Sepenting Apa Sih Kualifikasi Umur Saat Rekrutmen?

Summary

In this episode of Permata Podcast, Hilda interviews Mrs. Sawitri, the Human Capital Manager at Permata Indonesia, discussing the evolving dynamics of workforce generations, including Gen Z, millennials, and baby boomers. They dive into key topics such as generational differences in work habits, the importance of experience over age in recruitment, and the impact of technology on productivity. Mrs. Sawitri shares insights on how HR strategies are adapting to retain talent, manage turnover, and maintain transparency in compensation, while emphasizing the significance of understanding company culture for successful recruitment.

Takeaways

• 😀 Generational differences in the workforce impact how employees work and what they expect from employers. Baby Boomers are more traditional, while Gen Z is tech-savvy and prefers fast-paced, creative environments.
• 😀 Millennials rely heavily on gadgets and technology for work, making them adaptable to tech-driven roles but sometimes struggle with balancing work and personal time.
• 😀 Gen Z employees are highly innovative and prefer startups because of the fast, creative, and flexible work culture they offer.
• 😀 Age is not as important as experience in the recruitment process. For example, younger candidates with work experience are as valuable as older candidates with more experience.
• 😀 Recruitment strategies should focus on detailed qualifications, including internships and relevant job experience, not just the company name or position title.
• 😀 Companies must adapt to generational needs. Gen Z expects a modern work culture, while traditional companies may face challenges in keeping them engaged.
• 😀 Work culture transparency is important. Candidates should research a company's culture to ensure a good fit before applying for a position.
• 😀 High turnover rates, especially in sales, can be managed through strong recruitment databases and job fairs to maintain a steady stream of candidates.
• 😀 Employee retention strategies include maintaining a family-like company culture, where openness and transparency are key factors.
• 😀 Salary transparency can lead to issues like resentment among employees, especially when pay discrepancies exist, so companies often keep it confidential to avoid tension.

Q & A

What is the primary focus of the podcast episode featuring Bu Sawitri?

The episode focuses on human resources (HR) topics, including employee qualifications, generational differences in the workforce, and recruitment strategies in Indonesia.

How does Bu Sawitri describe the difference in work behaviors between generations?

Bu Sawitri explains that older generations, like Baby Boomers and Gen X, have more work experience, while younger generations like Millennials and Gen Z are highly tech-savvy, often relying on gadgets and digital tools in their work.

Why is the generational gap important when it comes to work culture?

The generational gap is important because it influences how employees adapt to different workplace environments. For example, Gen Z prefers fast-paced, innovative, and creative work cultures, while older generations may thrive in more traditional, structured environments.

How does Bu Sawitri suggest companies should handle recruitment in terms of age limitations?

Bu Sawitri mentions that age limitations in recruitment depend on the position. For entry-level roles, younger candidates may be preferred, while for senior roles, experience becomes more important than age.

What factors does Bu Sawitri consider most important when evaluating a candidate's qualifications?

The most important factors include experience, especially any relevant internships or previous job roles, and organizational involvement. She highlights that even a brief internship can be valuable if the candidate's role was substantial.

How does Bu Sawitri explain the importance of understanding a company's culture before applying for a job?

She emphasizes that candidates should research the company's culture to avoid surprises, especially since companies may differ in how they handle competition, collaboration, and expectations for employee performance.

What is Bu Sawitri's opinion on the importance of experience versus age in hiring decisions?

She believes that experience, even from a young age, can outweigh strict age considerations. For instance, a 25-year-old with work experience while studying is just as valuable as an older candidate with similar experience.

Why does Bu Sawitri stress the importance of providing detailed information about work experience in resumes?

She explains that candidates should clearly describe their roles, especially in internships, to showcase their contributions. This helps employers better understand the candidate’s skills and work experience.

How does Bu Sawitri suggest companies manage high turnover rates, especially in sales positions?

She mentions that companies use databases to manage high turnover, allowing them to quickly recruit and fill vacancies. Additionally, participating in job fairs and collaborating with local employment agencies helps maintain a steady pool of candidates.

What is Bu Sawitri's approach to maintaining employee retention in her company?

She attributes her company's success in retaining employees to its family-like culture, transparency, and openness. Employees are encouraged to communicate openly with management, which fosters trust and long-term commitment.