Video summary

BFest 1 Soft-Skill: Adaptive Leadership | Ready to Face the Real World of Work

Main summary

Key takeaways

Educational

Main ideas & lessons conveyed

  • The session is part of the BINUS Festival Karya Seminar Series (career seminar), focusing on recruitment and selection.
  • The speaker frames it as career preparation for students aiming for internships and jobs.
  • Key message: success depends on early and detailed preparation—including administrative readiness, research, and interview readiness.
  • Another core message: being successful is not only about being smart or technically capable; it also depends on being a good cultural and personality fit.

Preparation and fit matter as much as competence.

Methodology / step-by-step instructions (recruitment & selection preparation)

A) Before applying (administrative readiness)

  1. Prepare a CV

    • Treat your CV as your first impression.
    • HR may review CVs manually, and some companies may use ATS (Applicant Tracking System) (not all companies use ATS due to cost).
    • Include:
      • Background
      • Skills
      • Experience
    • Make sure the CV is:
      • Well-formatted
      • Neat and professional (avoid messy layout)
      • Detailed enough for the role you want

  2. Prepare supporting documents

    • Common items:
      • ID card (KTP) to confirm eligibility (age) and Indonesian citizenship
      • Academic documents:
        • Diploma + academic transcript (for graduates)
        • e-academic transcript (for active students seeking internships)
        • SKL (graduation certificate) if diploma is not yet issued

  3. Research the company and the role

    • Show genuine interest and initiative.
    • Research the company:
      • Mission, vision, products
      • Culture
      • News
      • Evidence of legitimacy through the website/social media
    • Research the role:
      • Responsibilities and expectations
      • Required skills
      • Tools/technology/applications used (examples mentioned include programming stacks; for accounting, possible tools)
    • Use your research during interviews to answer confidently and specifically.

  4. Dress to impress (online and onsite)

    • Wear neatly and professionally, appropriate to the role.
    • “Smart casual” is acceptable; avoid overly casual or messy appearance.
    • Grooming matters:
      • Clean, tidy appearance
      • Good hygiene (avoid looking unprepared or disheveled)

  5. Build confidence (especially for presence)

    • Posture: sit/stand upright, don’t slouch.
    • Avoid fidgeting (hands/legs).
    • Maintain eye contact:
      • Online: look toward the webcam/camera.

  6. Prepare your tech setup for online interviews

    • Do it well in advance (roughly 15–30 minutes earlier minimum).
    • Check:
      • Device readiness (PC/laptop, webcam, mic)
      • Mic test (not only the camera)
      • Stable internet connection
      • Avoid mobile devices where notifications may disrupt
    • Ensure power safety (don’t run out of battery).

  7. Choose/prepare a quiet environment

    • Reduce background noise and distractions.
    • Avoid busy public places where interruptions might happen (people/animals).

B) Recruitment selection stages (what may happen after application)

Companies may use different combinations of assessments. Common stages include:

  1. Psychological test

    • Purpose:
      • Evaluate personality fit, working style, and mindset
      • Produce data-driven/objective results (less subjective than interviews)
    • Not “right vs wrong”—focus on compatibility with company values/culture.
    • Typical subparts (examples mentioned):
      • Cognitive strength / reasoning (verbal, numerical, special reasoning)
      • Personality fit / values alignment
      • Consistency checks (repeated questions in different forms)

  2. Intelligence/aptitude test (often part of psych testing)

    • Examples mentioned:
      • Verbal
      • Numerical
      • Diagrammatic/special reasoning
    • Time management often matters.

  3. Technical test (role-specific)

    • Measures hard skills for the position.
    • Can involve coding/data tasks depending on the role.
    • In the speaker’s company context, technical tests may apply across HR/finance/sales/marketing as well (adjusted to each job).
    • Preparation focus:
      • Practice regularly
      • Familiarize with expected tools/tech stack
      • Understand underlying logic (syntax differs by technology)
      • Expect tasks/assignments with limited preparation time
      • Review patterns—tasks often resemble known item types (less “surprise” than expected)

  4. Focus Group Discussion (FGD) (if used)

    • Typically 3–6 participants.
    • Topics/issues are usually provided by the employer.
    • What is assessed:
      • Candidate character in a group setting
      • Interpersonal skills (listening, accepting others’ opinions, leadership vs passive behavior)
      • Creativity and thinking (how you generate ideas)
      • Critical thinking
      • Culture/value fit (working style alignment with company culture)
    • Example FGD success tips:
      • Research both general societal topics and relevant issues
      • Understand assessment criteria and role-specific skills
      • Show initiative and communicate relevant opinions
      • Ask for clarification if needed
      • Don’t dominate—give others space
      • Use logical, evidence-based arguments
      • Practice active listening (paraphrase, build on others’ ideas, counter politely)
      • Be confident (calm and self-assured—avoid arrogance)

  5. Interview

    • Purpose:
      • Confirm fit (values/culture/personality)
      • Confirm technical capability
      • Confirm motivation/attitude:
        • Not only “can you do it,” but “do you genuinely want it?”
    • Interview format may include HR/user/management components, but the speaker treats it as one integrated process.
    • How to be successful (4 key tips):
      1. Punctuality: arrive ~15 minutes early
      2. Engage with confidence: posture, smiling, appropriate signals
      3. Mind body language and signals: avoid crossed arms, slouching, distracting movements
      4. Read the room: adjust when the interviewer seems unclear/disengaged/needs more detail
    • How to answer interview questions:
      • If unclear: ask to repeat or paraphrase
      • Speak clearly (not too fast, not whispering)
      • Provide evidence from past experience (STAR method concept mentioned)
      • Stay positive: if something didn’t go well, explain learning/outcomes (avoid blame or dishonesty)
      • Be specific and stay on point
      • Ask questions at the end (training, career progression, team size, next steps)

  6. Offer stage (acceptance/negotiation + review)

    • Review:
      • Salary/pocket money, benefits, start date
      • Ensure responsibilities match what was promised in the interview
    • If not suitable:
      • Don’t hesitate to decline after review (review first, then decide)
    • If suitable:
      • Accept
    • Negotiate carefully if needed (negotiation must still be acceptable to the company)
    • Medical check-up:
      • Mentioned as more common in large/factory-like environments; IT roles may have different requirements.

Speakers / sources featured

  • Tabita — MC and moderator (BINUS Festival Karya Seminar Series 2026 guide)
  • Mrs. Laili Alfa Citra — Internship Center Manager (opening/closing remarks and certificate handover)
  • Yosef Nugraha — Head of Talent Equation & Employer Branding, PT Adi Cipta Inovasi Teknologi (Edlins / INS) (main presenter)
  • BINUS Festival committee / BINUS team members — involved in Q&A facilitation, microphones, and on-site/online instructions (no single individual named)

Original video