Toolkit HR dan Rekrutmen

Tulis JD untuk role: [nama role]

Konteks perusahaan: [stage, size, industry, culture vibe]
Team yang akan join: [size, composition]
Salary range: [Rp]
Lokasi/remote: [konteks]

Struktur JD anti-gener...

Tulis JD untuk role: [nama role]

Konteks perusahaan: [stage, size, industry, culture vibe]
Team yang akan join: [size, composition]
Salary range: [Rp]
Lokasi/remote: [konteks]

Struktur JD anti-generic:
1. Headline yang spesifik (bukan "Join our awesome team")
2. Konteks perusahaan 1 paragraf (jujur soal stage, challenge, opportunity)
3. "Apa yang akan kamu kerjakan" minggu 1 / bulan 1 / 6 bulan
4. Kualitas (bukan resume): cara berpikir, learning behavior, output preference
5. Skill yang DIBUTUHKAN vs yang NICE-TO-HAVE (eksplisit beda)
6. Apa yang TIDAK kami cari (filter kandidat yang tidak cocok dari awal)
7. Compensation transparency
8. Proses interview yang jelas (berapa stage, berapa hari)
9. Cara apply yang substantif (tugas mini, link portfolio, atau jawab 2 pertanyaan)

Hindari: "rockstar", "ninja", "passionate", "fast-paced environment", culture deck buzzword.

Susun interview questions untuk role: [nama role]

Level: [junior / mid / senior]
Konteks role: [responsibility singkat]
Top 3 kualitas yang dicari: [list]
Red flag yang harus di-detect: [list]

Outpu...

Susun interview questions untuk role: [nama role]

Level: [junior / mid / senior]
Konteks role: [responsibility singkat]
Top 3 kualitas yang dicari: [list]
Red flag yang harus di-detect: [list]

Output struktur interview 60 menit:
1. Opening (5 min): rapport + brief konteks role
2. Behavioral STAR (30 min): 4 pertanyaan dengan pattern "Tell me about a time when..."
3. Technical / case study (15 min): scenario realistic dari pekerjaan harian
4. Reverse — candidate question time (10 min)

Untuk tiap behavioral question:
- Question
- Apa yang dicari di jawaban
- Follow-up probing 2-3 (untuk dig deeper kalau jawaban surface)
- Red flag jawaban (yang menandakan candidate tidak fit)

Hindari: "What's your weakness", hypothetical "How would you...", brain teaser tidak relevan.

Bantu saya susun offer letter + handle negosiasi.

Role: [nama]
Final compensation: [base, bonus, benefit, equity kalau ada]
Konteks startup/perusahaan: [stage]
Kandidat profile: [konteks, kalau ada s...

Bantu saya susun offer letter + handle negosiasi.

Role: [nama]
Final compensation: [base, bonus, benefit, equity kalau ada]
Konteks startup/perusahaan: [stage]
Kandidat profile: [konteks, kalau ada salary expectation]

Output:
1. Offer letter template (formal tapi human):
   - Welcome paragraph
   - Position + start date
   - Compensation breakdown
   - Probation period (kalau ada)
   - Benefits summary
   - Acceptance deadline
   - Next steps

2. Email cover yang menyertai offer

3. Negotiation response template untuk 3 skenario:
   - Kandidat counter dengan angka realistis → terima dengan justifikasi
   - Kandidat counter terlalu tinggi → polite hold the line + value reframe
   - Kandidat minta benefit lain (cuti, equity, flexible) → trade-off framework

Aturan: jangan janji yang belum jelas (e.g. promotion review timeline) di offer letter.

Susun onboarding plan 30/60/90 hari untuk hire baru.

Role: [nama]
Level: [junior / mid / senior]
Tim: [konteks struktur tim]
Tools yang harus dipakai: [list]
Critical knowledge: [domain / proses / cu...

Susun onboarding plan 30/60/90 hari untuk hire baru.

Role: [nama]
Level: [junior / mid / senior]
Tim: [konteks struktur tim]
Tools yang harus dipakai: [list]
Critical knowledge: [domain / proses / customer / product]

Output plan:
Day 1: orientation logistik + tools + meet team
Week 1: shadowing + dokumentasi-reading + 1:1 setup
Month 1 goal: produce first deliverable (small, bisa di-ship)
Month 2 goal: produce independently dengan guidance ringan
Month 3 goal: kontribusi besar + mentor satu hal ke tim

Untuk tiap milestone:
- Goal konkret
- Skill yang harus dikuasai
- Mentor/buddy yang assist
- Check-in cadence (daily/weekly)
- Sukses metric (apa yang nge-validate dia ready ke level berikutnya)
- Red flag: tanda dia struggle dan butuh intervention

Sertakan onboarding doc checklist + culture exposure activity (lunch with X, observe meeting Y).

