Effective RECRUITMENT &

INTERVIEW TECHNIQUE

Hana Panggabean
6 Agustus 2021
Batch 60

Certified Human Resources Professional – Unika Atma Jaya

 Curriculum Vitae: Hana Panggabean

Prof. Dr. Hana Panggabean

Professor in Industrial/Organizational Psychology
Fakultas Psikologi - Universitas Katolik Indonesia Atma Jaya
hana.panggabean@atmajaya.ac.id
2002-Dr.phil. in intercultural Psychology from the University of Regensburg – Germany
1993-Bachelor of Psychology and Psychologist from Universitas Indonesia
Professional & Organizational Experiences
Atma Jaya Catholic University of Indonesia (23 yrs +)
• 2010-2014 Director ot the School of Graduate Studies
• 2005-2010, 2014-2015 Founder & Head of Study Program-Magister of Professional Psychology
• 2009-2010: Kepala Biro SDM Unika Atma Jaya
• 2002-2005: Vice Dean for Administrative, HR, and Finance
• Lecturer in Certified Human Resources Program (Certification Program)

PT United Tractors Tbk (3 yrs)

• 1994-1997: HR-Organization Development

• Executive Assessment, Intercultural Training & Workshop, Organizational Research &

Development
• National Board Member of the Association of Indonesian Psychology (HIMPSI): 2010-2015
• Board Expert of the Association of Indonesian Industrial & Organisational Psychology (APIO): 2007-
2010
Certified Human Resources Professional – Unika Atma Jaya
 Curriculum Vitae: Hana Panggabean

Prof. Dr. Hana Panggabean

Professor in Industrial/Organizational Psychology
Fakultas Psikologi - Universitas Katolik Indonesia Atma Jaya

hana.panggabean@atmajaya.ac.id

Academic Experiences
20 yrs+ research experiences in :
• Indonesian Values and Workplace Behavior.
• Intercultural Communication and Co-operations.
• Diversity & Inclusion Management

Founder of Global Indonesian Network (GI Net)

Dialogue forum of
academics –practitioners (since 2011).

Certified Human Resources Professional – Unika Atma Jaya

SURVEY DELOITTE CONSULTING 2021
(N=6000 PROFESSIONALS FROM 99 COUNTRIES)

Certified Human Resources Professional – Unika Atma Jaya

Global HC Trend 2021 (1)

Source: Deloitte Global Human Capital Trends Survey, 2021

Certified Human Resources Professional – Unika Atma Jaya

Global HC Trend 2021 (2)

Source: Deloitte Global Human Capital Trends Survey, 2021

Certified Human Resources Professional – Unika Atma Jaya

Certified Human Resources Professional – Unika Atma Jaya
 HUMAN RESOURCE FRAMEWORK
Maintain
Corporate
Expansive Strategic Business Plan
Retrench As response to environmental
opportunities & challenges
Integration of maintaining & retrenchment
Retirement Analysis
Bench strength strategy
Talent Management Strategy
Retaining
Compensation & Benefits Strategy
Industrial Relation Strategy
Corporate family
Work-family life balance program
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Analyze, set direction & control organization
congruency with the demand of
the strategic business
objectives & plan
Corp HR
Organization Strategy, Organization
Development, HR budget, HRIS,
Manpower Planning strategy,
Succession & Replacement Planning
Planning
Recruitment & Selection,
Placement Strategy
Dynamic HR Cycles
Which is led by Corporate Acquiring
Business Plan
Maintaining Developing
Learning &Dev Strategy
Performance Mgt Strategy
Career Dev. Strategy
Competency Dev. Strategy
Linked-In Talent Solution Research (2017)

