You ! as a newly Graduate Students from campus life to professional life…

1. Kampus Biru UGM Fakultas Pertanian Yogyakarta, 26 April 2006 You ! as a newly Graduate Studentsfrom 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 ? • Self-motivated • Willingness to work hard • Leadership potential • Think of their feet • Compatible with the team and the company OverallIndonesia 77.3%81.7% 68.2%68.8% 46.4%41.6% 52.0%31.9% 74.6%22.1%

6. Quality of HiresWhat is the biggest interview turn off ? Global Indonesia 6.3% 3.3% • 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 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 HiresAfter candidates have been hired, what do you learn about them that surprises you ? Overall Indonesia 28.6% 35.0% • 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. 37.8% 33.4% 30.1% 24.3% 11.3% 23.3% 15.6% 14.8%

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

9. Employee RetentionMost current managers stay in their jobs for six years or more How long do you expect new hires to stay ? GlobalIndonesia • 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%

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 TalentAside from salary and benefits, candidates are most interested in advancement, job security, and work/life balance Global Indonesia 73.2% 78.2% • 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 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%

12. Competing for TalentOn average, rate your new hires on the following characteristics (rated % Good or Excellent) OverallIndonesia • 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. Performance Behavioral Competency Job Exposure/ Experience Personal Attributes* Knowledge - Organizational - Technical Who I am 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 What I have done What I can do * 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. Soccer Player Dimensions Behavioral Competencies • Teamwork • Persistence • Initiating Action • Judgment Sample Technical Competencies • Kick • Run • Defend

16. Core Competencies • Initiating Action • 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