Practical tips to recruit effectively Stanny Kusumadewi for JBN - +(62)81210880718 1

Stanny Kusumadewi for JBN - +(62)81210880718 2

• Recruiter, Business Developer & housewive •Mixed background, knowledge and experience • Exercise Addict - 6 days/week• Personal mission: To bring positive impact for others

About Me

Stanny Kusumadewi for JBN - +(62)81210880718 3

How to define recruitment?

Stanny Kusumadewi for JBN - +(62)81210880718 4

Modern recruiter ?

Stanny Kusumadewi for JBN - +(62)81210880718 5

But the fact is .....

Stanny Kusumadewi for JBN - +(62)81210880718 6

What HR/Recruiters face these days?

Business never wait; the person should

have been recruited yesterday

Good applicants vs Good talents

vs False applicants

Talent War Demography & domicile

Stanny Kusumadewi for JBN - +(62)81210880718 7

Recruitment life-cycle

Pre-recruitment Recruitment Post -Recruitment

• Define the position need, set qualification, JD and etc• Study the market price, proper job title & grading/leveling• Study the right channel & prepare to what it takes• Engage with the channel needed• Prepare project planning and decide screening & interview process until onboarding program & probation review

• Sourcing, approaching potential candidates & get them in process• Provide feedback to reject candidates & clear feedback to shortlisted• Approaching candidate like ‘friends’ – understand that the world changes• Documents to collect & Reference Check• Provide written offering letter prior to acceptance • Still-in-contact with accepted candidates until the day they finally join

• Onboarding Program; ensure candidates clears with what they are expected to do. •Ensure to Provide the equipment they need to perform• Contact with them & their user regulerly• Prepare probation/performance review • Always identify business needs & recruitment plan in the future

Stanny Kusumadewi for JBN - +(62)81210880718 8

5 practical tips in recruiting1. HR / Recruiter as a business partner Identify what it is that the business actually needs and what it is that user expected. Align business plan with recruitment plan. HR as advisor; knowing how is the market to help user sharpen the needs Be in the same line with user and acts as a excellent business partner from HR point of view

2. Knowing how to attract your candidates Deciding channel of sourcing candidates; campus recruitment, job fair, job portal, headhunter/recruitment consultant, referral from employee, and etc. Knowing your target market, identify them & knowing how to attract them and make them respond to you. Recruiter also as sales person who is knowing exactly how to sell the company to candidates Compare your method of recruiting VS the project timeline: achievable?

“..A Good recruiting process focuses & aligns recruiters to deliver the best to the organization. Ultimately, recruiting should be viewed as a business parter, someonw who is critical to the success of business..” - Mathew Caldwell, Head of talents at Instacart

Stanny Kusumadewi for JBN - +(62)81210880718 9

creative job-ad(s)

Stanny Kusumadewi for JBN - +(62)81210880718 10

5 practical tips in recruiting3. Approaching candidates like friends & get in contact with them basically until ‘forever’

Not only candidate to know company’s expectation, but also for company to know what candidate is expecting. Company is not the superstar anymore; so it’s not only recruiter who talks but also candidate will talk what she/he think about the company Still in contact with candidate even until they sign an Offering Letter with you

4. Ensure candidates know their JD clearly and what is expected from the job

Candidate to receive clear onboarding program and clear about company’s expectation to them. Ensure that HR/Recruiter have educated user too. ‘Gold is not Gold anywhere’; it doesn’t mean a star-performer in previous company will be a star-performer in yours too – ensure they have what they need in order to perform: equipment, support, development, incentive and etc.

Stanny Kusumadewi for JBN - +(62)81210880718 11

5 practical tips in recruiting5. Recruitment is not a reactive process Always initiatively identify business/every business line needs in the future; find out how they gonna impact on your recruitment plan Study, research & prepare for your future recruitment or sourcing plan If necessary, do approach the potential candidate even before any vacant position is open. The success rate is much higher.

And if after all of your hardworks, it still doesn’t work, just let go. Remember, your holy mission as recruiter is to find good seeds and helping them to be fruitful.