When Looks and Language Trump Skills: Indonesia’s Hiring Dilemma (And How to Fix It)

Why Prioritizing Image Over Expertise is Hurting Our Workforce — And What Leaders Can Do

Let’s be real: Indonesia’s job market is?tough. With millions of talented grads and professionals vying for limited roles, you’d think companies would be scrambling to hire the best of the best. But here’s the kicker: too many are chasing candidates who “look the part” or speak flawless English, while ignoring the people who can actually?do the job. Sound familiar?

The Problem: A Tale of Two Candidates

Imagine this: A tech startup in Jakarta needs a Head of Sales. On one side, there’s Rina, a 10-year veteran who’s closed deals worth billions and mentored half the team. On the other, there’s Maya, a charismatic newcomer with perfect English and an Instagram-worthy CV. Guess who gets hired? Maya. Why? Because she “looks like leadership material” and wows investors with her pitch-perfect English. Fast forward six months: her promised “big clients” never show up, team morale tanks, and Rina quits.

This isn’t a one-off horror story. Across Indonesia — from Bali’s booming tourism sector to Bandung’s tech hubs — companies are falling into the same trap. They’re hiring for style over substance, prioritizing appearance and language skills even when the job requires hardcore technical expertise

Why Are We Doing This to Ourselves?

1. The “Global Readiness” Mirage English fluency is seen as a golden ticket, especially with Indonesia’s digital economy set to hit $360 billion by 2033. But let’s not kid ourselves: memorizing TED Talk scripts doesn’t replace?actual?skills. A developer who codes like a wizard but stumbles in English? Still a wizard.
2. The Instagram Effect In a culture obsessed with image (thanks, social media!), hiring managers confuse “looking professional” with?being?professional. Case in point: a hospital in Surabaya hired a “glamorous” PR manager with zero healthcare experience — only to realize she couldn’t handle a medical crisis.
3. Short-Term Gains, Long-Term Pain Startups under pressure to attract investors often prioritize candidates who “sell the vision” over those who can execute it. But when funding dries up (and layoffs hit), guess who’s left holding the bag?

The Fallout: More Than Just Hurt Feelings

• Brain Drain: Skilled workers like Rina leave for companies (or countries) that value their expertise.
• Productivity Plummets: That “fluent English” marketing director? Turns out she can’t analyze data or build campaigns.
• Reputation Ruin: Clients notice when your shiny new hire can’t deliver. Trust erodes. Fast

How to Fix This Mess (Without Being Boring)

1. Hire Like You’re Building a Band, Not a Beauty Pageant You wouldn’t pick a guitarist based on their haircut. So why hire a sales lead for their accent? Use?blind resumes?(no photos, no names) and?skill tests?to focus on what matters.
2. Promote From Within (Seriously, Try It) Got a rockstar junior dev? Give them a shot before outsourcing. Companies like Unilever Indonesia thrive by growing their own leaders.
3. Balance “Soft Skills” With “Real Skills” Yes, communication matters — but pair it with role-specific benchmarks. Example: For a renewable energy engineer, prioritize certifications over charm.
4. Call Out the BS Next time someone says, “But their English is so good!”, ask: “Can they really understand a look-alike modeling in a cookieless world? AND explain it to the client?”

Final Thoughts: Let’s Get Real

Indonesia’s workforce is bursting with untapped talent. But if we keep hiring like we’re casting a reality show, we’ll miss out on the very people who can drive?real?innovation.

To my fellow leaders: Next time you’re tempted to hire the “perfect” candidate, ask yourself:

• “Are we paying for promises or proven results?”
• “Would I trust this person to handle a crisis at 2 AM?”

Let’s build teams that?work?— not just ones that?look good on Zoom.

Inspired by real stories from Indonesia’s trenches. Let’s do better.

#HiringWoes #SkillsOverSelfies #IndonesianWorkforce #Leadership

P.S. If your hiring strategy still includes the phrase “Must have a photogenic profile,” maybe rethink that.???