4-1 1 4-2 2 Recruitment - Process of searching for job candidates: - adequate number - qualified from which to select staff needed to meet job requirements.

4-1 1

4-2 2

Recruitment

- Process of searching for job candidates:- adequate number- qualified

from which to select staff needed to meet job requirements.

- Process of searching for job candidates:- adequate number- qualified

from which to select staff needed to meet job requirements.

4-3

RecruitmentMenurut Ivancevich (2007) rekrutmen adalah sekumpulan kegiatan organisasi yang digunakan untuk menarik calon

karyawan yang memiliki kemampuan dan sikap yang diperlukan untuk membantu

organisasi mencapai tujuannya.

Menurut Noe & Wright (2007), rekrutmen adalah kegiatan apapun dijalankan oleh organisasi dengan tujuan utama untuk

mengidentifikasi dan menarik karyawan potensial.

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Recruitment

• Generate adequate pool of candidates at minimum cost.

• Increase success rate of selection process.

• Achieve employment equity goals.

• Attract qualified candidates suited to organizational culture.

• Generate adequate pool of candidates at minimum cost.

• Increase success rate of selection process.

• Achieve employment equity goals.

• Attract qualified candidates suited to organizational culture.

Purposes of Recruitment

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Isu Stratejik dalam Rekrutmen (Schuler & Jackson 2006)

• Proses rekrutmen harus konsisten dengan strategi, visi, dan nilai-nilai organisasi.

• Proses rekrutmen harus bisa dilaksanakan secara efisien dan efektif.

• Proses rekrutmen harus dibarengi dengan kemampuan organisasi dalam mempertahankan para karyawan terbaik.

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Alternatif Tindakan selain Rekrutmen– Alih Daya (outsourcing): Menggunakan jasa

eksternal untuk menjalankan pekerjaan yang sebelumnya dikerjakan secara internal.

– Karyawan tidak tetap (contingent workers): Karyawan paruh-waktu, karyawan sementara, atau kontraktor independen.

– Organisasi Pemberi Kerja Profesional: Perusahaan yang menyewakan karyawan kepada perusahaan-perusahaan lainnya.

– Kerja Lembur (overtime): Alternatif untuk mengatasi fluktuasi jangka pendek dalam beban kerja. Perusahaan bisa menghindari biaya-biaya rekrutmen, seleksi, dan pelatihan, sedangkan para karyawan memperoleh peningkatan pendapatan selama periode kerja lembur.

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Strategic business objectivesWhat is to be achieved and how.

Human resource planning•Determine number and type

of jobs to be filled•Match HR supply with job

openings

Job analysisCollect job information

Job description•Job title•Duties and responsibilities•Relationships•Know-how•Accountability•Authority•Special circumstances

Job specification•Experience•Qualifications•Skills, abilities, knowledge•Personal qualities•Special requirements

RecruitmentIdentify and attract a pool of

qualified candidates.

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Perencanaan Sumber Daya Manusia

Allternatif-Alternatif Rekrutmen

Metode-Metode Eksternal

Rekrutmen

Sumber-Sumber Eksternal

Sumber-Sumber Internal

Metode-Metode Internal

Orang-Orang yang Direkrut

LINGKUNGAN EKSTERNAL

LINGKUNGAN INTERNAL

PROSES REKRUTMEN (Mondy 2008)

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Recruiting Within the Organization

- Enhanced morale if competence is rewarded.

- More commitment to company goals.

- More accurate assessment of candidate’s skills.

- Less orientation required.

- Enhanced morale if competence is rewarded.

- More commitment to company goals.

- More accurate assessment of candidate’s skills.

- Less orientation required.

Advantages

4-10 10

Recruiting Within the Organization

- Discontent of unsuccessful candidates.

- Time consuming to post and interview all

candidates if one is already preferred.

- Employee dissatisfaction with insider as new

boss.

- Discontent of unsuccessful candidates.

- Time consuming to post and interview all

candidates if one is already preferred.

- Employee dissatisfaction with insider as new

boss.

Disadvantages

4-11 11

Recruiting Within the Organization

Job

Posting

Job

PostingSkills

Inventories

Skills

Inventories

Requirements

Human

Resources

Records

Human

Resources

Records

4-12 12

Finding Internal Candidates

• Job posting– Publicizing an open job to employees

(often by literally posting it on bulletin boards) and listing its attributes.

• Rehiring former employees– Advantages:

• They are known quantities.• They know the firm and its culture.

– Disadvantages:• They may have less-than positive

attitudes.• Rehiring may sent the wrong

message to current employees about how to get ahead.

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Recruiting Within the Organization

Advantages:

- Low cost.

- Skilled employees may know others in their field.

- Recruits have realistic impression of the firm.

- Candidates generally of high quality.

Advantages:

- Low cost.

- Skilled employees may know others in their field.

- Recruits have realistic impression of the firm.

- Candidates generally of high quality.

Employee Referrals

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Recruiting Within the Organization

Disadvantages:

- Nepotism.

- Employee dissatisfaction when referral not hired.

- Systemic discrimination in non-diverse workplace.

Disadvantages:

- Nepotism.