Based on : survey responses of over 2000 recruitment

professionals (manager level or higher) in 35 countries

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ADVANTAGES AND DISADVANTAGES
Internal Advantages
▪ Motivator for good performers.
▪ Familiar with organisation culture
▪ Reduced cost
▪ Better assessment
Internal Disadvantages:
▪ Demotivating factors
▪ Political fighting in promotions
▪ Management development program
required
▪ Create another vacant position
Certified Human Resources Professional – Unika Atma Jaya
External Advantages
▪ Fresh perspectives
▪ Shortcuts for training professionals
▪ No political supporters
▪ New industry insights
External Disadvantages
▪ Risk of organizational fitness
▪ Demotivating for internal good
performers
▪ Longer adjustment
Internal Hiring as Global Trends
• Internal hiring is predicted to earn growing
importance due to talent scarcity.
• It has been increased 10% since 2015 and
admitted by 73% participants.
• It is regarded as a strong retention tools by
94% participants/
“ Learn to let go and
employees will stay”
( Based on 7000 talent professionals in 35 countries and 40 experts.,
Linked-In Talent Source, 2020)

Certified Human Resources Professional – Unika Atma Jaya

RECRUITMENT METHODS
Internal
▪ Organizational database
▪ Job Posting
▪ Promotions & Job Transfers
▪ Employee referrals
▪ Re-recruiting former employees
Certified Human Resources Professional – Unika Atma Jaya
External
▪ Internet-based/Virtual
recruitment
▪ Employee Referrals
▪ Media advertising
▪ Job centers
▪ Campus recruitment
▪ Employment agencies
▪ Job fairs/events
▪ Executive search firms
 ( Based on 4000 talent acquisition professionals,
Linked-In Talent Source, 2017)

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Certified Human Resources Professional – Unika Atma Jaya
Top Global Hiring trends 2018

Total Global Avrage 78%

Global Recruiting trend 2018, Linked-In

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Diversity Considerations
Diversity agents:

• Gender
• Age
• Ethnicity
• Race
• Sexual orientation
• Religion
• Veterans
• Immigrant status
• Language facility
• Disabled
Workforce diversity is our reality!

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WHY DIVERSITY?

PWC study with 10105 female millenials) from 75 countries, 2015.

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EASIER SAID THAN DONE..

The Pay Offs

The Barriers

Global Recruiting trend 2018, Linked-In

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 Global Recruiting trend 2018, Linked-In
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 Global Recruiting trend 2018, Linked-In
Certified Human Resources Professional – Unika Atma Jaya
 Global Recruiting trend 2018, Linked-In
Certified Human Resources Professional – Unika Atma Jaya
 Indonesia Guidelines (1)
• Equal Employment Opportunity (EEO) includes all policies, and its
implementation, which aims to eliminate discrimination in the world of
work.

• In carrying out the recruitment process, all applicants should be given

the widest opportunity and be treated equally. Thus, the firm could
increase the diversity in the work place and it can be free to choose
the best candidates of workers to fill in the existing job opening.

• Selection is to be conducted by implementing EEO principles, open

and fulfilling the criteria of work requirements. Individuals with
inappropriate expertise to the work requirement should not be
assisted to pass the selection.

Guidelines of EEO in Indonesia-

Ministry of Manpower and Transmigration-
Republic of Indonesia.

Certified Human Resources Professional – Unika Atma Jaya

 Indonesia Guidelines (2)
Principles of HR People:

a.Open. Information should be clearly provided for job seekers

about, among others, the type of work, the wages, and working
hours. It is necessary to protect workers/labours and to avoid
post-placement conflict;
b. Free. Job seekers are free to choose the type of work, and the
employers are free to select the workers. It is inappropriate to
force a job seeker to accept an employment and employers
should not be forced to accept the human resource offered;
c. Objective. Employers should offer the appropriate job to job
seekers according to their abilities, the work requirements, and
they have to consider public interest and they should not be biased
towards a certain party;
d. Fair and equal. Placement should be based on the workers’ merit,and not their
sex.
(Guidelines of EEO in Indonesia-
Ministry of Manpower and Transmigration-
Republic of Indonesia).

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 SHARING SESSION

SEJAUHMANA DIVERSITY
DITERAPKAN DALAM HIRING
DAN PROMOTION DI COMPANY
ANDA?

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 Meaning of work for Indonesian Millenials*

Bekerja untuk
hidup.

Work and Life

balance.

Personal
autonomy and
personal
growth.

* IDN Research Institute, 2019

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 Job Seeking Behavior *

* Linked In, 2017

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Indonesian Millenials?

Internet adalah
sumber informasi
utama, terutama
bagi mereka yang
lebih senior.

