DEUSGuides for HR teams in Indonesia
Plain-language guides for HR teams in Indonesia, from DEUS Human Capital Services. Each one gives a short answer first, then the detail and the sources.
- Guide · Game-based assessment
What is game-based assessment? A guide for HR teams in Indonesia
Game-based assessment measures how a candidate thinks and behaves by watching them play short games, instead of asking them to describe themselves in a questionnaire. Each choice they make, and how fast they make it under time pressure, is scored against the trait or ability the game was built to measure. For HR teams, that means data candidates find hard to rehearse, scored automatically, for an intake of any size.
Read the guide: What is game-based assessment? A guide for HR teams in Indonesia - Guide · Game-based assessment
Game-based assessment vs traditional psychometric tests
A traditional psychometric test asks candidates to rate themselves or answer items with a right answer. A game-based assessment records what they do in short games: their choices, their speed and how they react under time pressure. Games are usually faster to score and better liked by candidates, while traditional tests have a much longer research record, so a sensible split is to use games to shortlist and keep a structured interview for the final decision.
Read the guide: Game-based assessment vs traditional psychometric tests - Guide · Management Trainee recruitment
How to run Management Trainee recruitment at scale
A large Management Trainee intake works best as a funnel with a clear job for each stage: a quick check of who is eligible, an online assessment everyone takes at the same time, a business simulation for the shortlist, then structured interviews for the finalists. Put the cheapest, fastest measure at the widest point and the most expensive at the narrowest. Score automatically wherever you can, so the timeline is set by your decisions, not by how fast your team can score tests.
Read the guide: How to run Management Trainee recruitment at scale - Guide · Campus recruitment
Campus recruitment: screening thousands of graduates fairly and fast
To screen graduates from many universities fairly, give every applicant the same short online assessment, score it the same way against the same norms, and rank on what it measures rather than on the name of the university or the GPA. Personality and cognitive games played in the browser do this for thousands of applicants at once. Then check the pass rates by university before you send the shortlist on.
Read the guide: Campus recruitment: screening thousands of graduates fairly and fast - Guide · Performance and pay
How to link performance appraisals to pay and bonuses
To link appraisals to pay, decide which parts of pay should move with performance, calibrate the ratings across managers before anyone sees a number, then turn the calibrated ratings into pay with a simple rule everyone can read: bonus bands for the year's results, and a raise grid that also looks at where each person sits in their salary range. Keep it in one place, so every bonus can be traced back to the rating behind it.
Read the guide: How to link performance appraisals to pay and bonuses - Guide · Performance appraisal
Setting KPIs and competencies for a fair performance appraisal
A fair appraisal measures two things: what each person delivered, through a few KPIs tied to the company's goals, and how they did it, through a short list of competencies described as behavior a manager can observe. Weight the two differently by role and level, agree the targets and descriptions before the period starts, and review progress during it. If you don't have a framework yet, start with one level of the company, not all of it.
Read the guide: Setting KPIs and competencies for a fair performance appraisal
Where could DEUS help you?
Tell us what you're working on: an MT intake, a talent review, next year's appraisal cycle. We'll show you where DEUS fits, and where it doesn't.