Jobs Market In Indonesia Remains Strong

International award-winning executive recruitment company Monroe Consulting

Group has advertised 54 new senior-level job openings in just three days, indicating
ongoing confidence in the recruitment companys reputation in the emerging
markets in which it operates and the wider economic picture in Southeast Asia.
Head of Product Job (Online, E-commerce)
Country Sales and Marketing Manager Job
Manufacturing Development Manager Job
Plant Controller Job
Managing Director Job
IOS Android Application Developer Job
Corporate Human Resources Manager Job
Program Director Job (NGO)
Sales Manager Job (Payment Gateway)
Online Banking Project Manager Job
Logistic Specialist Job
VP Digital Marketing-Online Marketing Job

Andrew Hairs, Monroe Group managing director, said that despite an increasing
number of negative articles about economic prospects in emerging markets, the
search for senior-level professionals remained highly competitive. Although we are
seeing a number of companies that are no longer comfortable offering salary
increases above 25 percent, the job market in Southeast Asia remains very strong for
people seeking new opportunities, Andrew said.
Bagus Hendrayono, managing director at Monroe Indonesia, said the recent surge in
job vacancies illustrated that more-and-more leading national and multinational
companies operating in Indonesia were trusting the companys superior recruitment
capabilities across a number of key industries.
In the past few days we have filled a number of key executive-level job openings
with high-profile corporate clients, but new positions are opening up daily, Bagus
said. We have 57 job openings available as of today, particularly in the consumer
goods and information technology industries.
Monica Viladot Medina, managing director of Monroes newest branch operation in
Kuala Lumpur, Malaysia, said the recruitment company had posted a record number
of job openings, on the back of its strengthening reputation in the country.

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Employers Warned Against Long Notice Periods

Are Indonesian Companies Ready for the E-commerce

Revolution?

A leading employment lawyer has warned companies against

forcing employees to serve excessively long resignation periods,
saying that in many cases, the notice periods can cause businesses
more harm than good.

The world is changing. Consumers are changing. Business is

changing. Are you keeping up with your customers?

Ravindra Kumar, a practitioner in industrial relations dispute

resolution said that this was particularly true for notice periods
that were sometimes as long as two or even three months in
duration. There may, however, be exceptions in some industries
and certain key positions for the imposition of a long notice
period.
In my experience, when you have three-month notice periods for
resignations, there can be potential problems because the
employee has already demonstrated they wish to leave the
company, Mr Kumar said. So employers are potentially placed
in a situation where an employee can damage the reputation of
the company, they can destroy documents and other things.
Sometimes this period is too excessive.
Mr Kumar, said that as soon as an employee resigns, it was often
best that they leave their jobs with immediate effect, and for all
outstanding monies to be paid to them. This was true for both
employees who had secured new work, or for employees who
were actively seeking new job opportunities.

This was one of the key questions asked at an event titled

Customer 360 From Offline to Online How To Get Your
Company Ready hosted by Magento, a leading content
management system for E-commerce websites, and the
companys partner in Asia, I.CUBE (PT Inovasi Informasi Indonesia)
during an event in Jakarta recently.
Adeline Wu, a recruitment consultant from the Technology
Division of Monroe Consulting Group Indonesia, said it was crucial
that Indonesian companies embraced the change to match
consumer behaviour and preferences and embrace the mobile
mind shift to ensure positive growth.
The strategies for moving online in each country are different.
We need to consider things like language barriers, ability to adapt
to new technologies, payment systems, and our infrastructure,
among others, Adeline said. On top of that, we need to ensure
that our products stand out.
Jotinder Dhillon, another recruitment consultant from Monroe
Indonesia, said payment gateway services were also emerging
with an increasing number of companies emerging with
innovative and comprehensive choices of payment options.
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Benefits of Pre-Employment Screening Testing

Questioned
As companies strive to hire the best and brightest professionals
Indonesia has to offer, multinational and national companies have
been advised to focus less on the results of pre-employment
screening tests to make hiring decisions and instead trust the
instincts and expertise of human resources professionals and
managers involved in the interview process to best judges a
persons ability to do a job.
Monica Pribadi, head of human resources and general affairs with
PT Acer Indonesia, said Acer had previously relied heavily on preemployment screening but this year had made the conscious
decision to cut aspects of the testing from its recruitment process,
including intelligence testing. We found that the tests are
sometimes effective in screening people but it also places
unnecessary restrictions on who we can hire, she said.
Sometimes people who do very well in the tests are not
necessarily the best people, and vice versa. Sometimes there are
other considerations their experience and maturity, for
example.

Doing Something That Matters

One of the most important things that Monroe Consulting Group
teaches its consultants is the importance of displaying high levels
of genuine care and empathy when providing recruitment
services. It is paramount that each of our team members
understand that they are in a position that allows them to do
something that really matters and bring positive results to people.
Given the importance of this core value to Monroe, it was a
particularly delightful day this week when one of our consultants
received a cake inscribed with the words, Thanks for bringing our
daddy back.
This simple message melted everybodys hearts and was an
important reinforcement that working in recruitment places us in
positions of being able to have positive impacts on the personal
as well as professional lives of the people they work with. In this
case, it was a father employed abroad who was able to return
home to Indonesia to take up a new position and be reunited with
his adoring family.

Monica said she was not criticising the pre-employment screening

assessments themselves, but were now moving in a different
direction. These days we use assessments more for the
development of our people, not as a hiring tool. It is much more
effective.
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Monroe Consulting Group has defended its title as Best Small Recruitment Business in the Asia-Pacific for a record third straight year at
the Global Recruiter Asia Pacific Industry Awards 2015 in Singapore. Monroe was also honoured with Best Overseas Operation, an award
the recruitment company won in 2013, but narrowly missed out for Best In-House Training, its first nomination in this category.
Monroe Group Managing Director Andrew Hairs, speaking at the award ceremony on Thursday night (Oct. 1) said he was delighted for
both the company and his team of more than 100 recruitment consultants operating in emerging markets in Southeast Asia, including
Indonesia, Thailand, Malaysia and the Philippines, as well as China, Chile and Mexico.
The Global Recruiter Asia Pacific Industry Awards has been running for four years and for Monroe to scoop Best Small Recruitment
Business three years in a row is a tremendous achievement, Mr Hairs said, adding that the category, open to businesses with turnovers
below US$35 million per year, recognised clear quantifiable billing success, a superior approach to supporting internal talent and great
customer service. It is fantastic to be recognized for customer service as this is something we have worked extremely hard to achieve.
Monroe also reclaimed its title of Best Overseas Operation, having won the award in 2013. The category is open to any recruitment
company based in the Asia Pacific, but trading elsewhere in the world. It recognises excellence in extending a strong recruitment service
in an increasingly global market. This includes involvement with and understanding of the destination countries, customer service,
candidate experience, corporate social responsibility and innovative approaches to connecting with candidates and clients.
We have opened up four new international offices in the past two years so this is a great acknowledgement of our efforts in emerging
markets in Southeast Asia and the wider Asia-Pacific region, Mr Hairs said. It also demonstrates that our business model can be replicated
across different markets.
Mr Hairs said that it was an honour to have been nominated for Best In-House Training, which recognised unparalleled training and
development for recruitment consultants. Monroe is dedicated to the development of our people and the success of our business model
is linked to our ability to train our own consultants to a high level, he said. To have even been nominated alongside some of the worlds
largest providers of human resources solutions was a monumental achievement in itself and it would have been a real underdog story had
we won.

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