How would you describe your current role to a HR outsider?

Managing a team of 5, I'm a talent acquisition that also see the importance of honest employer branding. I and my team are responsible for talent attraction and manpowers (in-house) fulfillment, ranging from roles in operations to tech & product. She & her team work closely with the C-level and department leaders.

What is a common misconception about the work you do?

I only do the interviews and offer - in fact, more works before, during, and post hiring.

How did you get started in your HR career?

I am not someone from HR background initially, but from Political Science. I was once worked in account management in a marketing & communication agency. One day I got offered by an executive recruitment agency to work as a headhunter, I thought the role is basically similar with account management, but the difference is I manage employer and potential employees, so I took the chance.

From then, i feel more interested in internal Talent Acquisition than being a headhunter, a third party, and starting to build my career portfolio in the field. Now, been discovering the importance of Employer branding to supporty my job in talent acquiring, I am also exploring Employer Branding concepts.

Describe the most impactful HR project you've personally worked on.

I set up the recruitment flow and implement a 'kind & authentic' recruitment concept in my current company, combining my experience and the pain points of my candidates and me (as a candidate). Employers most often consider that their bargaining value is higher than the job seekers, but in fact, we need each other; we need their talents and talents need the job. So me and team try to give out our best hospitality and the most clear information we can, so that candidates can consider objectively before joining.

We also assist our new joiners during their probation period; acting as their friend or go-to person if they don't know where to share certain issues or complain. Overall, these resulted in good feedbacks from candidates and new joiners, and low turnover rate.

What is one HR/future of work trend or change you're not convinced will work for SEA startups?

Overpaying people and put fresh grad from overseas uni in senior/manager level.

What is one HR/future of work trend or change that you hope to see more of at SEA startups?

Not glorifying the office facilities and sell them as the main attraction for talents, especially fresh grads, because why should we? We need more honest and authentic employer branding from SEA startups.

What is your favourite HR resource that you would recommend to this community?

The AIHR blog and Gadjian blog (Indonesian), also HBR articles.

Lastly, where are you based, and where would you take friends visiting your city for the first time? 

I am based in Indonesia, and will take friends to Yogyakarta, exploring the culinary heritage (though I live in Jakarta, but yeah, not so good air quality)!