Susun format 1:1 mingguan + performance review kuartalan.

Konteks tim: [size, type]
Role yang sedang di-review: [konteks]
Goal review: [feedback / promotion track / improvement plan]

Format 1:1 ming...

Susun format 1:1 mingguan + performance review kuartalan.

Konteks tim: [size, type]
Role yang sedang di-review: [konteks]
Goal review: [feedback / promotion track / improvement plan]

Format 1:1 mingguan (30 menit):
1. Personal check-in (5 menit, optional)
2. Status update progress (5 menit, ringkas, fokus blocker)
3. Topic mingguan (15 menit, employee-led, kalau gak ada coach-driven)
4. Feedback exchange (5 menit, dua arah)

Format performance review kuartalan:
1. Self-assessment template yang harus diisi employee dulu
2. Manager assessment template
3. Calibration matrix (impact vs growth)
4. Feedback delivery framework (SBI: Situation, Behavior, Impact)
5. Forward-looking: next quarter goal setting (SMART)
6. Compensation discussion template (kalau review include comp)

Output juga: 5 anti-pattern yang harus saya hindari sebagai manager.

Bantu saya outreach ke pasif candidate.

Role: [konteks]
Channel: [LinkedIn DM / email / referral intro]
Candidate profile: [current company, role, level, signal kenapa dia menarik]
Konteks perusahaan...

Bantu saya outreach ke pasif candidate.

Role: [konteks]
Channel: [LinkedIn DM / email / referral intro]
Candidate profile: [current company, role, level, signal kenapa dia menarik]
Konteks perusahaan kita: [kenapa role ini menarik untuk dia]
USP role: [3 hal yang membedakan offer ini]

Output:
1. Cold message pertama (LinkedIn DM): max 80 kata, no sell, just curiosity
2. Follow-up 1 (kalau dia respond positif): kasih konteks role lebih detail + book chat
3. Follow-up 2 (kalau no response setelah 5 hari): different angle
4. Email panjang lengkap (kalau dia request more info)

Aturan:
- Personalization harus berdasarkan research nyata (post recent, project, etc), bukan template "I'm impressed by your profile"
- Soft sell di message 1
- Respect waktu mereka — message 1 harus bisa dibaca 30 detik
- No pressure tactic

Hindari: "Are you open to opportunities?", "Quick chat about an exciting role".

Susun exit interview untuk employee yang keluar.

Employee: [role, tenure, voluntary/involuntary]
Konteks departure: [resignation / layoff / contract end]
Goal: [improve retention untuk role serupa / ...

Susun exit interview untuk employee yang keluar.

Employee: [role, tenure, voluntary/involuntary]
Konteks departure: [resignation / layoff / contract end]
Goal: [improve retention untuk role serupa / culture insight / honest feedback]

Format exit interview 45 menit:
1. Opening 5 menit: anti-defensive setup, jaminan konfidensial
2. Decision factors 10 menit: kenapa keluar (probing 3 layer dalam)
3. Experience deep-dive 15 menit: highlight + low point, support yang missing, mentor/manager fit
4. Forward-looking 10 menit: apa yang dia tinggalkan + saran untuk org
5. Closing 5 menit: re-application policy, alumni network

15 pertanyaan dibagi:
- Decision questions (4)
- Manager + team questions (4)
- Process + tools questions (3)
- Growth + opportunity questions (2)
- Culture questions (2)

Untuk tiap pertanyaan: probing follow-up + red flag answer.

Output juga: format follow-up ke manager mereka (anonimisasi feedback yang sensitive).

Susun career ladder untuk role: [nama role family, contoh: Engineer / Designer / Sales]

Konteks tim: [size, stage]
Saat ini ada berapa level: [konteks]
Goal: [transparansi + retention + reduce subjec...

Susun career ladder untuk role: [nama role family, contoh: Engineer / Designer / Sales]

Konteks tim: [size, stage]
Saat ini ada berapa level: [konteks]
Goal: [transparansi + retention + reduce subjective promotion]

Output career ladder dengan tiap level (mis. L1-L5):
1. Title + summary 1 kalimat
2. Scope of impact (individual / team / cross-team / org)
3. Technical/craft expectation
4. Leadership & influence expectation
5. Communication expectation (audience: peer / cross-func / exec)
6. Promotion criteria (concrete demonstration of next level)
7. Compensation band (atau range pointer)
8. Time-in-level expectation (bukan hard rule, panduan)

Lalu:
- Promotion process: nominasi → review → calibration → decision
- Anti-pattern dari level matrix
- Bagaimana lateral move vs promotion ditangani
- "Stuck at level" intervention

Tujuan: employee bisa baca dan tahu persis apa yang harus di-demonstrate untuk naik.