Explore

Understanding The Market and User Needs

Research Result

Participant Profile

Participant Profile

Type

Company

Total

HR Specialist / Rekruter

Candidates

Desk Research

There are no rows in this table

⁠

Initial Hypotheses 1:

Businesses face challenges in finding and evaluating highly qualified candidates. There is an urgent need for a platform that can streamline the hiring process, reduce the time required, and improve the quality of candidate evaluations.

Finding H1

Finding H1

Question H1

Answer data collected

What are the biggest challenges faced today in sourcing and finding highly qualified candidates?

It is difficult to find candidates who have a combination of technical skills and soft skills that match the company's needs. The large number of companies competing to recruit highly qualified talent, especially in the technology and managerial fields. Finding suitable candidates in a broad and diverse labor market. Assessing whether candidates fit into the company culture through interviews and resumes alone.

How do you currently evaluate and screen candidates during the recruitment process? Also mention any specific tools or methods used if any!

Initial Screening using ATS (Applicant Tracking System) to screen CVs based on specific keywords. Competency Test with technical and psychometric tests to assess candidates' technical and personality skills. Multi-layered Interviews ranging from HR interviews to interviews with line managers and technical teams. Reference Check by checking references from previous jobs. Specialized Tools using platforms like LinkedIn for candidate sourcing and tools like TestGorilla for skills tests.

How long does it typically take to complete the hiring process from initial search to job offer? Where are the typical time bottlenecks?

Rata-rata proses perekrutan memakan waktu 4-8 minggu. Hambatan waktu biasanya terjadi pada:

Penyaringan awal yang memakan waktu karena volume aplikasi yang tinggi.

Kesulitan mengatur waktu yang cocok bagi semua pihak yang terlibat dalam wawancara.

Tahap negosiasi yang sering memakan waktu lebih lama dari yang diharapkan.

What is the average cost incurred in a recruitment cycle from initial search to job offer?

The average cost ranges from IDR 10-30 million or 15% - 30% of the annual salary of the position offered, depending on the position being filled. These costs include job advertisements, use of recruitment platforms, test fees, and time spent by the HR team.

How effective are current recruitment tools and technologies in helping to find and evaluate highly qualified candidates? What are the main perceived shortcomings?

Tools such as ATS and LinkedIn are quite effective in screening and finding potential candidates. The main problem is the limitation in accurately assessing cultural fit and soft skills, as well as the difficulty in efficiently managing a large volume of applications.

What are the expectations for improvement regarding the tools and technologies used to help streamline the process and improve the quality of candidate evaluations?

Use of AI to screen and assess candidates more accurately. Tools that can integrate with various recruitment platforms and skills tests. Platforms that are user-friendly and provide in-depth analytics to aid decision-making.

There are no rows in this table

⁠

Initial Hypotheses 2:

Existing recruitment tools and technologies do not fully meet the needs of businesses in terms of efficiency, effectiveness, and user satisfaction, so there is a great opportunity to create better solutions that better suit user needs.

Finding H2

Finding H2

Question H2

Answer data collected

Are the recruitment tools and technologies used today meeting the needs of the business in terms of efficiency and effectiveness?

In general, existing tools and technologies are quite helpful, but there is still room for improvement especially in terms of automation and more in-depth data analysis.

What are the major shortcomings of the recruitment tools and technologies used today?

Many tools are standalone and not well integrated. Difficult to assess soft skills and cultural fit with only digital tools. Difficulty in handling a very high volume of applications efficiently.

Are there certain features or functionalities that are expected to be present in the recruitment tool or platform to improve the efficiency and effectiveness of the company's recruitment?

Otomatisasi penyaringan CV dengan AI untuk meningkatkan akurasi dan efisiensi. Alat wawancara video yang terintegrasi dengan analitik. Fitur kolaborasi real-time untuk tim HR dan hiring manager. Analitik mendalam untuk mengukur efisiensi proses rekrutmen dan kualitas kandidat.

