Revealing the process of recruiting sensitive positions

Come on, it’s time to reveal the process of recruiting sensitive positions in a company. Usually, what needs to be checked.

In carrying out the process of recruiting employees, companies usually have set a certain number of certain criteria, in addition to general requirements.

If looking for staff positions, technical capabilities are prioritized than managerial abilities.

For example, position sellerOf course, prospective employees do have a background in sales, marketing, and other related matters.

Another case, when the company wants to attract the position of General Manager, of course managerial skills up leadership It is more needed.

So what about sensitive positions like Finance and accounting, procurement (procurement of goods), or higher managerial position.

A number of technical requirements are required, as well as possible with other non -technical conditions such as leadership.

However, there are those who suggest that there are additional conditions, especially related to financial behavior which is certainly not familiar in Indonesia.

In other countries, there may be additional checking of criminal track records. Things that might not be known in the country.

Blog Skillife interviewed Dr. Maharsi Anindyajati MPsi., Psychologist some time ago to find out more about this.

The woman who is familiarly called Nina is a doctor of psychology graduate from Padjadjaran University and Consultant in the Field Human capital at PPM Management.

“In my opinion, this is a question whose answer is not simple, what are the criteria for the indicator?” he said.

Nina continued if the company usually applies criteria or requirements when recruiting based on many things.

Starting from mark companies, business processes, organizational strategies that are passed down to competencies demanded in each position.

Thus, the recruitment criteria will be in harmony with what the organization needs from each person to support the achievement of the company’s targets.

This is the main umbrella when the company wants to make an indicator of the requirements when starting the employee recruitment process.

It’s time to reveal the process of recruiting sensitive positions in a company

One of the conditions that began to be included by the company to check the financial behavior of employee candidates, of course, through SLIK OJK or BI Checking.

By the way, TWO inspect is a system of checking credit history in the Bank Indonesia Debtor Information System conducted by the debtor.

At the moment, BI examination has changed to the Financial Information Services System (SLIK) OJK (Financial Services Authority) since January 1, 2018.

“Need to not use financial checks. Means using BI inspectAlthough this has not guaranteed. This is just one way to check, not the only one, “said Nina.

He continued that checking BI Checking does not guarantee a person’s financial behavior. Someone has a bad credit score, not necessarily due to financial problems, it could be due to psychological.

There are people who have a bad credit score problem because they have a lifestyle exceeding income, of course this is related to psychological.

Another case, when someone has a credit score because there is a bad credit because they have to support the family or even become a generation sandwich.

A number of companies that are more concerned with competence Hard skillstemporary soft skills like attitude Forgotten.

“Many companies have escaped, the important thing intelligent“Nina said. He added that the employee recruitment process was indeed complex.

The process of recruiting higher positions requires a deep test

In the recruitment process, there is a deeper use of tools to uncover a person’s psychological side.

The higher and sensitive the position of a candidate, requires a deep test. The thing is different from the position Entry level.

One test commonly used to evaluate the suitability of a person for certain jobs, especially those that have a high risk or that demands emotional stability is MMPI (Minnesota Multiphasic Personality Inventory).

However, the use of MMPI in arrangement Recruitment of selection must be done extra carefully because basically this test is designed for clinical purposes, namely measuring personality and psychopathology, not to assess the suitability of individuals with a job (suitable work).

In addition, tests that are able to dig in depth also require expensive fees. Tests like this do require expensive costs because of comprehensive. This certainly returns to companies that want to recruit, whether you want to do it or not.

Well, for those of you who want to find out about careers and credit scores, there are several articles that discuss it, one of which is about an influential financial background in work performance.

Then there is an article about whether or not financial checking when recruiting employees. There are those who fail to work because the credit score is bad.

Want to set aside money in a good and right way, there are a number of saving tips that can be adjusted to the financial profile on the Skillife blog.

Always make sure to check the credit score using the SCIREMELIFE application before applying for a car purchase credit Second to finance institutions.

Come on, collect the scorepoint by routinely using the Mayapada Skillard credit card. Don’t forget to exchange the scorepoint with Garuda Miles or Krisflyer Miles.

Want to do culinary tours of Nusa Tenggara or Bali, make sure you have read the latest articles on the Skrimard blog. Come on, eat and travel.