You ! as a newly Graduate StudentsYou ! as a newly Graduate Students from campus life to professional life…

Kampus Biru UGMKampus Biru UGMFakultas PertanianFakultas Pertanian

Yogyakarta, 26 April 2006Yogyakarta, 26 April 2006

OBJECTIVESOBJECTIVES

A brief look of… A brief look of…

What a recent graduate What a recent graduate can expect from can expect from Professional Life ?Professional Life ?

What is Professional Life anyway..?What is Professional Life anyway..?

from campus to work life…from campus to work life…

What’s your imagination What’s your imagination of Professional Life ?of Professional Life ?

Trends in Talent ManagementTrends in Talent Management

Organizations are putting a Organizations are putting a greater emphasis on greater emphasis on finding finding highly skilledhighly skilled candidates with candidates with strong strong ethicsethics and and integrityintegrity..

Employees are highly Employees are highly concerned with concerned with work/life work/life balancebalance and the availability and the availability of of development development opportunitiesopportunities..

Source : DDI’s Selection SurveySource : DDI’s Selection Survey

Self-motivated

Willingness to work hard

Leadership potential

Think of their feet

Compatible with the team and the company

The Hiring LandscapeThe Hiring Landscape

Aside from being able to meet job demands, what Aside from being able to meet job demands, what interviewee qualities do you pay most attention to ?interviewee qualities do you pay most attention to ?

77.3%77.3% 81.7%OverallOverall Indonesia

68.2%68.2% 68.8%

46.4%46.4% 41.6%

52.0%52.0% 31.9%

74.6%74.6% 22.1%

Quality of HiresQuality of HiresWhat is the biggest interview turn off ?What is the biggest interview turn off ?

Spend too much time focusing on compensation during the first interview

Have no questions of their own to ask

Dress inappropriately

Try to take control of the interview

Exaggerate their experience

Have not researched the company in advance

Are inarticulate and unable to express themselves

Are unable or unwilling to be specific about experiences

6.3%6.3% 3.3%

GlobalGlobal Indonesia

8.0%8.0% 6.2%

4.6%4.6% 7.2%

3.1%3.1% 8.9%

11.3%11.3% 11.5%

10.5%10.5% 19.3%

27.6%27.6% 20.0%

25.1%25.1% 23.6%

Quality of HiresQuality of HiresAfter candidates have been hired, what do After candidates have been hired, what do you learn about them that surprises you ?you learn about them that surprises you ?

Their skills, knowledge, and experience are different from what you expected.

Their personality in the interview differs from their actual background.

They lack of job commitment.

They used the position as a spring board to another position in the company.

They were a bad fit for our culture/their team.

28.6%28.6% 35.0%

OverallOverall Indonesia

37.8%37.8% 33.4%

30.1%30.1% 24.3%

11.3%11.3% 23.3%

15.6%15.6% 14.8%

How We HireHow We Hire

Ability Test

Knowledge Tests

Motivational Fit Inventories

Assessment

Behavior-based interviews

6.8%6.8% 7.3%

(Quality of Selection System)(Quality of Selection System)

Occasional Occasional Extensive

6.6%6.6% 7.3%

6.7%6.7% 7.3%

7.0%7.0% 7.3%

5.9%5.9% 7.0%

The most common hiring methods are behavior-based The most common hiring methods are behavior-based interviews, applications & resume screening, and interviews, applications & resume screening, and reference checksreference checks

Employee RetentionEmployee RetentionMost current managers stay in their jobs for six Most current managers stay in their jobs for six

years or moreyears or more

Six months

1 years

4 years

6-10 years

11-15 years

Until retirement

1.0%1.0% 0.3%

GlobalGlobal Indonesia

10.7%10.7% 2.5%

53.8%53.8% 20.1%

19.3%19.3% 14.0%

3.0%3.0% 10.5%

How long do you expect new hires to stay ?How long do you expect new hires to stay ?

