TIPS MASUK BUMN DARI HUMAN CAPITAL PERTAMINA

How to Apply to a BUMN/Pertamina Role

The discussion offers a Human Capital perspective on preparing applications and interviews, especially for fresh graduates. Its central advice is to be concise, relevant, and able to support claims with real examples.

CV and Application Preparation

• Meet the administrative requirements first. Initial screening may consider GPA, age, and major. The speaker says campus accreditation is also considered; for Pertamina, the minimum is generally B for both the campus and study program, though candidates from a range of public and private universities have been accepted.
• Prioritize clarity over design or format. Digital, ATS-style, and other CV formats are treated similarly; the content matters more. Keep the CV easy to read and avoid clutter.
• For fresh graduates, aim for a one-page CV. Highlight the most relevant experience, such as organizational work, projects, achievements, training, or certificates. Select one or two strong examples rather than listing everything.
• Show relevance to the role. Make clear how your major, experience, and strengths align with the position. Use a current, appropriate photo if you include one.

Interview Preparation

• Prepare yourself and your presentation. Arrive physically and mentally ready, dress neatly and appropriately, and make a professional first impression. Formal black-and-white clothing is not necessarily required.
• Research the company at an appropriate depth. Understand the targeted company or subsidiary, its main business activities, and relevant leadership. For a fresh graduate, the speaker describes this as roughly level 2 knowledge: more than simply knowing the company’s name, but not necessarily deep technical expertise.
• Connect your preparation to the role. Learn the business area relevant to the position—for example, marketing and sales versus operations and distribution—rather than focusing only on one business line.
• Answer with evidence from experience. For strengths, weaknesses, and behavioral questions, give a specific example and explain what you did, what obstacles arose, and what the result or learning was. Interviewers may probe details to assess whether you genuinely experienced the work or only know the theory.
• Discuss weaknesses honestly and show improvement efforts. For example, if punctuality is a weakness, explain the steps you have taken to improve it.
• Don’t overemphasize public-speaking polish. The speaker says polished public speaking is not mandatory for fresh-graduate recruitment; being able to communicate and present yourself clearly is more important.
• Handle unexpected questions calmly. If asked to sing or perform another unexpected task, focus on responding confidently and willingly. Such prompts may be used to observe confidence or attitude, not just the quality of the performance.
• Demonstrate integrity and alignment with company values. The speaker notes that moral considerations and a moral assessment are part of the recruitment context.

Process and Figures Mentioned

• Candidates may face up to three interviews, based on the speaker’s experience, though this should not be treated as a guaranteed or fixed process.
• Interviewers may ask detailed follow-up questions about a project or organizational role—for example, a candidate’s responsibilities on an event committee and how they handled challenges.
• No business performance KPIs, such as revenue or growth targets, are discussed.

Sources and Presenters

• Rabbani Satriawan, Assistant Manager of Human Capital, HC BPN GM, Pertamina Patra Niaga RJBT
• Hilda, from the RJBT communications/relations team and podcast host