Jobstreet dan
Jobsdb adalah
situs terfavorit.

Certified Human Resources Professional – Unika Atma Jaya

What are the Millennials looking for ?

Untuk entry level,

Gaji menjadi faktor
terpenting.

Selanjutnya adalah
faktor pekerjaan
dan reputasi
perusahaan.

Certified Human Resources Professional – Unika Atma Jaya

What are the retention factors?

Faktor yang
menentukan
keputusan untuk
bertahan lebih
dipengaruhi oleh
pertimbangan akan
well-being pribadi di
tempat kerja.

Certified Human Resources Professional – Unika Atma Jaya

How long do Millenials plan to stay?

Mayoritas
berencana bertahan
2-3 than, pola
kurang lebih sama
pada kelompok
Millenial
junior/fresh grad
dan Millenial senior

Certified Human Resources Professional – Unika Atma Jaya

 Hiring Strategies

Meet them where they are.

Use social media to tell the story of your company.
Create Value and Meaning.
Think outside the Paycheck (rather as
compensation package): flexi-time,
telecommuting, paid sabbaticals, etc.
Prioritize well-being: work-family life balance
Hire holistically: look for culture-fit

Certified Human Resources Professional – Unika Atma Jaya

 PERTANYAAN

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CURRENT STATE OF PSYCHOLOGICAL TESTING
Harvard Business Review, July 2015

• 76% organisations with more than 100 employees rely on

psychological test (aptitude & personality tests) as their main
assessment tools for external hiring and it will increase until 88 % a
few years ahead.

• Not only for external hiring but mostly psychological testing is

conducted for talent development and organizational change
purposes.

• The more senior the level, the more frequent is psychological testing:
• Middle management until senior roles: 72% - 80%
• Entry level: 59%

Certified Human Resources Professional – Unika Atma Jaya

 Employee Testing
❑ Test benefit :
• provide person-job match profile
• forecast success or failures on the job
• minimize subjective judgments
• uncover potential for improving performance

❑ Test evaluation:
• specifically related to the job
• administered and scored correctly
• trained/qualified personnel
• conduct validity and reliability measurement
• external criterion
• test-retest, alternative form

Certified Human Resources Professional – Unika Atma Jaya

TEST GUIDELINES
Never use psychological testing as sole
basis for hiring decision.

Psychological measures are relative data.

Be sure that references have confirmed

that test-identified weaknesses have
been accounted for.

Review the tests on a continuing bases.

Certified Human Resources Professional – Unika Atma Jaya
Digital Assessment
• Talent Acquisition has been a 100%
increase in use of digital assessments
as traditional ways of hiring are not
relevant for this generation of Industrial
era.
• Online assessments are highly
interactive, customizable, trustworthy,
secure, and can be accessed in
multiple devices across the world.

Certified Human Resources Professional – Unika Atma Jaya

Features of Digital Assessment
• High tech assessment tools variation: work
simulation, gaming. AI-→ pressure in
challenging situations, thinking style, verbal &
numerical reasoning, analysis technology.
• Zoom in diversity and uniqueness beyond the
mainstream categories (e.g. introversion-
extroversion).
• User-experience will be paramount: more user-
friendly assessment tools (interactive, instant
feedback, transparent).
• Harness the power of social media: to reach
out for candidates, to apply analysis
technology.

Certified Human Resources Professional – Unika Atma Jaya

ON-LINE ASSESSMENT TESTING?
ADVANTAGES DISADAVANTAGES

Saves time and budget Computer literacy

Instant feedback Technical issues
Flexible time and devices Budget issues
Less specialized personnel
Trustworthy, secure

Certified Human Resources Professional – Unika Atma Jaya

 Interviewing

Certified Human Resources Professional – Unika Atma Jaya

Types of Interview

Video Interview
Phone Interview

One on One
Panel Interview
Interview

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Structure of successful interview
❑ Establishing rapport
❑ Getting a perspective on the applicant background
❑ Obtaining information about applicant’s education
and experience
❑ Evaluating accomplishments, job-person fit, personal
characteristics and behavior
❑ Giving information about the company & the job
❑ Discussing salary
❑ Closing the interview

