Download indonesian job market - Monroe Consulting Group

Monroe Consulting Group
INDONESIAN JOB MARKET
Monroe Overview
Executive Recruitment Firm
Established in 1998
Focused on S.E.A
Mid to Senior Level Appointments
Service 4 key Industries
6 years in Indonesia
Part of International network
Experts in professional recruitment
Job Availability / Candidate Availability
120
100
80
60
40
Jobs
20
Candidates
0
Unskilled
Fresh Graduate
Mid Level
Senior
Indonesia has an over supply of people at the low end and under supply at the top
Skills Shortage
Indonesian CEO were recently asked
“Does your organization have a shortage highly qualified staff?”
11%
5%
10%
Serious Shortage
Significant Shortage
32%
42%
Some Shortage
Little Shortage
No Shortage
Statistics provided by Castle Asia
Indonesian CEO were recently asked
“The lack of skilled people is most apparent in . . .”
Job Types
Technical
Marketing & Sales
HR
Financial
Other
Job Levels
138
135
132
131
47
Middle Management
Senior Management
Production/Operations
Entry Level
Other
164
135
128
102
25
0= No lack of skilled people; 5 = Serious lack of skilled people
Statistics provided by Castle Asia
Indonesian CEO were recently asked
“Lack of available qualified personnel is mainly found in . . .”
Indonesian Nationals
196
Expatriates
76
Both
63
0= No lack of skilled people; 5 = Serious lack of skilled people
Statistics provided by Castle Asia
Indonesian CEO were recently asked
“Obstacles to daily operations and business growth.”
Difficult to find qualified management staff
Government's inconsistent application of regulations
Government's rigid employment regulation
Legal restrictions on firing staff
Difficult to find qualified technical staff
Restrictions on expatriate work permits
Difficult to find qualified expat staff
Maximum retirement age
Age limits on expat staff
183
171
170
169
161
142
108
98
76
Statistics provided by Castle Asia
Overheated Job Market
The current skills shortage at the mid to senior level in Indonesia has resulted in an
overheated job market.
Salaries at the top level are accelerating faster than lower levels, widening the economic gap.
Top tier employers are waging a talent war as they try to secure the best people
Salary increases between 20% - 30% to entice people to change employer
My Profile
Bachelor of Communication, Hogeschool van Arnhem en Nijmegen, The Netherlands
Passionate about people and communication
3 years in recruitment – internal and external recruiter
Successfully placed 21 Senior professionals this year (and still counting)
Division Head of Finance and Banking
Youngest Division Head in Monroe Consulting Group
Hiring Overseas Graduates
Degree? Will be recognised as a highly desirable. However it is not just about the
university education but the life experience gained.
You are all going to be hired because of these qualities:
Adaptable
Outspoken
Independent
English Fluency
Communicative
Performance Driven
Open minded
Conquering the Job Market
Have the attitude of – “I am responsible for my own career!”
Stay hungry, stay foolish – Keep learning.
Taking-on-challenge mentality
Get specialized, be the expert!
Be loyal, stick to your company for a reasonably long period of time.
Get headhunted!
You are in one of the best countries there are!
Emerging market = Great Opportunities.
Are you going to be the part of the success?
Good Luck!
www.monroeconsulting.com