Last year, we did a review of our internship program and relooked the way we thought about internships here at GOJEK. In the past, interns were our arms and legs to address short-term manpower needs. There was little career progression for them, and only a handful were converted into permanent staff, or GoTroops. I wondered if we could do more for our interns, and practically speaking, how that would look like at GOJEK.
Meanwhile, GOJEK is growing rapidly. We hired over 1,500 employees in 2018, and continue to hire for our offices across Asia.
Improving our talent pipeline for interns makes for a win-win situation. Interns would benefit from an enhanced program to explore a working environment and apply their skills to solving real-world problems. A well-organised internship program can help GOJEK identify new young talent as potential permanent hires to support our continuous growth and expansion.
GoXplore is our newly-launched internship program which will target young talent, preferably university students in their third year onwards. GoXplore will pilot in Indonesia, but plans are in place to scale this across our offices internationally.
The selected participants will take part in a 10 to 12-week learning journey with GOJEK. During this time, they will be challenged to complete assigned projects within their areas of specialisation, pitch their ideas to the GOJEK management team, and learn the ropes from GOJEK employees first-hand through learning sessions, monthly coaching sessions with their hiring managers, and their daily tasks.
This program is specially designed for those who are hungry, curious about the tech industry in Indonesia, and who want to make a tangible, meaningful impact for the duration of their internships.
Our inaugural GoXplore Assessment Day was held on 4th May (Sat) this year. Of the 1,260 applications we received, 45 candidates were selected to attend the event at our head office in Pasaraya, Jakarta.
I started the day off with a short sharing about life at GOJEK — introducing GOJEK, life as a GoTroop, and the opportunities and challenges they can expect in the GoXplore program with us.
The assessments then commenced. Candidates were assessed in a two-part process: a focus group discussion and a speed dating interview. Focus groups were done with a standardised case study in groups of five to six candidates with a hiring manager and a people acquisition (PA) consultant, while speed dating interviews were done with a single candidate with a time limit of 15 minutes.
Candidates were also taken on a tour of our office, and got to mingle with each other as well as our team members during their lunch break.
After the assessment process, GoTroops gathered to discuss and calibrate the results, which were determined on the day after a round of thoughtful discussions. Assessment Day made the whole process fun, engaging, and efficient for both candidates and our team members. 18 candidates were eventually selected, and 12 of them will join us on our very first run of the GoXplore program, which will commence on 17 June this year.
After meeting some very promising young talent at Assessment Day, I am confident to say that some of our region’s greatest industry leaders will call Indonesia home. I can’t wait to meet our very first batch of GoXplorers.
Special thanks to all our GoTroopers who made Assessment Day possible:
Egtheasilva Artella, Andi Haikal Pratama, Safira Anindya Husein, Grace Artasari, Dyah Gretiana, Januaria Trivani, Erin Rejeki, Levina Adiputri, Mikha Lalisang, Puri Utami, Rahmadya Fadaya Putri, Siska Indah Septiana, Asbartanov Lase, Caroline Cassandra, Dila Difakuma, Hendarmawan, Priska Patianom, Widi Prastomo, Winardi Cristian, Yolinsia Kie, Sylvia Affandi, Idham Nugraha, Shadza Mulya
Additional reporting by: Endamia Carolina and Sim Yan Ting
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