Online Assessment in Indonesia :

Past, Present, and The Future

Kevin Thompson holds a degree in Modern Asian Studies

and is recognized as one of the leaders in the field of mass

online recruitment and assessment in Indonesia. Kevin is a

founding Director of ASI Asia Pacific, having established

the company in 2001. Over the past 15 years, Kevin has

been involved in a range of consulting projects, some of

which have had a direct impact on how assessment is

conducted in Indonesia.

Online Assessment in Indonesia : Past, Present, and The Future

Kevin Thompson ASI Asia Pacific

ASI Asia Pacific

Online Assessment in Indonesia: Past, Present and The Future

INTRODUCTION

HI ! …… I’m Kev

BA Modern Asian Studies … 25 years of HR experience throughout Indonesia & SE Asia

Some of our achievements ….

No. of Companies / Institutions who we have converted to

online assessment

196

No. of Indonesians who we have assessed online

311.000 +

My greatest achievement

HOW TECHNOLOGY IS

IMPACTING HR

As we know, technology isn’t going away…

Data is everywhere. • 80% of CEOs see data

analytics as important to their business, but only 46% use it to provide insights into their workforce is deployed.

Mobile is everywhere. • There are over 7 billion

mobile devices in the world driving 40% of internet traffic, but fewer than 20% of companies deploy HR solutions via apps.

HR processes continue to be outsourced and automated. • 42% of organizations

plan to outsource in-house HR systems with cloud-based ones.

Technology continues to drive recruitment. • 78% of CEOs report

their company uses multiple channels (including online and social) to find talent.

• 89% of recruiters report having hired someone through LinkedIn.

• 30% of Google searches are employment related

…forcing HR leaders to provide more value with data and become more strategic

Organizations more active with HR data analytics are: According to Korn Ferry

2x 3x 3.5x as likely improve

their recruiting and leadership pipeline

as likely to realize cost or efficiency

gains

as likely to get the right people in the

right jobs

…forcing HR leaders to provide more value with data and become more strategic

Companies with talent management reporting and analytics achieve : According to Korn Ferry

11x 6x or more increase in

profits improvement in per-employee revenue

Technology is also driving increased knowledge about companies from the vantage point of perspective employee

There is more transparency into organizations’ culture. According to Glassdoor.com

72% of employees are “OK” with their job/company.

67% Average CEO

approval rating.

Technology is also driving increased knowledge about companies from the vantage point of perspective employee

Employer branding and employees referral programs matter when recruiting talent. According to LinkedIn

More than

75% of people who recently

changed jobs used LinkedIn to help inform

their decision.

Social professional networks (43%),

Internet job boards (42%) and employee

referral programs (32%) are the key sources of quality

hires.

26% consider employee referral programs a long-lasting trend.

59% of organizations are

investing more in their employer brand.

… Are Worth More

Q & A

Let’s take a moment – Some Questions for ourselves

How has technology changed the way you recruit employees over the last 5 years? How will it recruiting 5 years from now?

How do you see the role of HR evolving as companies collect and analyze more data

around employee performance

How is your company approaching employer branding in an ever increasing digital world?

How advanced are your own personal digital initiatives?

• A Pro Like Airbnb, Uber • A Semi-Pro Like Microsoft, Paypal • An Amateur Like (names withheld to protect the guilty) • Not a clue

The Indonesian Reality

HR is typically data rich, but information poor !

HR teams are typically too slow !

HR needs a sollution that will collate the data & transform it into useful information.

History of Online Testing in Indonesia

We keep asking ourselves…...

“Is Indonesia ready for Online Assessment ?”

If one consultancy can achieve this, what about when the whole industry changes its mindset ?

Companies / Institutions Who we have converted to

online assessment

196

No of Indonesians who we have assessed online

311.000 +

So an important question that we should keep asking ourselves is…

“How strong is the assessment

capability of my company ?”

Some Myths about Online Testing

“Online Applications is the same thing as Online Assessments”

“Online Applications is NOT the same thing as Online Assessments”

REALITY : An Online Assessment Platform is far more complex than the simplicity of receiving Online Applications.

“Good psychometric tests are made by psychologists”

“Good psychometric tests are made by psychologists”

REALITY : Good psychometric tests are made by psychometricians !

“Putting a test online is difficult & that is why few vendors offer it”

“Putting a test online is difficult & that is why few vendors offer it”

REALITY : Putting a test online is NOT difficult but it requires professional vendors who have a comprehensive understanding of Recruitment, Assessment & Technology and are willing to invest !

“Online testing is more expensive than Paper Pencil testing”

“Online testing is more expensive than Paper Pencil testing”

REALITY : Online testing is definitely CHEAPER than Paper Pencil testing !

If a vendor is offering you Paper Pencil testing cheaper than online…...start asking questions !

“Online testing is not as reliable as Paper Pencil tests because of Jockeys”

“Online testing is not as reliable as Paper Pencil tests because of Jockeys”

REALITY : Online testing is more reliable than Paper Pencil testing because; Few vendors & HR teams currently follow international standards for Paper Pencil test administration (1:25)

Research conducted with Bank Indonesia had great results !

Through online testing, you are able to have a ‘cheat proof’ assessment process

40,000

4,000

- 1 %

What does Cheat Proof look like ?

Cheat Proof #1 – Multiple Tests

Cheat Proof #2 – Validation

The future !

Online Assessment Centres

Virtual Reality

Gamification

Artificial Intelligence

“ We do not need to be concerned about whether or not Technology will continually improve, we need to be more concerned about whether or not as HR Professionals, we are ready & capable to use this technology “

“ We do not want to resist the future, we want to be part of it ! ”

QUESTION ?

QUESTIONS ?