Author: Dira Tjokro | Editor: Intan Khatulistiwa
Did You Know ASTRNT Helps Assess Fresh Graduates, Experienced Talent, and Internal Teams?
Most companies assess fresh graduates, experienced hires, and internal talent using entirely different tools, teams, and processes. On paper, each group has its own “system”, but in reality, it’s a fragmented stack that creates inefficiencies, inconsistencies, and blind spots that ultimately cost you top candidates.
Why does this disconnect happen? It’s not due to bad strategy, it’s how most organizations naturally evolve. Talent acquisition teams focus on external hires, HRBPs handle internal promotions, and university hiring often sits under a completely separate function. With different budgets, goals, and KPIs, each team gravitates toward its own tools.
Over time, tools get purchased reactively, tailored only to the next recruitment cycle or leadership program. Alignment across segments becomes an afterthought. The result? A disjointed, siloed experience; not only for your team, but for candidates, too.
ASTRNT’s Solution: One Platform for Every Talent Segment
Hiring shouldn’t feel like juggling three different systems for three different roles.
With ASTRNT, it doesn’t have to.
We built ASTRNT as a single, scalable platform that adapts to every talent tier; fresh graduates, experienced professionals, and internal teams, while maintaining the same standard of fairness, consistency, and quality.
Here’s how it works across the talent lifecycle:
Graduate Hiring – Scalable, Fair Screening with AIESEC Indonesia
For the Program Pemuda Magang Luar Negeri (PPMLN), AIESEC Indonesia needed to shortlist 2,500+ student applicants from across the country, fast.
Using ASTRNT’s video interview, they screened all candidates asynchronously, assessing communication, logic, and personality while ensuring fairness and consistency across 14 chapters, resulting in the 250 candidates shortlisted in 2 weeks, a flexible and efficient process for both recruiters and students without physical interviews needed.
Experienced Talent – Sampoerna Got a Smarter & Faster Hiring
Sampoerna streamlined their entire recruitment workflow by integrating skills, psychometrics, and interview automation into one seamless candidate experience with ASTRNT.
The impact has been substantial; hiring teams and managers experienced a 90% reduction in man-hours, while candidate quality improved by 92%. Additionally, 89% of hiring managers reported the process to be significantly more effective. Recruitment Process Outsourcing (RPO) workflows were also enhanced, ensuring smoother collaboration with external providers.
Internal Talent – Telkom Akses and Data-Driven Promotions
Promoting from within shouldn’t rely on tenure or intuition alone. Telkom Akses adopted ASTRNT’s NextGen Assessment Center to evaluate over 700 internal team members for leadership roles, using psychometric tools, simulations, and structured scoring.
The result was a 70% faster data processing time compared to traditional methods, improved assessment objectivity through multi-assessor calibration, and deeper insights into leadership potential across Indonesia’s vast workforce.
This led to faster, fairer promotions and a more confident succession plan, rooted in data, not guesswork.
What makes ASTRNT powerful isn’t just its flexibility, it’s the fact that it builds understanding across the talent journey, from the graduated to internal mobility.
No context switching. No messy integrations. Just better hiring, all in one place.
See how ASTRNT adapts to your talent pipeline today!
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