Recruitment Support Services
Securing talented human resources (HR) is an important factor in the business operations of Indonesia. The unique HR landscape of Indonesia, with its six officially recognized religions and over 300 ethnic groups, makes matching employers with job seekers particularly complex. Additionally, Indonesia prohibits foreigners from engaging in human resources and labor management tasks, necessitating the support of Indonesian staff during the recruitment process.
We listen to our client’s needs, filter candidates to find the best match, and provide end-to-end support through the negotiation and hiring process. Our team includes professionals with over 20 years of experience in recruitment, HR, and labor management, who also hold certified HR qualifications in Indonesia. This enables us to offer flexible and tailored consulting services.
Client Consultation
First, we conduct a consultation to understand your current requirements, desired candidate profile, compensation package, and future schedule. We can also provide advice on the most suitable candidates for each department. (Method of consultation: Email-based or online/offline meetings)
Step 1 : Candidate Filtering
We select multiple candidates through our proprietary process and filter them to match your needs.
Step 2 : Online Testing for Candidates
We conduct online tests to evaluate psychological and competency aspects. The psychological test analyzes 15 factors, including personality assessment, mental health, empathy, depression, confidence, ego, optimism, distractibility, dependency, and ability to work under pressure. The competency test measures practical skills relevant to our various departments (accounting, tax, labor, legal, visa, and general affairs).
Step 3 : Offline Interviews with Candidates
Candidates who pass the online tests proceed to offline interviews. During these interviews, we gather detailed information about family background, medical history, and any issues in current or previous employment. We comprehensively assess their personality, abilities, communication skills, posture, attitude, behavior, habits, cooperation, and appearance.
Final Candidate Reporting and Matching
We report multiple candidates who have passed our three-step process. The client can then select candidates for a final interview. We arrange interview dates and times with the final candidates. If desired, our professionals can also attend the final interviews.
Notification to Successful Candidates and Work Commencement Coordination
After the final interview, we notify the selected candidates of their success and, if necessary, negotiate the start date of their employment. Our support concludes with this notification.
Uchida-Kraepelin Performance Test
The Uchida-Kraepelin test is a psychological assessment developed by Yuzaburo Uchida, based on the work curve discovered by German psychiatrist Emil Kraepelin.
With a history of over 60 years and over 50 million users, this test is a simple yet unique aptitude assessment that involves performing basic addition within a time limit. Unlike many aptitude tests requiring multiple different assessments to measure a candidate’s “intelligence” and “personality,” the Uchida-Kraepelin test can measure both traits simultaneously.
The test evaluates two key aspects: “intelligence,” or how quickly and efficiently a candidate can process tasks, and “personality,” or the characteristics displayed when performing tasks. This dual measurement improves the efficiency of recruitment processes and helps reduce mismatches within organizations. Beyond recruitment, the Uchida-Kraepelin test is also used for employee promotions and group or team analysis.
Revealing Aspects Not Apparent in Interviews or Questionnaire Tests
The primary feature of the Uchida-Kraepelin test is that it assesses candidates purely through “tasks.” In interviews and questionnaire-based tests, responses can be influenced by the candidates’ intentions. However, the Uchida-Kraepelin test often reveals traits that even the candidates themselves may not be aware of through their task performance.
Why It Can't Be Conducted as a Web Test
To clarify, the Uchida-Kraepelin test cannot be conducted as a web test. This is because the test relies on applying “task load,” which includes physical stress. The use of paper and pencil is not due to a lag in digitization but because this task load brings out characteristics that cannot be identified through questionnaires.
Proven Reliability with 700,000 Annual Users
Although it cannot be conducted online, the Uchida-Kraepelin test is not difficult. It is a convenient test that can be administered simultaneously to one person or several hundred people. Therefore, approximately 700,000 people take the Uchida-Kraepelin test annually, both domestically and internationally. Despite its unique informational value, the test remains affordably priced.