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🇮🇩 Indonesia /Economy & Trade

Mental Readiness Seen as Key to Gen Z’s Global Careers

From Republika · () Indonesian

Translated from Indonesian and summarized by DistantNews. Read the original for the full story.

At a glance

News Named sources Context piece
  • Indonesian youths seeking overseas jobs need psychological readiness and adaptability in addition to language and technical skills.
  • Consultant Wina Novita Dewi says Gen Z increasingly values learning, skill development and long-term career prospects alongside pay.
  • Training and placement organizations are encouraged to use psychological assessments and provide support after workers arrive abroad.

For Indonesia’s Gen Z, an overseas job is increasingly about more than earning a higher salary. It can also offer a chance to learn, build skills, gain experience and develop a long-term career. But language ability and technical competence alone may not be enough to make that opportunity last.

Wina Novita Dewi, owner of TRUSTINDO Consultant, says mental readiness and adaptability are essential as young Indonesians enter unfamiliar workplaces. Differences in work culture, pace, communication patterns and daily life can trigger culture shock when candidates are not prepared.

Work is no longer solely about the size of the salary, but also about opportunities to keep learning, develop oneself, gain experience and build a future.

· Wina Novita DewiShe described the broader priorities Indonesian Gen Z workers consider when choosing jobs.

“Work is no longer solely about the size of the salary, but also about opportunities to keep learning, develop oneself, gain experience and build a future,” Wina said. She argued that training institutions and Indonesian migrant-worker placement companies should consider motivation, emotional stability, resilience, personality, attention to detail and adaptability during selection.

Psychological assessment is not a process of judging or determining whether a candidate is good or not good.

· Wina Novita DewiShe explained the purpose of psychological screening in overseas-worker selection.

One possible approach is the Behavioral Event Interview, which examines how candidates have handled pressure, conflict and difficult situations. Wina said psychological assessment should not judge whether a candidate is good or bad. Instead, it should help organizations understand a worker’s character, motivation and readiness more fully.

Support should continue after workers reach their destination. Through Trustindo Mobile, workers can consult Trustindo psychologists about job pressure, personal problems and adjustment challenges. Trustindo has supported training and placement organizations in selecting and assessing prospective overseas workers and apprentices since 2017. Wina said a better understanding of candidates could improve placement decisions, help workers remain and grow in their jobs, and reduce dropouts.

With this understanding, the placement process can be carried out more accurately, giving candidates a greater chance to remain and develop in the workplace while reducing the risk of dropping out.

· Wina Novita DewiShe linked psychological preparation and suitable placement to worker retention.
About this summary

Originally published by Republika in Indonesian. Translated, summarized, and contextualized automatically by DistantNews, with a note on how the source frames the story. Not individually reviewed before publishing. How this works.

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