BUMN Test Prep Guide: Getting Ready for the RBB

The Joint SOE Recruitment runs in three stages, one after another. Online Test Stage 1 holds the TKD, the AKHLAK test and the TWK. Candidates who clear it move to Online Test Stage 2, made up of the English test and Learning Agility. Stage 3 is run by each state-owned enterprise for the position you applied to and usually includes a field-knowledge test, interviews, a group discussion and a medical check. Both online stages are taken at home on your own device, while Stage 3 follows each company's own arrangements.

The first thing to understand is how the Stage 1 score works. In RBB 2025 the weighting was TKD 40%, AKHLAK 50% and TWK 10%. On top of that weighting sits a cut-off for every component: 58 for the TKD, 65 for AKHLAK and 50 for the TWK. A strong total on its own is therefore insufficient. Each component has to clear its own line.

A quick example makes this concrete. A candidate scoring TKD 75, AKHLAK 60 and TWK 80 is eliminated, because AKHLAK sits below 65 even though the other two are well above their marks. That changes how a study plan should look. Piling hours onto one favourite component while the others get whatever time is left is the biggest risk anyone can take in this selection. A sound plan spreads time across all five components and gives the most to whichever one the diagnostic test shows is weakest. Weights and cut-offs can shift between batches, so always check them against the official announcement on rekrutmenbersama.fhcibumn.id.

The AKHLAK test is scored against the core values the Ministry of SOEs launched in 2020 as the working culture for every state-owned enterprise: Amanah, Kompeten, Harmonis, Loyal, Adaptif and Kolaboratif. Each value comes with three official behaviour guidelines, eighteen in total, and these guidelines are the yardstick used to weight every answer option.

Here is a summary to memorise. Amanah (trustworthy) means keeping promises and commitments, owning your tasks and decisions, and holding to moral and ethical standards. Kompeten (competent) means growing your own skills, helping others learn, and finishing work to the best quality. Harmonis (harmonious) means respecting everyone whatever their background, being ready to help, and building a healthy workplace. Loyal means protecting the good name of colleagues, leaders, the company and the nation, being willing to sacrifice for a larger goal, and obeying leaders as long as that stays within law and ethics. Adaptif (adaptive) means adjusting quickly, improving continuously in step with new technology, and acting proactively. Kolaboratif (collaborative) means giving others room to contribute, cooperating openly to add value, and pooling resources toward shared goals.

The memorising itself is simple. Write all six values and eighteen guidelines on a single page, reread it daily in the first week, then test yourself by reciting it without notes. Next, connect each guideline to a workplace situation: what does Amanah look like when you discover an error in a report, or Adaptif when your office replaces its working system? Once those links exist, the guidelines stop being a list and become the lens you read all 90 questions through.

Candidates who fall short on the AKHLAK test often answer from personal habit. Those habits make sense in everyday life, while the test measures how closely a response fits an organisational value framework. The gap between the two tends to cluster in a few values, and Harmonis and Loyal are among the most frequent.

On Harmonis questions, many people choose to let a conflict pass quietly because it feels polite. The Harmonis framework asks for a response that cools the situation and finds common ground: start a conversation, hear both sides, then agree on a way forward. On Loyal questions the trap is total obedience. The Loyal guideline itself limits obedience to what stays within law and ethics, so following a problematic instruction scores low. Similar patterns show up in Adaptif, as clinging to a comfortable old method, and in Kompeten, as passing an unfamiliar task straight to someone else.

The tool here is an error log. After each set, mark the questions where your answer scored low, group them by value, and write a one-line correction for each pattern, for example "Loyal stays within law and ethics" or "Harmonis looks for common ground". Test that line on the next set. Talking through confusing items with a tutor or a fellow candidate speeds this up, because another viewpoint reveals reasoning that is hard to see alone. Keep your answers consistent as well: similar questions should reflect the same character all the way through.

Stage 2 opens with an English test of 85 questions in 80 minutes and a minimum score of 450. It carries 60% of the Stage 2 weight and is the clearest difference between the RBB and the civil service selection, whose basic test has no English section.

Most of the questions sit in structure, grammar and reading comprehension. For structure, revisit the patterns tested most often: subject-verb agreement, tenses, the passive voice, relative clauses and conditionals. For reading, business and corporate texts match the context of the questions well, such as annual report summaries, economic news and company announcements. Get used to finding the main idea of each paragraph, answering detail questions by going back to the exact source sentence, and working out business vocabulary from context.

Two timing facts matter here. If your English has been idle for years, two months is the realistic minimum to rebuild grammar and reading, so start at least two months before the expected test date. In RBB 2025 the gap between the Stage 1 results and the Stage 2 test was only about three weeks. Waiting for Stage 1 results before starting is the costliest scheduling mistake a candidate can make. Run English alongside everything else from the beginning, for example one short business text a day and one timed structure set a week.

Candidates who pass both online stages move on to rounds run by the company they applied to. The content varies between enterprises and usually includes a field-knowledge test (TKB) matched to your degree and position, an HR interview, a user interview, a Leaderless Group Discussion (LGD) and a medical check. Real people assess these rounds directly, so they are the hardest to practise alone through an app.

The TKB checks your professional knowledge: accounting and finance for finance roles, engineering fundamentals for technical roles, corporate law for legal roles, or programming and networking for IT roles. Prepare by revisiting the core courses of your degree and reading the annual report of the company you applied to, so the industry context comes through in the user interview. For the HR interview, the STAR method (Situation, Task, Action, Result) turns experiences into short, measurable stories. Prepare five or six stories that can serve many questions, for example about team conflict, a failure and a time you took the initiative.

The LGD tests how you contribute to a group that has no appointed leader. Assessors look at the quality of your input: framing the discussion, bringing in quieter members, summarising agreements and keeping time. Practise with group simulations built on business cases, then review when someone became too dominant or too passive. The six AKHLAK values appear again here, especially Harmonis and Kolaboratif, so your Stage 1 work keeps paying off.