There are no rows in this table

⁠

Initial Hypotheses 3:

Businesses will be interested in using recruitment platforms that can save time, reduce costs, and increase user satisfaction in the recruitment process, especially if they offer innovative and user-friendly features.

Finding H3

Finding H3

Question H3

Answer data collected

Are you interested in using a new recruitment platform that offers time efficiency, cost reduction?

Very interested, especially if the platform can significantly reduce recruitment time and costs and improve the quality of selection results.

What are the key criteria that will influence the decision to adopt a new recruitment platform?

The platform should be easy to use and improve efficiency. Ability to integrate with existing systems. Powerful analytics features for recruitment process evaluation. Reliable and responsive support from the platform provider.

Are there any concerns or barriers in switching to a new recruitment platform?

The time and effort required to train the team to use the new platform. Challenges in integrating the new platform with existing systems. Security of candidate data and regulatory compliance.

What are the most important features or services for a new recruitment platform to have?

For automation and increased accuracy of candidate screening. User-friendly interface for all users. Comprehensive analytics to measure and improve the recruitment process. Ability to customize workflows according to company needs.

There are no rows in this table

⁠

User Needs Statement :

User

Needs

Insight

HR Specialist / Rekruter

HR Specialists or Recruiters need a recruitment platform that can automate the initial screening of candidates, reduce manual tasks, and speed up the interview and evaluation process by using AI technology and video interview integration. The platform should offer cost-effective solutions, support secure candidate data management and storage, and provide analytics tools for technical skills assessment and cultural fit. In addition, the platform should enable real-time collaboration between HR teams and hiring managers and integrate the tools needed during the recruitment process from ATS, skills tests, and video interview platforms.

There are no rows in this table

⁠

From data we able to get insight :

Time Efficiency in Recruitment:

Platforms that can automate manual tasks such as pre-screening and interview scheduling are helpful.

The use of AI and automation technology can speed up the candidate assessment process.

Recruitment Cost Reduction:

Cost-effective solutions are required to reduce cost-per-hire.

Employee referral programs and partnerships with universities can reduce recruitment costs.

Candidate Data Management:

A secure and easily accessible candidate data storage and management system is essential.

Encrypted ATS and cloud storage are required for security and efficiency.

Candidate Evaluation Quality:

Analytic tools and in-depth assessment features help assess technical skills and cultural fit.

It is important to have accurate candidate performance and cultural fit evaluations.

Recruitment Technology Integration:

Tools that can integrate with ATS, skill tests, and video interview platforms are required for a seamless workflow.

Recruitment platforms that support real-time collaboration between HR and hiring managers.

Importance of Candidate Experience:

A positive candidate experience during the recruitment process is critical to maintaining a company's reputation.

Automated feedback and process transparency improve candidate experience.

Challenge :

Talent Availability and Candidate Quality:

It is difficult to find candidates with the right combination of technical and soft skills.

Competitive labor market makes it difficult to recruit highly qualified talent.

Difficulty in Assessing Cultural Fit:

Assessing a candidate's cultural fit through interviews and resumes is often ineffective.

Requires more accurate methods to assess cultural fit.

High Volume of Applications:

Managing and screening a large volume of applications takes a lot of time and resources.

ATS and AI are required to assist with automated screening and managing large volumes of applications.

Recruitment Cost Efficiency:

Reducing recruitment costs is a priority, but difficult to do without compromising candidate quality.

Metrics to measure cost efficiency and quality of hire are necessary.

Collaboration between HR and Hiring Managers:

Lack of effective collaboration tools between HR teams and hiring managers slows down the selection process.

Requires a platform that supports real-time collaboration and mutual feedback.

Candidate Skill Gaps:

Identify and address skill gaps among candidates who apply.

Training and development, as well as mentorship programs, are required to address skill gaps.

Want to print your doc?
This is not the way.

Try clicking the ⋯ next to your doc name or using a keyboard shortcut (

CtrlP

) instead.