth opportunities. Thus, broadening the reach to keep the mind open for filtering the best candidates seems to be the prudent way out.

Pipeline creation

The recruitment firms may consider starting a scholarship program targeting the indigenous workers by helping them obtain the needed degree. They also conduct an internship program for the postgraduate students in order to give them a better exposure of the corporate set up. The idea is to cultivate relationships rather than just filling the slots in an organisation.

Dropping the minimum degree requirements

There are not many indigenous people who have completed their higher education. The prime reason for the same is the high cost of college fee and poverty acting as a biggest impediments. Hence, it is the time to reconsider the focus by dropping the required qualifications for the job role and leveling up the game to prepare the field for the indigenous workers to get benefit by judging them on their potential instead of qualifications.

It is of much significance for the indigenous workers to see the other individuals working in the organisation like them only. The recruitment firms need to make the indigenous people feel like they truly belong to the organisation and the work culture.