Are We Missing the Real Talent in Indonesia? Or Just Missing the Point Entirely?

Welcome to Indonesia: a paradise of breathtaking beaches, mouthwatering cuisine, and an HR ecosystem that feels like playing charades with someone who skipped “context clues” in school. Résumés here sparkle with international degrees and certificates, but somehow, connecting even the most obvious dots feels like assembling IKEA furniture without the manual—or the right screws.

Employers keep hoping that the next candidate will be "the one," but interviews often morph into performances where buzzwords take center stage, and actual competence is mysteriously absent.

What’s baffling is that many of these candidates come armed with elite university credentials and global exposure. But when it’s time to apply that “world-class” education, things unravel. Employers are left questioning if they’re running a hiring process or starring in a never-ending reality show called “Who Wants to Be Employed?”

So, what’s going on here? Is Indonesia’s talent pipeline clogged with empty résumés, or are we missing the true gems buried beneath the glittering promises of prestige?

Shiny Degrees and Dull Results: The Prestige Mirage

Picture this: a freshly-minted graduate from a prestigious overseas university, LinkedIn profile polished to a corporate glow, and fluency in three languages — at least one of which is "corporate-speak." On paper, they’re a hiring manager’s dream, the professional equivalent of a luxury sports car. But in practice? Sometimes, they stall like a second-hand scooter with a leaky fuel tank.

These candidates can quote Porter’s Five Forces with the same intensity as a preacher at a revival, but practical tasks — like sending a job application with a clear subject line — seem to require a miracle. Expecting a concise project proposal? Brace yourself for a PowerPoint extravaganza that’s heavy on graphics but light on, well... proposals.

Then comes the career-goal question, and you’re treated to responses that sound like they were lifted from a calendar filled with corporate clichés: “To leverage my potential in a dynamic, forward-thinking environment.” Translation: “I need a job. This is a job. Let's do this.”

The real issue? We’ve all been hypnotized by the "prestige illusion" — assuming that an expensive education comes preloaded with competence. Tuition fees don’t include a free upgrade to critical thinking. Degrees are certificates of study, not guarantees of practical sense. The true lesson? Hire the brain, not the brand.

The Critical Thinking Shortage: Does Anyone Know What That Means?

Ask an Indonesian job candidate how they’d tackle a business problem, and you’re likely to receive a PowerPoint presentation with 12 slides of “context” and approximately zero solutions. It’s an exercise in how to look busy while accomplishing absolutely nothing.

The term "critical thinking" in local hiring discussions seems is elusive. It’s treated like some mystical power only unlocked after a pilgrimage to an ancient temple of consultants. Candidates seem convinced that analyzing a problem means endlessly restating the obvious in increasingly complex ways — a skill perfected through years of "group work" where one person does everything, and everyone else gets equal credit.

And let’s not forget the art of subtle instruction — or rather, the total absence of it. If you give indirect feedback in Indonesia, you might as well be whispering song lyrics at a rock concert. Unless instructions are delivered with the clarity of a GPS navigation system — preferably with voice prompts and visual aids — you’ll be left wondering how “Please send the report by Friday” got translated into “Let’s have a meeting next month to discuss the possibility of maybe sending something.”

Critical thinking isn’t a magical trait — it’s a basic requirement. Maybe it’s time we redefine it not as intellectual theatrics but as the ability to get things done — preferably without a PowerPoint appendix.

Common Sense: The Hidden Superpower Nobody Lists on LinkedIn

When it comes to job hunting there’s one trait you won’t find listed: common sense. It’s rarer than a traffic-free commute in Jakarta and, paradoxically, often resides in people far removed from privileged backgrounds.

Forget those glowing recommendation letters signed by dad’s business partner after a summer “internship” spent fetching lattes. The real MVPs of the Indonesian job market didn’t have time for curated career paths. They were negotiating with street vendors at age 10, running side hustles before it was trendy, or managing family crises that would make corporate conflict resolution workshops look like kindergarten drama class.

These candidates aren’t just employees — they’re survival experts. They’ve mastered adaptability, resourcefulness, and the art of “making things work” with a budget smaller than a packet of instant noodles. They’re life ninjas: quick-thinking, solutions-oriented, and too busy getting things done to bother with flashy LinkedIn updates.

Sadly, many companies wouldn’t recognize this talent even if it emailed them with “URGENT: HIRE ME” in the subject line, complete with bullet points and KPIs. Why? Because common sense isn’t measured in GPAs or framed certificates. It can’t be taught in business school or endorsed on LinkedIn. It’s forged in real life — a credential more valuable than any MBA, if only hiring managers knew where to look.

So, next time you’re mesmerized by a résumé boasting “global exposure” and “leadership excellence,” pause. That quiet applicant who skipped the jargon might just be the one with the real superpower: the ability to think, adapt, and get the job done without a PowerPoint presentation. Now that’s a LinkedIn endorsement worth giving.

Hiring by Status, Firing by Reality: Wake Up, HR!

Let’s be real: many HR teams have a talent for being mesmerized by elite-school graduates the way magpies are drawn to shiny objects. A résumé stamped with a prestigious university’s logo often outshines an entire career built on grit, hustle, and actual results.

The consequences? A revolving door of hires who crush boardroom buzzword bingo but struggle with workplace basics. These are the candidates who can “synergize cross-functional deliverables” but break down when asked to “follow up on last week’s email.” They know how to “leverage ecosystems” but might need a how-to guide for using the office printer.

Meanwhile, the real problem-solvers — the ones who’ve been grinding in less glamorous jobs, solving real-world issues with duct tape and determination — are left collecting rejection emails that begin with “We regret to inform you...” Why? Because they didn’t come with a high-end diploma or a LinkedIn profile that reads like a motivational seminar.

It’s time for HR to stop playing “Recruitment Bingo,” where points are scored for every mention of a prestigious alma mater or trendy certification. Instead, let’s play “Who Can Actually Do the Job Without a 20-Page Manual?” It’s a far more exciting game with fewer performance reviews that start with “Needs Improvement.”

Degrees might look great on paper, but they don’t guarantee competence, work ethic, or adaptability. Real talent isn’t always wearing a designer degree. Sometimes, it’s the scrappy problem-solver whose achievements didn’t make it into a glossy brochure but shine in the only place that matters — the actual workplace. Time to hire for results, not résumés.

Indonesia’s job market is overflowing with potential — but you won’t uncover it by chasing after glossy résumés stamped with elite university logos. The outdated myth that prestige equals potential has overstayed its welcome.

It’s time for hiring managers to break free from the spell of fancy credentials and focus on what truly matters: real-life problem-solving skills. Can the candidate adapt, think critically, and figure things out without a 10-step tutorial? Or are they just excellent at rephrasing their college thesis into LinkedIn-worthy job applications?

Recruitment shouldn’t feel like a corporate game show where the only prize is “Most Buzzwords Per Interview.” Talent isn’t measured in GPA points or the number of degrees framed on a wall — it’s in the grit, curiosity, and determination that can’t be listed under “Achievements.”

The real “trick” isn’t spotting prestigious names on a résumé — it’s recognizing the diamonds that don’t come pre-polished. It’s time to connect the dots — or at least learn how to read between the lines without needing a user manual or a 30-slide onboarding deck. The next great hire might just be the one you overlooked.