Farida Arfiani

NUR FARIDA ARFIANI, S.Psi., M. Psi. Psikolog Jl. Sadewa no. 50 c. Mudal, Sariharjo, Ngaglik, Sleman, Yogyakarta. 55582 │Mobile:- PERSONAL INFORMATION Place of Birth: Jombang, Jawa Timur Date of Birth: 7th in November, 1985 Sex: Female Status: Married with 1 child (age 2) Identity Card:- Card Tax Number:- SUMMARY An energetic asessor who is a self-starter with excellent analytical, organizational and project management skills. HR Specialist with over three years experienced in recruitment and employment processes. Highly driven assessor who maintains a positive attitude under pressure and welcomes the challenge and responsibility of producing results quickly for clients. EDUCATIONAL BACKGROUND- Master of Psychology, Islamic University of Indonesia, Yogyakarta. GPA = 3,64 scale 4. Bachelor of Psychology, Islamic University of Indonesia, Yogyakarta. GPA = 3,48 scale 4 Al – Kautsar Senior High School, Bandar Lampung HIGHLIGHT  Professionals in Human Resources Association  Recruiting and selection techniques  Motivated  Performance management strategies     Hiring recommendations Organized Interviewing expertise Professionals in Human Resources Association WORKING EXPERIENCE September 2012 – December 2012 HUMAN RESOURCES ASSESSMENT CENTER, BANDUNG INTERNSHIP PROGRAMME    Conducted reference and background checks on all job applicants. Analyzed employment-related data and prepared required reports. Managed all phases of recruitment, including defining hiring management needs and posting available positions Januari 2013 – April 2015 MAGISTER PROFESI ISLAMIC UNIVERSITY OF INDONESIA, YOGYAKARTA FREELANCE COUNSULTAN       December 2015 CATALYST COUNSULTANT, BANDUNG FREELANCE ASSESSOR   Januari 2016 Involved in employee potential review and interviewed four applicants per-day using Behavioral Event Interview Technique Created Individual reports including the potential recommendation and feedback sugestion for the employee ALPHA PSIKODIAGNOSTIKA, YOGYAKARTA FREELANCE ASSESSOR   December 2015 – Juni 2016 Analyzed employment-related data and prepared required reports. Managed all phases of recruitment, including defining hiring management needs and posting available positions. Researched and recommended new sources for candidate recruiting. Brainstormed ideas to create a program to attract highly sought-after job skills. Designed the employee performance evaluation process program. Created and modified job descriptions within all departments. Conducted Employee Potential Review for Ambarukmo Hotel Yogyakarta and interviewed four employee in managerial level per-day Create individual reports and give potential recommendation including feedback sugestion for employee. PT. BINAMAN UTAMA - PPM MANAGEMENT, JAKARTA ASSOCIATE TESTER AND ASSESOR      Recruited for various positions across multiple sites in Indonesia. Assessor in recruiting project for many companies (BPJS Kesehatan & Ketenagakerjaan, PT. Indonesia Power, PT. Rajawali Nusantara Indonesia, Otoritas Jasa Keuangan (OJK), etc) Recruited and interviewed about 15 applicants perday using Behavioral Event Interview Technique or Competence Based Interview Technique Conducted LGD / FGD Creating Indovidual Reports for employee including hiring recommendation and feedback programme Mei 2016 – Juli 2016 PT. PRIMA KELOLA, BOGOR MAIN ASSESSOR in Recruitment Project for Kementrian Koperasi dan UKM Managed all phases of recruitment, including defining hiring management needs and posting available positions  Brainstormed ideas to create a program to attract highly sought-after job skills.  Conducted and prepare assessment in recruiting program for PLUT – KUMKM  Recruited and interviewed about 15 applicants perday using Behavioral Event Interview Technique or Competence Based Interview Technique  Creating Indovidual Reports for employee including hiring recommendation and feedback sugestion. Wahana Maksima Konsultindo Associate Assessor in Organizaztion Development at Hotel Ketapang Indah Banyuwangi  August, 21-24, 2016 Analyzed employment-related data and prepared required reports.  Managed all phases of OD proces that leading to providing advice for intervention strategy that management needs.  Researched and recommended new organization structure for top management.  Brainstormed ideas to create develpoment road map for top management  Designed the employee performance evaluation process program.  Created and modified job descriptions within all departments. PT. INKA Persero Associate Assessor in Employee Assessment at PT. INKA  November, 21-25, 2016 Involved in employee potential review and interviewed five employee per-day using Behavioral Event Interview Technique  Created Individual reports including the potential recommendation and feedback sugestion for the employee EXPERD COUNSULTANT Freelance Assessor in Recruitment “ Indonesia Memanggil”  Desember, 1-4, 2016    Assessor in recruiting project for Indonesia Memanggil (KPK) Recruited and interviewed about six applicants perday using Behavioral Event Interview Technique or Competence Based Interview Technique Creating Indovidual Reports for employee including hiring recommendation and feedback programme June, 7, 2017 The KPI Institute Talent Aqcuisition Specialist • Build talent pipelines through the use of social media as well as outreach to local universities; • Conduct headhunting campaigns on professional social networks, such as LinkedIn; • Evaluate applicants’ resumes and conduct screening interviews to select applicants to be considered by the capability heads for available positions; • Send practical evaluations to selected candidates and contact capability heads once the practical evaluations are submitted; • Conduct reference checks (as applicable); • Arrange applicant interviews with capability heads; • Participate in interviews with capability head to analyse applicants’ experience, qualifications, and compare qualifications to job requirements and organizational culture fit; • Create and send candidates’ profile to management team; • Create, send and negotiate offers with candidates in adherence with company guidelines; • Process on-boarding activities and related new hire paperwork; • Send rejection e-mails to all applicants that haven’t been selected; • Conduct regular follow-up with capability heads to determine the effectiveness of recruiting plans and implementation; • Maintain and update Recruitment Tracking System and other forms of reporting or record keeping with attention to detail and accuracy; • Data gathering for recruitment related key performance indicators on a monthly basis; • Maintain strict confidentiality of employee sensitive data; • Write articles on relevant topics for Performance Magazine on a monthly basis; • Work on special projects and general tasks as needed.