Sunday, May 22, 2022

Potentia Hr-Recruitment Company Indonesia For Advanced Hr And Executive Services

In this 21st Century almost all HR business ventures needs a systematic and organized setup for successful working of the company. And for this an authentic and we'll structured organization is needed. Potentia HR is one such leading HR consulting and executive search firms in Indonesia  which deals with advanced hr services by employing an organized executive search process. This group of Recruitment Firms in Indonesia mainly deals with , Executive Search, Outsourced Recruitment, HR Consulting, Executive Coaching and Training, Psychometric Assessments, HR Audit, HR Policy and Manuals, HR Advice on legal matters, HR Due Diligence and Performance Managemet. Top companies like Akraya, Melbourne Management, Northstar and Principia Management Group founded the company as a joint venture in 2006.

By bringing to their clients totally integrated HR solutions the company therefore plays a lead role in maximizing the search investment. This recruitment company Indonesia was restructured in the year 2012. One of it's Co-ordinating group is Cornerstone International Group known for its worldwide network of HR specialists. In 2013 it became a member of AESC by sticking to its law of conduct and through this the standards of the group are high without leaving any space for clarification.

Executive Search processes focuses on :

·  Qualtiy of the candidates - Only candidates who have deep knowledge and executive skills are appointed. They also have experience by performing in progressive leadership positions.

·  Expertise of the Search Consultants - The consultants of the group have deep experience in different industry verticals and the network of professionals and relationships have been developed through years. This has been done by recognising the increasing demands on leadership which resulted in a network that extends to leadership positions within blue-chip organizations.

·   Expertise in HR - HR professionals working for the company are candidates who have carried out various projects for the clients thereby acquiring international and local HR experience.

·  Continuous Referrals and Engagements - Only a dedicated senior consultant who delivers a highly personalized level of communication, service and advice takes up each assignment thereby enhancing it's popularity. Most of the clients re-engage the services and further recommends it to their colleagues.

In various sectors like Engineering, IT, Legal, Logistics, Marketing, Banking, Automotive, Consulting etc. job vacancies are provided. Some of the prominent awards acquired by the company are Cornerstone President's Award 2018, ESQ Certificate, Hogan Assessment Certification Export Award and Export Award 2018 for their dedication and commitment. The different sectors of this recruitment agency indonesia are MFCG, Minerals and Metals, Manufacturing, Oils, Banking Services, Finance and Human Resources etc. 

This shows their capability to ponder on diverse areas. Partnering with a reputed and credible executive search and HR Consulting company is the only solution for short supply of human capital in large scale companies. Potentia realises this and further provides strategic HR and Organization development which is the key for successful HR business dealings. Clariant, Croda, Hitachi, Loreal, Estee Lauder, Warburg Pincus, Accenture etc. are some of the key businesses served by the company. Fit,Speed and Communication Counts are the three critical elements used for the hiring process which makes it well occupied. In all their business dealings like they use a strong code of practice like :

1. Taking of fully confident assignments.

2. Handling the data of the client with complete confidentiality.

3. Interviewing only with the permission of the individual involved. After this only candidate information is presented in full confidence.

4.  Introducing a candidate with one client at a time.

Monday, May 16, 2022

What trends does the recruitment agency in Indonesia follow?

Modern technology is making the modern workplace evolve. From shifting expectations about recruiting to the use of AI in hiring, new hiring trends continue to develop. Today, recruitment firms in Indonesia increasingly use social media posts, web-based job boards, and online job portals to search for the best talent.


Below, we have summed up six emerging trends that recruitment companies follow:

 

·         Diversity and Inclusion

Inclusion and diversity is an additional subject of increased attention for HR managers that directly affect the process of talent acquisition. Many companies are seeking to improve the diversity of their workforces. Recruitment company in Indonesia is accountable for identifying and including an array of diverse people in the talent pool. 

 

·         Gamification in Selection

Gamification is now a part of the selection, where the candidates are asked to participate in an online game. The companies that run the games claim that they can create a positive applicant profile according to their performance and game behavior. The game itself is an enjoyable alternative to being interviewed by people asking identical questions.

 

·         Increased Use of Online Communication Tools

Online communication tools are the most important for the companies that focus on keeping their hiring process online. Employers can eliminate in-person interviews and instead conduct online using video conferencing applications. For example, Facebook and Amazon are two major firms that began conducting most of their interviews via video conference.