- Employee dissatisfaction when referral not hired.

- Systemic discrimination in non-diverse workplace.

Employee Referrals

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Recruiting Outside the Organization

- Larger, more diverse pool of qualified candidates.

- Acquisition of new skills and knowledge for

creative problem solving.

- Cost savings from hiring skilled individuals with

no need for training.

- Larger, more diverse pool of qualified candidates.

- Acquisition of new skills and knowledge for

creative problem solving.

- Cost savings from hiring skilled individuals with

no need for training.

Advantages

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Recruiting Outside the Organization

Yield Pyramid

50

100

150

200

1200

New hires

Offers made (2:1)

Candidates interviewed (3:2)

Candidates invited (4:3)

Leads generated (6:1)

Planning External Recruitment

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Recruiting Outside the Organization

• Employee referrals.

• Private employment agencies.

• Executive search firms.

• Advertising.

• Online recruiting.

• Employee referrals.

• Private employment agencies.

• Executive search firms.

• Advertising.

• Online recruiting.

Prominent Methods

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Recruiting Outside the Organization

• Walk-ins and write-ins.

• Human Resource Centers (HRDC).

• Professional and trade associations.

• Labor organizations

• Educational institutions.

• Open houses and job fairs.

• Walk-ins and write-ins.

• Human Resource Centers (HRDC).

• Professional and trade associations.

• Labor organizations

• Educational institutions.

• Open houses and job fairs.

Methods

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Recruiting Outside the Organization

- No HR department.

- Past difficulty in generating pool of qualified

candidates.

- Position must be filled quickly.

- Desire to recruit designated group members.

- Desire to recruit individuals currently employed.

- No HR department.

- Past difficulty in generating pool of qualified

candidates.

- Position must be filled quickly.

- Desire to recruit designated group members.

- Desire to recruit individuals currently employed.

Use of Private Employment Agency

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Recruiting Outside the Organization

Advantages:

- Often specialize in particular type of talent.

- Adept at approaching employed candidates

not currently looking for a job.

- Confidentiality.

- Saves time.

Advantages:

- Often specialize in particular type of talent.

- Adept at approaching employed candidates

not currently looking for a job.

- Confidentiality.

- Saves time.

Executive Search Firms

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Recruiting Outside the Organization

Disadvantages:

- Must provide detailed candidate requirements.

- Non-professional sales approach eg. may present

poor candidate to make other prospects more

appealing.

Disadvantages:

- Must provide detailed candidate requirements.

- Non-professional sales approach eg. may present

poor candidate to make other prospects more

appealing.

Executive Search Firms

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Recruiting Outside the Organization

- Media to be used depends on:

- type of position

- type of candidate

- Construction of the ad:

- AIDA (attention; interest; desire; action)

- Media to be used depends on:

- type of position

- type of candidate

- Construction of the ad:

- AIDA (attention; interest; desire; action)

Print Advertising

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Recruiting Outside the Organization

Internet job boards

- Post a job opening online.

Corporate career websites

- Create a pool of candidates with interest in

the organization.

Internet job boards

- Post a job opening online.

Corporate career websites

- Create a pool of candidates with interest in

the organization.

Online Recruiting

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Recruiting Outside the Organization

Advantages:

- Corporate branding.

- Standard application process.

- Online screening.

- Data can be kept for future search and tracking.

Advantages:

- Corporate branding.

- Standard application process.

- Online screening.

- Data can be kept for future search and tracking.

Online Recruiting

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Recruiting Outside the Organization

Temporary

Help

Agencies

Temporary

Help

Agencies

Employee

Leasing

Employee

Leasing

Recruiting Non-Permanent Staff

Contract

Workers

Contract

Workers

4-27 27

Recruiting a More Diverse Workforce

• older workers

• younger workers

• designated group members:

• women

• visible minorities

• older workers

• younger workers

• designated group members:

• women

• visible minorities

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Recruiting a More Diverse Workforce

• Single parents– Providing work schedule

flexibility.• Older workers

– Revising polices that make it difficult or unattractive for older workers to remain employed.

• Recruiting minorities and women– Understanding recruitment

barriers.– Formulating recruitment plans.– Instituting specific day-to-day

programs.

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• Welfare-to-work– Developing pre-training

programs to overcome difficulties in hiring and assimilating persons previously on welfare.

• The disabled– Developing resources and

policies to recruit and integrate disable persons into the workforce.

4-30

Hambatan dan Tantangan Rekrutmen

• Rencana Stratejik dan Sumber Daya Manusia

• Kebiasaan Perekrut• Kondisi Pasar Tenaga Kerja• Persyaratan Kerja• Biaya• Insentif• Kebijakan Organisasi• Citra Organisasi

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ReferensiMondy, R.W., 2008, Manajemen Sumber

Daya Manusia, Edisi Kesepuluh (terjemahan), Jakarta: Penerbit Erlangga.

Schuler, R.S. & Jackson, S.E., 2006, Human Resource Management, International

Perspective, Mason: Thomson South-Western.

Werther, W.B. & Davis, K., 1996, Human Resources and Personnel

Management, 5th Ed., Boston: McGraw-Hill.