This document discusses digital recruitment strategies and best practices. It provides details on Priskila Rumondor's experience and credentials in human resources. The document then covers topics like the challenges recruiting teams face, trends in recruiting, what millennials look for in employers, job seeking behavior, building organization infrastructure versus recruitment, the recruitment process from sourcing to selection, and strategic considerations for recruitment.

1. DIGITAL
RECRUITMENT
www.helpster.
asia

2. § CERTIFIED HR PROFESSIONALS
§ CERTIFIED ORGANISATION DEVELOPMENT
§ CERTIFIED BUSINESS PROCESS MODELLER
§ AVP OF HR REDDOORZ
§ REGIONAL HEAD OF HR ALODOKTER
§ REGIONAL HEAD OF HR HELPSTER
§ FOUNDER OF HR LEADERS START UP ASSOCIATION
§ ADVISOR OF HOPE FOUNDATION – MENTAL HEALTH
Email: priskila.rumondor@gmail.com IG: priskila.rumondor WA: 082311171010

3. Competition
for talent
Linked-In
Talent Solution
Research
(2017)
What are top
challenges your
team is facing?
Business
development
Limited
budget
Small recruiting
team
Poor communication
with hiring managers

4. WHAT ARE
THE MAIN
ISSUES? Recruiting more
diverse candidates
Soft skills
assessments
Innovative
interviewing tools
The most important trends that will
define the future of recruiting are
(Based on 4000 talent acquisition
professionals, Linked-In Talent Source,
2017)

5. WHAT ARE
MILLENNIALS
LOOKING
FOR?
The #1 thing they want to know about
your company is your:
And, they care more about the perks
and benefits than older professionals:
Culture and values
The top 3 reasons why they accept a
job are:

6. JOB SEEKING
BEHAVIOR
of millenials are eager to learn about
job opportunities
But when they hear about a job, they often
don’t know anything about the company
compared to other generations:
And, this one of the top 3 obstacles to them accepting a job:
Not knowing what the
company is like
Applying and not
hearing back
Not understanding the
role
To find out more, they’re more likely than other
generations to follow your company on social media:

7. BUILDING
ORGANIZATION
INFRASTRUCTURE VS RECRUITMENT
SWOT

8. Our mission
is to organise
the informal
workforce
Helpster is a platform that enables
companies to hire pre-qualified
daily workers at scale, fast.
Whether it be for short or longer
term assignments, the platform
ensures that your company is
compliant.

9. VALUES
Value for Clients (Customer)
Fast, Scale, Quality of worker
Value for Worker
Better livelihood (earn money and living
through the right jobs+social security)
Convenience (tech allows worker to
find the right & legit jobs faster, easier)

10. Informal sector
employment
in selected
Asian countries
(workforce, in percent)

11. “Our target is to be
the manufacturing
hub of ASEAN,”
Airlangga Hartarto
Minister of Industry

13. Productive Age
Socio-Cultural
Past Working Background
Tec
h
Convention
al
19 60
Liberal Religious
Tradition
al
Moder
n
Converting Business Plan to HCM – What’s inside
Population Studies

14. Average
Age
Tech Conventio
nal
60
Gender Femal
e
Male
2819
75%
46%
Relations
hip Status
Marriag
e
Single40%
Converting Business Plan to HCM – What’s Inside
Population Studies

15. FROM STRATEGY
TO PRACTICE -
ACQUIRING
Strategic HR
Planning
Job Profile
(Job Desc, Job Spec)
Recruitment
Selection
Job Analysis
Job Evaluation
(Job Desc, Job Spec)
-Comp & Ben
-Performance Appraisal
- Other HRM purposes

16. RECRUITME
NT
Sourcing - Digital Screening Test
Interview
Techniques
Scoring System Reference Check

17. SOURCIN
G
Online
Website
Media Advertising
Other site:
Jobstreet, LinkedIn,
TIA, Indeed,
Helspter, etc
Offline
Internal
Transfer
Promotion
References
Referrals
External
Job fair
Campus
Recruitment
Recruitment
Agency