 

·         Automated process control

Automated process control (RPA) is a well-known technology that automatizes manual, repetitive tasks. Recruitment agency Indonesia uses RPA bots that can complete many different recruiting tasks that usually take several hours. RPA can perform operations at a large scale and does not require human involvement. RPA is gaining popularity because it can do an enormous amount of heavy lifting with high speed while also adding value and efficiency to the talent recruiting process.

 

·         Data-Driven Recruitment

Another thing hiring professionals must keep up to date is the data-driven recruitment trend. With increasing pressure to recruit the best talent cost-effectively and efficiently, numerous companies switch to data to make better hiring choices and avoid bias. You may use data to make educated decisions that save you time and cash and ensure that you're hiring the right people.

 

·         Increase In Proactively Engaging Candidates Early

One of the most exciting aspects of the recruitment trends s that many businesses are now actively engaging potential prospective candidates. Businesses are adopting proactive engagement strategies as passive recruiting isn't as efficient as previously. This is due to the skills gap in the workforce. They try to establish relationships with these applicants so that they will seek the job with their company rather than competitors.

 

Conclusion

Trends in recruitment are drastically changing because of both employees' and employers' demands. Thus, hiring agencies need to create an outline before hiring employees, which indeed will assist employers in gaining access to potential clients.

Sunday, May 15, 2022

Tips by recruitment firms Indonesia to improve your recruitment process

Hiring new employees is an unavoidable element of being a business leader, and it's more involved than just going through resumes and doing interviews. Recruiting errors, such as a poorly written job description or a lack of information regarding applications, might discourage a competent prospect from applying. You will be able to attract and employ the top people quickly if you have the correct recruiting and onboarding procedure in place.

Although the particular phases in your recruiting process should be tailored to your organisation (and sometimes even the open job you're filling), most hiring procedures involve the steps below suggested by recruitment company indonesia.

1) A good job description

One of the first encounters a job candidate has with your company is through a job description. Make sure your job descriptions appropriately reflect your brand and the position you're filling.

A well-written job description can help you sift out individuals who aren't a good fit, leaving you with a smaller pool of resumes to consider.

2) Advertising 

The next step is to post your job description and recruit for the vacancy. Post it on your career page, job boards, job fairs, and social media. Encourage your employees to advertise the vacancy to their contacts.

3) Analyze resume, cover letter and applications

You'll need to devise a system for reviewing applications as they come in. You may assign one or more individuals to examine applications and narrow down your list of potential prospects. Recruiting software, such as an application tracking system, is also a great recommendation by recruitment agency Indonesia

4) Initial screening through phone interview 

Conduct a phone screen interview with each of the top candidates after you've narrowed down your pool of job applications. A phone interview is a 15 to 30 minute preliminary assessment. Maintain as much consistency as possible on phone displays. Inquire about their talents and expertise, as well as their interest in the firm and job. This interview should provide you with an understanding of who the individual is and what soft talents they have.

5) Final interview 

The candidates you interview over the phone should be narrowed down. Interview the applicants who are still available in person (or video conferencing interviews, if recruiting remotely). These are more in-depth interviews that will assist you in selecting the best applicants. Participate in these interviews with various individuals to gain a better understanding of how well each candidate will fit into the company and job.

6. Applicable assessments 

Depending on the position you're filling, you may need job candidates to complete relevant evaluations as per Recruitment Firms indonesia. If you're looking for a copyediting position, for example, you may ask the candidate to complete an editing exercise. An applicant for a sales position may be asked to make a sample sales pitch based on a product the firm sells.

Monday, May 9, 2022

Hiring techniques adopted by top recruitment firms in Indonesia

Every year at the end of the year, recruitment teams around the world plan their strategies for the coming year, addressing key areas such as resolving issues with their hiring processes, revisiting language in job descriptions, re-evaluating their talent management, reconsidering what a "qualified" candidate looks like, and re-evaluating where and how they source top talent.

Recruitment experts must remain on top of recruiting trends in order to solve significant skills shortages.

1. Hiring for specific roles 

In 2022, the primary theme for recruiting will be specificity, or hiring for particular tasks and focusing on the correct profile, which will be accomplished via the use of assessment tools, artificial intelligence, and data analytics.