Certified Human Resources Professional – Unika Atma Jaya

10 KEYS
SOLUTION
MISTAKES

1. Systematic ,no free-flow

1. Lack of preparation
2. Group interview
2. Confirmation bias
3. Rating system, team discussion.
3. Halo Effect
4. Self-awareness
4. Social comparison bias
5. Nr 2-4
5. Affect heuristic
6. Wait until the end
6. Rush decision
7. Chasing Perfection 7. Be realistic

8. Not knowing what to look for 8. Guidance, Dictionary

9. Not dwelling deeper 9. Follow up with deeper questions
10. Not selling the company 10. 80/20 (listening/talking)

Certified Human
49 Resources Professional – Unika Atma Jaya
INTERVIEW
DO ’ S DON’TS
❑ Limit distractions
❑ Unfriendly body gestures
❑ Put applicants at ease
❑ Objective decision despite subjective ❑ Discriminative comments or
reactions of questions.
applicant’s personality and background
❑ Understand and empathize with
❑ Ignore & neglect personal
applicant’s anxiety details of applicants.
❑ Provide clear understanding about:
• compensation & benefit
❑ Distracted
• relocation requirements ❑ Ask closed-ended questions
• travel requirements
• starting date ❑ Engage in stress tactics
• deadline on acceptance of the offer
• special job requirements without debriefing
❑ End without closing

Certified Human
50 Resources Professional – Unika Atma Jaya
 Behavioral Event Interview (BEI)

Characteristics Goals Benefit

• Past experiences • Relate answers to • Reliable

to predict future specific past Indicators of how
performance experiences. the Individuals
• Open ended • Project will most likely
questions performance act in the future
from past actions

Situation
Task
Action STAR approach
Result
Certified Human Resources Professional – Unika Atma Jaya
 SITUATIONAL QUERIES
Describe the last time you assumed responsibility
for a task that was clearly outside of your job
descriptions. Were you commended for your
actions or could you have possibly stepped on
other’s toes?
Give me an example of a time when you had to
make a critical decision in your boss’ absence.
What were some of the risks of making that
call, and what would have happened had you
chosen not to make any decision at all?

Certified Human Resources Professional – Unika Atma Jaya

Certified Human Resources Professional – Unika Atma Jaya
INTERVIEWING THE JOB HOPPERS
What is their reasons to leave their
current company?

What would be their logical move in career

progression if they remained with their
current employer?

Would moving over to your company be a

good move in progression for them from
a career development standpoint?

Certified Human Resources Professional – Unika Atma Jaya

Collaboration*

•ranked by 97%
employees &
executives as the
most important soft
skill.
Survey of Linked-In
Talent solution.
https://business.linkedin.com/content/dam/me/
business/en-us/talent-
solutions/resources/pdfs/Guide-to-screening-
candidates-30-essential-behavioral-interview-
questions-ebook.pdf

Certified Human Resources Professional – Unika Atma Jaya

Adaptability*

•ranked by 69%
hiring managers as
the most important
soft skill.
Survey of Linked-In
Talent solution.
https://business.linkedin.com/content/dam/me/busin
ess/en-us/talent-solutions/resources/pdfs/Guide-to-
screening-candidates-30-essential-behavioral-
interview-questions-ebook.pdf

Certified Human Resources Professional – Unika Atma Jaya

KEY POINTS AT THE END
Can you understand what motivated her to change jobs in the
past?
Does she jump from job to job too much, and if so, how long
will she most likely remain with your company if you hire
her? (Job Hopper)
On a scale one to ten, how technically qualified is she for the
job? What would she have to add to or subtract from her
background to become more qualified?
Do you believe that the criteria she’s using in selecting her
next company or job are realistic and can be fulfilled by your
company? (Job Hopper)
Will she be willing to put in the hours necessary to get the job
done, will she accept direction easily?

