The hashtag #KaburAjaDulu has recently gained traction among Indonesian professionals, signaling a growing trend of job-hopping and overseas migration. Meaning “Just Escape First”, the phrase reflects the frustrations of many local talents facing stagnant wages, limited career growth, and a challenging economic environment. While this movement empowers employees, it poses a significant threat to local recruiters struggling to retain skilled workers.
#KaburAjaDulu: The Talent Drain Dilemma
Indonesia is experiencing a brain drain, as many young professionals seek better opportunities abroad by #KaburAjaDulu. Countries like Singapore, Australia, and Germany offer attractive salaries, structured career paths, and better work-life balance. As a result, recruiters in Indonesia face an increasing shortage of qualified candidates, especially in tech, finance, and engineering sectors.
Challenges for Local Companies
- Higher Turnover Rates – With employees more willing to jump ship, companies must deal with frequent hiring cycles, which increase recruitment costs and disrupt business operations.
- Salary Expectations Mismatch – Candidates now compare local salaries with global standards, making it harder for recruiters to negotiate within budget constraints.
- Employer Branding Pressure – Companies must enhance their work culture, benefits, and career development programs to compete with international opportunities.
Strategies for Recruiters
To counter the #KaburAjaDulu trend, recruiters must adapt by:
- Offering competitive compensation and clear career progression.
- Emphasizing remote work flexibility to retain talent.
- Strengthening employee engagement through upskilling and mentorship programs.
While #KaburAjaDulu reflects real concerns, Indonesian recruiters must evolve their strategies to keep local talent engaged and committed. The key is not to prevent movement but to create compelling reasons for them to stay—through better career growth, competitive benefits, and a supportive work culture that fosters long-term loyalty. Companies must also embrace flexibility, invest in employee well-being, and build strong leadership to inspire retention. By prioritizing these factors, local recruiters can turn the challenge into an opportunity to reshape Indonesia’s job market for a more sustainable future.
