PROPOSING BALANCE COMPETENCY AND CULTURAL FIT RECRUITMENT STRATEGIES FOR A STARTUP COMPANY: A CASE OF BETA
Startups are dynamic organizations driven by innovation and rapid growth, requiring a workforce that is both technically skilled and culturally aligned. However, balancing these aspects poses significant challenges. This study focuses on BETA, an Indonesian ed-tech startup, which faces recruitment d...
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| Format: | Theses |
| Language: | Indonesia |
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| Online Access: | https://digilib.itb.ac.id/gdl/view/87287 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | Startups are dynamic organizations driven by innovation and rapid growth, requiring a workforce that is both technically skilled and culturally aligned. However, balancing these aspects poses significant challenges. This study focuses on BETA, an Indonesian ed-tech startup, which faces recruitment difficulties, including long hiring times and high probationary failure rates due to mismatches in competencies and cultural fit. To address these issues, this research proposes a structured recruitment strategy.
Using a qualitative approach, data were collected through in-depth interviews with six key informants, including Talent Acquisition team members and division leaders from departments such as UI/UX, Marketing, and Research. Data analysis followed the Interactive Model Analysis by Miles and Huberman, encompassing data collection, condensation, display, and conclusion drawing. Key findings highlighted the importance of competencies like a strong work ethic, lifelong learning, and innovation, alongside cultural values such as collaboration, commitment to learning, and optimism.
The proposed strategy includes clear job specifications, structured interviews, cultural fit assessments, and well-defined Key Performance Indicators (KPIs) during the probationary period. These measures aim to enhance recruitment efficiency, reduce mismatches, and improve employee retention.
This research contributes practical insights by combining competency-based models with cultural alignment frameworks, offering startups a replicable approach to navigating recruitment challenges. It strengthens human resource management practices by aligning recruitment processes with organizational needs, supporting the development of high-performing teams. Additionally, this study contributes to industrial engineering and organizational development by presenting strategies to optimize recruitment in dynamic startup environments..
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