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

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

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

4. 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

5. 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%

6. 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%

7. 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%

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%

9. 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% %
10.7% %
53.8% %
19.3% %
3.0% %
10.4% %

10. 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.

11. 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% %
13.0% %

12. 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%

13. 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

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

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

16. 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.

17. 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 !!!!!

18. 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 !

19. THANK YOU