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How MBU Group Uses KitaHQ to Capture Deeper Competency Evidence Across 100 AI Interviews a Month
Industry: Agribusiness
Role: Supervisors and Managers
Insights from:
Farid Afyudin
Human Capital Acquisition & Development Manager
Use Case: Competency-Based Interviews for Leadership Roles
Industry
Integrated Poultry Agribusiness
Region
Indonesia, based in Bandung, with operations across Banten and West Java
Employees
1,000+
Recruitment team
7 people supporting 7 business units
Roles assessed
Supervisors, managers, and team leaders across farm, plant, and corporate functions
AI interview volume
100 candidates interviewed per month
Results
100
AI Interviews per Month
50 Hours
Recruiter Time Saved Each Month
The Challenge
“With manual interviews, we could assess the competencies we needed, but covering every area in enough depth was demanding. We wanted more complete evidence that we could return to when evaluating candidates or discussing them with hiring managers.”
Farid Afyudin
Human Capital Acquisition & Development Manager
Manual interviews had to cover a broad competency framework
MBU’s competency framework covered leadership, problem solving, communication, planning, and other subcompetencies. Assessing all of these in a single live interview made it difficult for recruiters to explore every area with enough depth.
Hiring managers needed evidence behind the assessment
Before candidates reached hiring managers, MBU needed a clear view of their competencies, gaps, and recommendations, supported by actual examples from the interview rather than relying on recruiter memory or brief notes.
What They Implemented and Benefits
1. AI Video Interviews for Leadership Competency Assessment
MBU uses KitaHQ for competency-based interviews, with current usage prioritized toward supervisors, managers, and other candidates responsible for leading teams. One example is the hiring of a Farm Supervisor – Broiler/Breeding.
A Farm Supervisor candidate initially described themselves as experienced in leading operational teams. KitaHQ can then probe deeper into a specific situation. For example, how the candidate responded when a team member repeatedly failed to follow an SOP, including how they communicated expectations, coached the employee, addressed the issue, and followed up afterward.
This gives MBU more concrete evidence across leadership, coaching, communication, and accountability, rather than relying only on a candidate’s general description of their leadership experience.
Across competency-based interviews, candidates are encouraged to support their answers with specific situations, actions, decisions, and outcomes from their experience. This gives recruiters more context to evaluate not only what candidates claim, but also the evidence behind those claims.
At around 100 AI interviews per month, this approach also supports high-volume hiring without requiring recruiters to conduct every competency interview live.
A Farm Supervisor candidate initially described themselves as experienced in leading operational teams. KitaHQ can then probe deeper into a specific situation. For example, how the candidate responded when a team member repeatedly failed to follow an SOP, including how they communicated expectations, coached the employee, addressed the issue, and followed up afterward.
This gives MBU more concrete evidence across leadership, coaching, communication, and accountability, rather than relying only on a candidate’s general description of their leadership experience.
Across competency-based interviews, candidates are encouraged to support their answers with specific situations, actions, decisions, and outcomes from their experience. This gives recruiters more context to evaluate not only what candidates claim, but also the evidence behind those claims.
At around 100 AI interviews per month, this approach also supports high-volume hiring without requiring recruiters to conduct every competency interview live.
What was assessed:
•
Team management
•
Decision-making
•
Interpersonal communication
•
Planning and prioritization across competing tasks
Impact:
•
More detailed examples of how candidates handled work challenges
•
More complete coverage of MBU’s subcompetencies through additional probing
•
50 recruiter hours saved per month across 100 interviews
2. Interview Report That Supports Hiring Decisions
MBU reviews KitaHQ interview reports alongside psychometric results and HR interview findings. By the time a candidate reaches the hiring manager, they can review a structured view of the candidate’s competencies, supporting evidence, and areas that may still need validation, not just a score or recruiter notes.
This gives hiring managers more context to decide whether a candidate should move forward and what needs to be explored further. When the assessment signals are consistent, the report provides evidence behind the recommendation. When something remains unclear, the hiring manager can focus the next interview on those specific areas.
“With KitaHQ, we have more comprehensive candidate data to bring to hiring managers. When they ask about a candidate’s competencies, we can go back to the assessment and summary to provide the context behind our evaluation.”
As a result, hiring manager interviews can be used to validate and make decisions based on evidence already captured, rather than repeating questions or rebuilding context from scratch.
This gives hiring managers more context to decide whether a candidate should move forward and what needs to be explored further. When the assessment signals are consistent, the report provides evidence behind the recommendation. When something remains unclear, the hiring manager can focus the next interview on those specific areas.
“With KitaHQ, we have more comprehensive candidate data to bring to hiring managers. When they ask about a candidate’s competencies, we can go back to the assessment and summary to provide the context behind our evaluation.”
As a result, hiring manager interviews can be used to validate and make decisions based on evidence already captured, rather than repeating questions or rebuilding context from scratch.
How the evidence was used:
•
Review candidate responses against MBU’s competency requirements
•
Consider interview findings alongside psychometric results and HR interviews
•
Identify competency gaps and prepare recommendations for hiring manager interviews
Impact:
•
More complete context before hiring-manager interviews
•
Interview evidence that can be revisited
•
More informed follow-up questions
Why This Matters for Hiring Across an Integrated Business
For an integrated poultry business, the same leadership competency can look different depending on where someone works.
A farm supervisor may need to coordinate operational teams in the field. A plant manager may deal with production priorities and cross-functional dependencies. A corporate manager may face an entirely different set of day-to-day situations.
MBU combines a shared competency framework with enough room for candidates to explain the context of their own work.
KitaHQ helps capture those examples consistently, while MBU’s recruiters interpret the evidence and continue the conversations for the areas where human interaction matters most.
“KitaHQ helps us with the deeper competency assessment, so our recruiters can focus direct conversations on the areas that still need a human touch, such as expectations, compensation, and negotiation.”
A farm supervisor may need to coordinate operational teams in the field. A plant manager may deal with production priorities and cross-functional dependencies. A corporate manager may face an entirely different set of day-to-day situations.
MBU combines a shared competency framework with enough room for candidates to explain the context of their own work.
KitaHQ helps capture those examples consistently, while MBU’s recruiters interpret the evidence and continue the conversations for the areas where human interaction matters most.
“KitaHQ helps us with the deeper competency assessment, so our recruiters can focus direct conversations on the areas that still need a human touch, such as expectations, compensation, and negotiation.”
See the full Agribusiness solution
Explore how agribusiness teams use KitaHQ to streamline candidate screening, coordinate hiring across locations, and assess candidates for field and office roles.
Who This Is For
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Agribusiness companies recruiting across farm, plant, field, and corporate functions
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Companies with multiple business units using a shared competency framework
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Talent acquisition teams hiring supervisors and managers who need deeper competency evidence
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High-volume recruitment teams that want candidates to complete structured interviews without requiring recruiters to attend every session
•
Hiring teams that need transcripts, summaries, and candidate evidence to support hiring-manager discussions
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