Certified Human Resources Professional – Unika Atma Jaya

EVALUATION SYSTEM An example of a simplistic rating system
that may be used to evaluate you while other rating systems are very
sophisticated with multiple grading and evaluation systems components:
5. MUCH MORE THAN ACCEPTABLE:
Significantly above criteria required for successful job performance
4. MORE THAN ACCEPTABLE:
Generally exceeds criteria relative to quality and quantity of behavior required.
3. ACCEPTABLE:
Meets criteria relative to quality and quantity of behavior required.
2. LESS THAN ACCEPTABLE:
Generally does not meet criteria relative to quality and quantity of behavior
required.
1. MUCH LESS THAN ACCEPTABLE:
Significantly below criteria required for successful job performance.
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 LET’S TRY IT OUT!

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 QUESTIONS?
LET’S DISCUSS!

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 References and Suggested Readings
Brook, J. (2020). What is the future of psychological assessment in the digital age? Retrieved
from https://www.plexusleadership.com/psychological-assessment-digital-age/
Falcone, P. (2002). The hiring and firing : Question and answer book. New York: American
Management Association (AMACOM).
Kaji, J.Hurley, B.,Devan, P.,Bachman H., Bhat, R. Tarakan, A.,Gangopadhyay, N..Bordoloi,S.
(2020). The social enterprise at work:Paradox as a path forward. 2020 Deloitte
Global Human Capital Trends.
https://www2.deloitte.com/content/dam/insights/us/articles/us43244_human-capital-
trends-2020/us43242_introduction/figures/43242_fig2.png
Mathis, Robert L & Jackson, John. H. (2003). Human Resource Management.
USA:Thomson-South Western.
Schnidman, A., Hester,L., Pluntke, P.,Ward, S.,Chansof, G.,Ignatove, M., (2017).
Global Staffing Trends 2017. Linked-In Talent Solutions. Retrieved from:
https://www.slideshare.net/WillClarke2/linkedinglobalstaffingtrendsreport2017-
67148049 retrieved on July 18th, 2017.
Seven trends that will define recruiting in 2017. Linked-In Talent Solutions. Retrieved from
https://www.slideshare.net/linkedin-talent-solutions/global-recruiting-trends-2017-
infographic on July 16th, 2017.
Meadows, K. (2019The Ugly truth about online assessment testing retrieved from
https://www.workforce.com/2018/04/25/ugly-truth-online-assessment-testing/ on June 30th 2019

Certified Human Resources Professional – Unika Atma Jaya

Meeker, M. (may, 2017). Internet trends 2017- Code Conference, Kleiner
Perkins.Caufield & Bayers. Retrieved from http://www.kpcb.com/internet-trends
retrieved on July 16th, 2017.
Shankar, S. (2018, September). Pros and Cons of Online Assessment Technology. Retrieved
fromhttps://sightsinplus.com/2018/09/26/pros-and-cons-of-online-assessment-technology/ June 30th 2019
Trehan, R. (March 2017). 5 recruiting strategies to win the war of talent. Rework.
Cornerstone. Retrieved from https://www.cornerstoneondemand.com/rework/5-
recruiting-strategies-win-war-talent on July, 20th, 2017
Utomo, W.P. (2019).Indonesia Millenial Report 2019. Jakarta: IDN Research Institute.
https://cdn.idntimes.com/content-documents/indonesia-millennial-report-2019-by-idn-
times.pdf
https://business.linkedin.com/talent-solutions/recruiting-tips/2018-global-recruiting-trends#
retrieve on July 16th 2018
https://business.linkedin.com/talent-solutions/recruiting-tips/global-talent-trends-2020
https://business.linkedin.com/content/dam/me/business/en-us/talent-
solutions/resources/pdfs/Guide-to-screening-candidates-30-essential-behavioral-
interview-questions-ebook.pdf retrieved on March 1st, 2018.
https://www.slideshare.net/linkedin-talent-solutions/8-insights-that-will-help-you-recruit-
millennials-infographic retrieved on July 16th 2017.
https://www.slideshare.net/WorkableHR/interview-techniques-10-mistakes-that-could-
compromise-your-judgement retrieved on July 16th 2017.
http://www.qtslp.com/documents/BehavioralEventInterviewQuestions.pdf retrieved on July
20th, 2017.

Certified Human Resources Professional – Unika Atma Jaya

good luck & success!

Certified Human Resources Professional – Unika Atma Jaya