10.4%10.4% 51.6%

Competing for TalentCompeting for Talent

In recent years organizations In recent years organizations have turned to marketing have turned to marketing themselves to candidates themselves to candidates much in the way they market much in the way they market their product and services.their product and services.

Job seekers know this, so they Job seekers know this, so they look for organizations that can look for organizations that can offer them something more offer them something more than just a good salary.than just a good salary.

Competing for TalentCompeting for TalentAside from salary and benefits, candidates are most Aside from salary and benefits, candidates are most

interested in advancement, job security, and work/life interested in advancement, job security, and work/life balancebalance

Opportunity to advance

A creative or fun workplace culture

Challenging work

Promise of stability/job security

Balance between work and personal life

A compatible work group

Flexible work conditions

Ample vacation

73.2%73.2% 78.2%GlobalGlobal Indonesia

43.2%43.2% 43.5%

50.1%50.1% 33.8%

52.1%52.1% 26.8%

51.8%51.8% 23.3%

36.3%36.3% 12.3%

30.1%30.1% 7.3%

13.0%13.0% 2.2%

Competing for TalentCompeting for TalentOn average, rate your new hires on the following On average, rate your new hires on the following

characteristics (rated % Good or Excellent)characteristics (rated % Good or Excellent)

Overall productivity

Overall fit between abilities and job requirement

Likelihood of staying with organization

Promotion/leadership potential

Overall job performance

86.7%86.7% 68.4%OverallOverall Indonesia

87.5%87.5% 68.4%

76.2%76.2% 67.9%

63.7%63.7% 44.1%

89.7%89.7% 69.8%

What’s on Professional Life:What’s on Professional Life:Success ProfileSuccess Profile

IDEALLYIDEALLY, there are 4 (four) aspects someone had to , there are 4 (four) aspects someone had to have in order to be successful in their job/roleshave in order to be successful in their job/roles

What I have done

What I know

PerformancePerformance

Job Exposure/Experience

Behavioral Competency

Knowledge - Organizational - Technical

PersonalAttributes*

What I can do

Who I am* Personal Attributes describe the personal characteristics of each individual (strengths and weaknesses), not the role

Competencies/DimensionsCompetencies/Dimensions

Those things people Those things people need need to be goodto be good at in order to at in order to be effective in their jobs be effective in their jobs

and meet the and meet the organization’s needsorganization’s needs

Soccer Player DimensionsSoccer Player Dimensions

Behavioral CompetenciesBehavioral Competencies Teamwork Persistence Initiating Action Judgment

Sample

Technical CompetenciesTechnical Competencies Kick Run Defend

Core CompetenciesCore Competencies

Initiating ActionInitiating ActionTaking prompt action to accomplish objectives, taking action to achieve goals beyond what is required; being proactive.

Continuous LearningContinuous LearningActively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.

Contributing to Team SuccessContributing to Team SuccessActively participating as a member of a team to move the team toward the completion of goals.

Building Strategic Working RelationshipBuilding Strategic Working RelationshipDeveloping and using collaborative relationships to facilitate the accomplishment of work goals.

Make it !Make it ! or or Break it !Break it ! Period Period

Most of young professionals Most of young professionals agree that the promise of their agree that the promise of their profession is great – once they profession is great – once they survive the first year:survive the first year:

Culture Shock

Accepting the Client’s View

Lifestyle Adjustment

Self Empowerment

Experience-it vs Just-Do-it

DON’T WASTE YOUR TIME !!!!!DON’T WASTE YOUR TIME !!!!!

Wrap UpWrap Up

Campus Life vs Professional Campus Life vs Professional Life.Life.

Responsible for your own Responsible for your own development.development.

Grab as many opportunities Grab as many opportunities and learning points.and learning points.

Be in the race ! Don’t be the Be in the race ! Don’t be the spectator !spectator !

ON YOUR MARK….GET ON YOUR MARK….GET SET…GO !SET…GO !

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