The issue with recruiting in the past has always been a lack of synchronisation when it comes to alignment. Companies used to hire people who could do everything but master nothing. Furthermore, there have been instances when a person was employed for one job but ended up doing something other, and was then evaluated using a competency framework that was not appropriate for their profile in the first place.

2. Employer value proposition 

The employer value offer must alter as employees grow more selective in their job objectives, requirements, and conditions. Recruitment company indonesia should prioritise diversity, equality, and inclusion (DEI) in talent acquisition and retention, as the epidemic disproportionately affects minority groups' labour results.

3. Tech innovation 

One of the primary issues that businesses need to invest in is technological innovation for process improvements in recruiting. Top Recruitment Firms in Indonesia must use technology to make better recruiting decisions, whether it's through applicant management software or AI-based sourcing platforms.

4. Hiring based on skill

From the standpoint of talent acquisition, organisations will no longer hire individuals only on the basis of their credentials and experience. Instead, they'll concentrate on relevant experience in the domain where the employees will be working with the new firm.

5.  Hybrid staffing 

Hybrid staffing in project teams is another key shift in employment trends predicted by industry analysts. Previously, corporations would only outsource resources when the skill set necessary was simple and only for a short period of time. With everyone willing to be onboarded remotely, recruitment agency indonesia are searching for subject-matter experts who can swiftly onboard, start delivering on the project without much external supervision or aid, accomplish the work, and move on to the next assignment.

6. Employees with better salary negotiating 

Employees now have leverage in the employee-employer relationship for the first time. The reason for this is because the supply-demand imbalance favours employees. At a time when firms are looking to restart full-scale operations, demand for talent is strong, but supply is constrained. As a result, when it comes to pay and benefits negotiations, employees have the upper hand. 

Friday, May 6, 2022

Top Recruitment Firms in Indonesia follow effective criteria and process

There are a wide variety of recruitment agencies available all over the world. They are working at their full capacity to provide the best services. Their effective process and criteria which they follow for recruitment help them to get the best men for the jobs. They have some efficient officials who are assigned to handle the recruitment process on the basis of certain attributes of the clients.

In many companies, there is a separate department for recruitment, but what becomes a problem is that the company has to incur additional expenses. Moreover, the departments are not so strong since the selection criteria in most of the companies have been proved to be faulty. To avoid these problems, these companies have favored moving towards a better choice which they will get from the top recruitment firms in Indonesia

Since they are considered to be the masters of the selection process, recruitment agencies Indonesia possess specific qualities through which they can recruit higher officials to mere employers all within one search. The criteria which they count in for the selection process include the following:

  • Experience of the candidate: The candidate who has come for the interview is viewed for any kind of experience. Since experience always helps a man to flourish and progress through their profound ability to gain knowledge, so this attribute is very much essential for the recruitment agencies should search. Moreover, it also increases productivity because the experience always helps a candidate to complete work more efficiently and within a short period of time, giving them away to handle different kinds of tasks given by the company.
  • Ability: Through the ambition and potential which is found in a handful of candidates are undergone evaluation. This final evaluation helps the selection officers to choose the right individual best fit for the job.
  • Qualifications: Counting in additional qualifications required for measurement criteria is very much essential for selecting the perfect individual for the job. This helps in specifying the candidate to be selected for multi-tasking operations which would help increase the company’s business productivity.
  • Adaptation capability: It has been found that most individuals could not adapt themselves to their working environment. So to get rid of this, it is better to measure the adaptive capability of the candidates through a valid selection process.
  • Communication skills: An efficient and smart communication skills are always welcomed by most the renowned recruitment agencies in the world. This enables the candidates to work more freely and maintain a good relationship with the office as well as the customers.

Although these criteria and attributes are important in finding the perfect man but still, the selection process needs to be valid and effective to bring out the cream men for the job. Here is how it is done:

  • Specifying the candidates: Shortlisting the candidates who are fulfilling the eligibility criteria is an important task for the recruitment company Indonesia.
  • Review: After a successful shortlisting, reviewing the same is necessary.
  • Interview and selection: Through a rigorous interview process and with the best questions, one could gain the cream talent from the market.

Conclusion

Recruitment is not a one man job, but a joint effort of both the recruiter and the candidate.