18. INTERN
AL
Internal Advantages
• Motivator for good performers
• Familiar with Org Culture
• Reduced Cost
• Better assessment
Internal Disadvantages
• Demotivating factors
• Political Fighting in promotions
• Management development
program required
• Create another vacant position
EXTERNAL
External Advantages
• Fresh perspectives
• Shortcuts for training
• No political supporters
• New Industry insights
Internal Disadvantages
• Risk of organizational fitness
• Demotivating for internal good performers
• Longer adjustment

19. SOURCING
ONLINE
- HELPSTER

20. SOURCING - SOCIAL
MEDIA

21. SCREENIN
G
7 Second
Rules
Matched
background

22. SCREENIN
G
We match workers / applicants based on:
Distance from Workplace
Experience
Worker Survey
Result
Helpster is an app to find casual job that can make
me earn more money and income, and I don’t
have to go around applying for jobs
I believe Helpster is trustable, has jobs that match my
skills and location, with good companies, wage, and
working condition”
Every job that I got from Helpster matched my
preference and profile
86/100
83/100
60/100
I’m satisfied with benefits that Helpster gives80/100
One of the reason I joined Helpster is because
Helpster has a good reputation
86/100
I will recommend Helpster to friends / family if they
want to earn more and convenience in work
86/100

23. TEST
• Hard Skill
• Physical
• Online
• Soft Skill
• Behavioral – personality test online
• Upon interview gesture, microexpressions
• Offline à Online test
https://richardstep.com/dope-personality-type-
quiz/dope-bird-4-personality-types-test-questions-
online-version/

24. INTERVIEW
TECHNIQUE
S
Welcoming Experience
Interview Experience
• Opening
• Content
• Closing
Follow Up Experience
DIGITAL à video
Based on Vision, Mission,
Values, Goals Company
upto the Individual KPI
STAR Method for past
performance and self-values

25. INTERVIEW
DO’S AND
DON’TS

26. Do’s
- Limit Distractions
- Put applicants at ease
- Objective decision despice subjective
reaction of applicant’s personality and
background
- Understand and emphatize with applicant
anxiety
- Provide clear understanding about:
- compensation &
benefits
- relocation
requirements
- travel requirements
- starting date
- deadline on
acceptance of the offer
- special job
requirements
Dont’s
- Unfriendly obdy gestures
- Discriminative comments or questions
- Ignore & neglect personal details of applicants
- Distracted
- Ask closed-ended questions
- Engage in stress tactics without debriefing
- End without closing

27. - Phone Interview
- Video Interview
- One of one Interview
- Panel Interview

28. STRATEG
Y
Meet them where they are
Use social media to tell the story of your company
Supplement Annual Performance Review
Create Value and Meaning
Think outside the C&B: flexitime, telecommuting, etc,
Build an authentic company culture
Prioritize well being
Hire holistically: look for culture fit

29. 1
1
1
3
3
3
7
9
18
20
0 5 10 15 20 25
Website
JO
RW
Communities
Kelly
Michael Page
Reference
Monroe
Jobstreet
Linked-In
Recruitment Channels
Outcome
Recruitment:
Channels Vs
Costs
(Example)
Digital
Recruitment –
Cost Saving

30. Recruitment:
ACCEPTANCE
RATE
(example)
Offer Letters Out
89
Total Joining
66
Withdraw/Dropped
23
Acceptance Rate
74%
Direct Hires (incl.
Digital)
49
Total Cost
44mil
Cost Per Hire
902K
Hire thru Agencies
17
Total Cost
1.68bil
Cost Per Hire
96mil

31. Dept Heads Manager Supervisor Executive
AM W W W
CS A W W W
FIN W W W
MAR A A W
OD A W W
BD W W
PROD A
OPS
W W A W
B = Below Market Range, W = Within Market Range, A = Above
Market Range
Source: Kelly, Jobstreet, RW, payscale.com,
questionnaires, interview, HR communities
Recruitment:
Salary Survey
& Review
(example)