Kampus Biru UGM Fakultas Pertanian Yogyakarta, 26 April 2006 You ! as a newly Graduate Students from campus life to professional life…

OBJECTIVES A brief look of… What a recent graduate can expect from Professional Life ? What is Professional Life anyway..?

from campus to work life… What’s your imagination of Professional Life ?

Trends in Talent Management Organizations are putting a greater emphasis on finding highly skilled candidates with strong ethics and integrity. Employees are highly concerned with work/life balance and the availability of development opportunities. Source : DDI’s Selection Survey

The Hiring Landscape Aside from being able to meet job demands, what interviewee qualities do you pay most attention to ? Overall Indonesia Self-motivated Willingness to work hard Leadership potential Think of their feet Compatible with the team and the company 77.3% 81.7% 68.2% 68.8% 46.4% 41.6% 52.0% 31.9% 74.6% 22.1%

Quality of Hires What is the biggest interview turn off ? Global Indonesia 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% 3.3% 8.0% 6.2% 4.6% 7.2% 3.1% 8.9% 11.3% 11.5% 10.5% 19.3% 27.6% 20.0% 25.1% 23.6%

Quality of Hires After candidates have been hired, what do you learn about them that surprises you ? Overall Indonesia 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% 35.0% 37.8% 33.4% 30.1% 24.3% 11.3% 23.3% 15.6% 14.8%

(Quality of Selection System) How We Hire The most common hiring methods are behavior-based interviews, applications & resume screening, and reference checks (Quality of Selection System) Occasional Extensive Ability Test Knowledge Tests Motivational Fit Inventories Assessment Behavior-based interviews 6.8% 7.3% 6.6% 7.3% 6.7% 7.3% 7.0% 7.3% 5.9% 7.0%

How long do you expect new hires to stay ? Employee Retention Most current managers stay in their jobs for six years or more How long do you expect new hires to stay ? Global Indonesia Six months 1 years 4 years 6-10 years 11-15 years Until retirement 1.0% 0.3% 10.7% 2.5% 53.8% 20.1% 19.3% 14.0% 3.0% 10.5% 10.4% 51.6%

Competing for Talent In recent years organizations have turned to marketing themselves to candidates much in the way they market their product and services. Job seekers know this, so they look for organizations that can offer them something more than just a good salary.

Competing for Talent Aside from salary and benefits, candidates are most interested in advancement, job security, and work/life balance Global Indonesia 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% 78.2% 43.2% 43.5% 50.1% 33.8% 52.1% 26.8% 51.8% 23.3% 36.3% 12.3% 30.1% 7.3% 13.0% 2.2%

Competing for Talent On average, rate your new hires on the following characteristics (rated % Good or Excellent) Overall Indonesia Overall productivity Overall fit between abilities and job requirement Likelihood of staying with organization Promotion/leadership potential Overall job performance 86.7% 68.4% 87.5% 68.4% 76.2% 67.9% 63.7% 44.1% 89.7% 69.8%

Behavioral Competency What’s on Professional Life: Success Profile IDEALLY, there are 4 (four) aspects someone had to have in order to be successful in their job/roles Performance Job Exposure/ Experience Behavioral Competency Knowledge - Organizational - Technical Personal Attributes* What I have done What I can do Who I am * Personal Attributes describe the personal characteristics of each individual (strengths and weaknesses), not the role What I know

Competencies/Dimensions Those things people need to be good at in order to be effective in their jobs and meet the organization’s needs

Behavioral Competencies Technical Competencies Soccer Player Dimensions Behavioral Competencies Teamwork Persistence Initiating Action Judgment Sample Technical Competencies Kick Run Defend

Core Competencies Initiating Action Continuous Learning Taking prompt action to accomplish objectives, taking action to achieve goals beyond what is required; being proactive. Continuous Learning Actively 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 Success Actively participating as a member of a team to move the team toward the completion of goals. Building Strategic Working Relationship Developing and using collaborative relationships to facilitate the accomplishment of work goals.

Make it ! or Break it ! Period Most of young professionals agree that the promise of their profession is great – once they 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 !!!!!

Wrap Up Campus Life vs Professional Life. Responsible for your own development. Grab as many opportunities and learning points. Be in the race ! Don’t be the spectator ! ON YOUR MARK….GET SET…GO !

THANK YOU