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The Recruitment Process

Modul 2 : Manajemen Sumber Daya Manusia

Batam Tourism Polythechnic

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Learning
01 Identify the key stages in the
Outcome recruitment process

02 Discuss the importance of developing a

job analysis and job descriptions

03 Outline the different types of

recruitment strategies

04 List the advantages and disadvantages

of different recruitment strategies
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Introduction
Pengertian Rekrutmen

Menurut Bernadin & Russel

Rekrutment merupakan proses
penemuan dan penarikan pelamar
yang tertarik dan memiliki kualifikasi
terhadap lowongan yang dibutuhkan

Menurut Bowin dan Harvey

Rekrutment merupakan proses untuk
menemukan, menarik dan mengidentifikasi
pool calon karyawan yang berkualitas dalam
jumlah yang memadai untuk mengisi
angkatan kerja yang dibutuhkan pada saat
ini dan masa mendatang
 Alasan Rekrutmen

Pensiun
Perusahaan baru A karyawan

Perluasan kegiatan B Promosi

perusahaan karyawan

Pengunduran diri
karyawan
C
Dll

D
Tahapan Rekrutmen
Staffing Plan / Forecasting / Budgeting
. This plan allows HRM to see how many people they should hire
based on revenue expectations and can also include the
development of policies to encourage multiculturalism at work..
A A
Develop Job Analysis
The job analysis is a formal system developed to determine B
what tasks people actually perform in their jobs..

Write Job Description

outline a list of tasks, duties, and responsibilities of the job C B C
Formulate Job Specification
the skills and abilities the person must have to perform the D
job.

Know Laws Relating to Recruitment

D E
It is the responsibility of the HR professional to research and E
apply the laws relating to recruitment in their respective
industry and country.
Tahapan Rekrutmen
Develop a Recruitment Plan
. HR professionals should develop a recruiting plan before posting
any job advertisement F A
Implement Recruitment Plan
G

Accept Application
it is important to develop criteria that each candidate will be
measured against.
H B C
Selection process
determine which selection method will be used. I

Offering the Right Candidates

D E
J
 Staffing Plan /
Internal Factors External Factors Forecast /
Budget constraints Changes in technology
Budgeting
Expected or trend of employee Changes in laws
turnover

Production levels  Shifts in population or

location demographics

Sale increases or decreases Unemployment rates

Global expansion plans Competition

Your Picture Here

Job Analysis
 Analisis Jabatan atau Job Analysis adalah sebuah proses untuk
mengidentifikasikan dan menentukan secara rinci tugas dan
persyaratan pekerjaan tertentu serta kepentingan yang berkaitan
dengan tugas-tugas pada jabatan atau pekerjaan tertentu.
 Metode
Job
Analysis
A task-
based analysis 
focuses on the duties of the job

A competency-
based analysis
focuses on the specific
knowledge and abilities an
employee.
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Recruitment
Strategy
RECRUITMENT STRATEGY
Sample

The Right Hire

t
en
Offer Management

tm
es
nv Background
Checks & Drug
I
on

Testing
Recruiter / Client
Assessment Selection
rn

interviews
tu
Re

Brand Strategic
Career Website
Development Sourcing Advertising Plan
Interviewing and Selection Training

Job Design - Wage surveys

Philosophy - Policy- Process

Structure
 Metode Rekrutment
Recruiters
1. Executive search firm 
2. Temporary recruitment or staffing firm
3. Corporate recruiter 
Campus Recruiting
Many companies use their campus
recruiting programs to develop new talent,
who will eventually develop into managers

Content Title
Here

Professional Association
usually nonprofit organisations whose goal Web Site
is to further a particular profession
From the HR perspective, there are many
options to place an ad, most of which are
inexpensive. The downside to this method is
the immense number of résumés you may
receive from these websites, all of which
may or may not be qualified
 Metode Rekrutment
Social Media
Facebook, Twitter, LinkedIn and YouTube
are excellent places to obtain a media
presence to attract a variety of Event
workers. The goal of using social media Some organisations have specific job fairs
as a recruiting tool is to create a buzz for their company, depending on the size.
about your organisation, share stories of
successful employees, and tout an
interesting culture  

Content Title
Here

Referrals
The quality of referred applicants is usually Traditional Advertisement
high, since most people would not
recommend someone they thought Traditional forms of job advertising include
incapable of doing the job TV advert campaigns, newspaper and radio
adverts
 Recruitment Method Advantages Disadvantages

Outside recruiters, executive search - Expensive

firms, and temporary employment - Can be time saving - Less control over final candidates to be
agencies interviewed

- Can hire people to grow with the - Time consuming

Campus recruiting/educational
organisation - Only appropriate for certain types of
institutions
- Plentiful source of talent experience levels

- May be a fee to place an ad

Professional organisations and - Industry specific
- May be time-consuming
associations - Networking
to network

- Diversity friendly - Expensive

Websites/Internet recruiting - Low cost - Less control over final candidates to be
- Quick interviewed

- Time consuming
Social media - Inexpensive
- Overwhelming response

- Can be expensive
Events - Access to specific target markets of candidates
- May not be the right target market

- Higher quality people - Concern for lack of

Referrals
- Retention diversity

Traditional advertisements - Can target a specific audience - Can be expensive

 Advantages  Disadvantages Internal
Internal Rewards contributions of current
Can produce “inbreeding,” which may
reduce diversity and difference
Candidate
Candidates staff
perspectives
Vs
Can be cost effective, as
opposed to using a traditional
recruitment strategy
May cause political infighting between
people to obtain the promotions External
Knowing the past performance of
the candidate can assist in
Can create bad feelings if an internal
candidate applies for a job and
Candidate
knowing if they meet the criteria doesn’t get it

External Brings new talent into the Implementation of recruitment

Candidates company strategy can be expensive

Can help an organisation obtain Can cause morale problems for

diversity goals internal candidates

New ideas and insight brought Can take longer for training and
into the company orientation
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