Hiring in Indonesia

Indonesia is an amazing country that offers a remarkable market opportunity, yet finding professionals here can be challenging. Navigating cultural differences and overcoming foreigners' limited grasp of the local market are substantial obstacles. Fortunately, we've already navigated these challenges, sparing you the effort. Below are the key Dos and Don'ts to guide you to success.

Yes, you will meet a lot the candidates who may embellish their resumes or overstate their previous job roles and responsibilities. This makes it challenging to discern who genuinely possesses the skills they claim to have.

The Solution: To mitigate this, a more in-depth approach to reviewing CVs is required. This involves:

• Conducting detailed interviews where you ask specific questions related to their claimed experiences and skills. You'll have check the real feedback from previous employers and colleagues as well as candidate's real KPI achievements.
• Implementing practical tests or assignments relevant to the job role to assess their actual capabilities.
• Reaching out to previous employers or references to verify the candidate's work history and performance.

Cultural differences can lead to diverse working styles, which might initially cause friction within multicultural teams. Understanding if the candidate will fit your company is crucial and if you don't have a vast experience of hiring in Indonesia yet it might be challenging.

And not only candidates have to adapt, but of course companies have to understand local culture better.

The Solution: Building a cohesive team involves:

• Designing the interview process to evaluate not only the technical skills but also the cultural fit of the candidate with your organization.
• Organizing team-building activities and cultural exchange sessions to foster mutual understanding and respect among team members.
• Providing cultural sensitivity training to both local and international staff to bridge any cultural gaps.

Salary expectations in Indonesia can vary significantly, especially for highly skilled positions. It's a common delusion that you can easily hire high professionals for a cheap price.

Here is an example: the average salary for a business development position on LinkedIn in Indonesia is around USD 900. However, based on our experience in hiring top-notch business developers for our clients, the real figure is closer to USD 4000 per month if you're seeking highly qualified individuals with a proven track record.

A top talent might command a higher salary than anticipated, based on market standards.

The Solution: Ensuring competitive compensation involves:

• Conducting thorough market research to understand the salary range for specific roles within your industry in Indonesia.
• Being open to negotiations and offering a competitive package that reflects the value the candidate brings to your company.
• Including non-monetary benefits and growth opportunities in the compensation package to make the offer more attractive.

Pros:

• Wide Network: Their global reach can tap into a larger pool of candidates, including those willing to relocate.
• Experience with Expatriates: They are often well-versed in hiring expatriates, understanding the complexities involved.

Cons:

• High Cost: Their services can be expensive, with fees typically a percentage of the hired candidate's annual salary.
• Generalist Approach: They may excel in common roles but struggle with niche or highly specialized positions that require deep local market understanding.

Each of these methods has its place depending on the specific needs, budget, and timeline of your hiring process.

Indonesia's talent landscape is rich and diverse, offering a wealth of opportunities to build a dynamic and successful team. ID Hunter is your partner in navigating this landscape, ensuring a seamless and effective recruitment process. Let us help you unlock the potential of Indonesia's talent market and propel your company to new heights.