Recruitment in Indonesia Outsourced: 4 False Myths

4 False Myths about Recruitment Process Outsourcing in Indonesia

  • InCorp Editorial Team
  • 2 December 2020
  • 4 minute reading time

Unlike traditional staffing firms that only source candidates and place them in the required positions, a recruitment process outsourcing (RPO) provider in Indonesia helps companies create and execute custom recruitment processes.

RPO enables companies to outsource in-house recruitment activities partially or entirely to RPO experts, optimising businesses’ recruitment processes and operations.

Besides, RPO provides necessary knowledge, technologies, skill sets, and methodologies to companies on-site, off-site, or even virtually. It allows business owners to focus on long-term business goals while cutting down expenses.

However, there are still misunderstandings existing about RPO and make employers shy away from this effective solution.

Get ready to dive into the four false myths about recruitment process outsourcing in Indonesia.

Myth #1: Recruitment Outsourcing in Indonesia Makes In-house HR Team Obsolete

Recruitment outsourcing providers have been strategic partners for companies to help raise the quality of their internal recruitment and HR teams. These recruitment professionals are equipped with the required experience, knowledge, and global connection to help employers achieve the desired hiring results.

Recruitment process outsourcing does not replace the internal HR team as people have misunderstood. Instead, they work closely with in-house teams to obtain a favourable outcome. Plus, they free up the internal team’s workload and make execution more effective.

Myth #2: Automation will Take Away Jobs of Recruiters

Whenever there is a new technology introduced in the recruitment industry, particularly artificial intelligence, many people think that recruiters’ jobs will be gone sooner or later.

A good example is the launch of the tracking system of applicants and people assume that there will be no more administrative tasks.

On the contrary, administration tasks are more important and efficient than ever thanks to the automation and single-source system.

The advent of technology only makes recruiters’ jobs more productive and organised but it will not replace the human in the recruitment process.

Myth #3: Recruitment Outsourcing Weakens Company Brand

This is not true. On the other hand, recruitment process outsourcing enhances a company brand through the recruiter’s ability to attract and retain skilled, talented employees. A recruitment outsourcing provider has its approaches designed to fulfill the employer’s requirements and improve the potential hires’ experience.

With a great impression and perception of the company, employees are more likely to spread the positive culture of the company and further boost the employer brand. On top of that, recruitment outsourcing can support a company’s brand development through leveraging vendors such as online recruitment platforms.

Myth #4: Recruitment Process Outsourcing Has Narrower Network than Staffing Agencies

The recruitment process outsourcing firm not only works with their vendors but also makes use of abundant online data and profiles.

Therefore, staffing agencies don’t necessarily have a wider market reach than recruitment outsourcing. Rather, the recruitment process outsourcing serves as a dynamic partner of recruitment in Indonesia by taking care of businesses’ end-to-end processes.

As such, recruitment outsourcing professionals don’t just find people with the right skills, they also engage candidates effectively, ensuring that they align with your company’s culture and operation.

Benefits of Outsourcing Your Recruitment Process in Indonesia with Cekindo

Cekindo empowers businesses by combining the expertise of recruitment in Indonesia with cutting-edge HR methodologies and technologies. We support companies and individuals in accomplishing their goals and realising their true potential.

Through Cekindo’s recruitment process outsourcing in Indonesia, you can gain enormous benefits, both long and short term: cost reduction, flexible scalability, quality hires, talent retention, reduced time to recruit, talent pooling, and total regulatory compliance.

We pride ourselves on our ability to understand your needs and bring you the best recruitment outcome. Fill out the form below to get a quote and more information on how we can help.

Pandu Biasramadhan

Senior Consulting Manager at InCorp Indonesia

An expert for more than 10 years, Pandu Biasramadhan, has an extensive background in providing top-quality and comprehensive business solutions for enterprises in Indonesia and managing regional partnership channels across Southeast Asia.

Get in touch with us.

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Frequent Asked Questions

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According to the Indonesia’s Manpower Law employers can hire the Indonesian talents either under a temporary or a permanent contract.

  • Prohibit any form of discrimination and provide equal opportunity for Indonesians and expatriates
  • Increase the competence of the workers by giving or encouraging job training
  • Follow the procedures of termination (Terminating an employee in Indonesia can be a long, tedious, and expensive process.)
  • Observe the working hours, holidays, and overtime regulations
  • Give mandatory employee benefits including social security and health insurance
  • Withhold only the right amount of income tax on behalf of the employees
  • Follow the wages and other benefits outlined by the law
  • Process the work permits for foreign employees

As a leading recruitment outsourcing provider in Indonesia, InCorp offers comprehensive services. We will conduct an in-depth background check on candidates to verify references and qualifications.

Cost reduction, hiring time reduction, hire quality are among the most noteworthy benefits your company can enjoy.