Why You Need to Know Your Candidate Before Hiring Them

Sometimes the need to fill a vacancy becomes so urgent the company no longer takes time to assess, and even scrutinize, every application properly. Rather, HR may take all the information in the CV at face value.

This method may work, but oftentimes they don’t. If you’re in Indonesia, it can also mean serious trouble for your business. If you’re wondering how and why, then consider the following points:

The Ultimate Goal

Indonesia is one of the Southeast Asian countries with tight policies on foreign employment. Not only does it have stringent rules on who can work in the country, but it also metes out harsh penalties on violators. It all boils down to the ultimate objective of the government, which is to reduce its local unemployment rates.

The country enjoys a steady decline of unemployment rate since 2011, but it still leaves millions of people jobless. Compounding the problem is the fact the government has to continuously churn out jobs for thousands of new local workers that enter the market. So far, the jobs available are not enough for all economically active Indonesians.

Putting all these into consideration, Indonesia doesn’t accept all potential foreign workers. Your employees have to meet certain educational and work experience requirements, among others, before they can be issued work permits.

Why You Need to Conduct Due Diligence

Before you hire a foreign worker to join your company in Indonesia, you should perform due diligence for the following reasons:

1. You need to make sure they comply with the Ministry of Power requirements.

Based on government regulation No.35 article No.36, year 2015, a foreign worker in Indonesia must have an education that reflects his or her potential position in the country. The employee also needs to have at least 5 years of working experience in the position he or she is about to assume. Another option is to show credentials such as competence certificate as proof.

These, however, are just the general requirements. They can also vary depending on the industry, and there may be other regulations if the foreigner is an artist or a non-resident director of the company.

2. You have to vouch for your foreign worker.

No foreign employee can work legally in the country without a sponsorship of the company. In fact, being married to an Indonesian doesn’t mean the expatriate can already find a job here.  

And as a sponsor, you are implying you stand behind the character of the foreigner, which simply means if the worker turns out to be a headache, it can cause huge problems for your business.

Let Cekindo Do It for You

Conducting due diligence is not easy. It does not only mean conducting a deep and thorough research and investigation but also beating the broad, complex, confusing bureaucratic legal and labour process of the country.

Thus, we highly recommend leaving this responsibility to the experts. Cekindo can provide you with a detailed profile report of your employees with data pertaining to their personal/professional affiliations, education history, working experience, and other personal data. We can also cross-check information found in the CV.

For 7 working days, you can have the data you need.

Hire the right foreign workers for your business. Call us today at +622 180 660 900.

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