Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol. 6. No. 3 (2023)
e-ISSN:2621-606X Page: 3005-3019
ANALYSIS OF RECRUITMENT AND SELECTION IN IMPROVING EMPLOYEE PERFORMANCE IN ELYOGROUP MEDAN
Ella Sofiah1
Sekolah Tinggi Ilmu Manajemen Sukma Medan, Medan, Indonesia [email protected]
Kartika Sari Lubis2*
Sekolah Tinggi Ilmu Manajemen Sukma Medan, Medan, Indonesia [email protected]
Analysis of Recruitment and Selection….. 3005 Abstract
Human resources are the main asset for an organization who are active planners and actors in various activities within the organization. The success of an organization is supported by good employee performance. To get employees with quality performance, effective recruitment is needed. The formulation in this study is how the recruitment process and selection process are carried out by Elyogroup. The method used is a descriptive qualitative method with observation data collection methods and unstructured interviews. Data collection used a purposive sampling method by selecting business owners as informants to obtain information used to complete this research. The results of this study are that Elyogroup recruitment is still placing job vacancy advertisements using Instagram social media. The selection process was carried out using file selection and structured and unstructured interviews.
Keywords: Human Resources, Recruitment, Selection, Performance
Analysis of Recruitment and Selection ….. 3006 INTRODUCTION
Human resources are the main asset for an organization which is an active planner and actor in various activities within the organization. Human resources have thoughts, feelings, desires, status, and educational backgrounds whose mindset can be brought into an organizational environment. Human resources are not money, machines, and materials that are positive in nature and can be fully managed to support the achievement of company goals. So, the success of an organization is supported by good employee performance.
Performance is a very important and interesting part because it is proven to be very important for its benefits, an institution wants employees to work seriously according to their abilities to achieve good work results. Without good performance from all employees, success in achieving goals will be difficult to achieve. Good performance is a desirable condition in the world of work. An employee will get good work performance if his performance is in accordance with the standards of both quality and quantity.
To get employees with quality performance, an effective recruitment and selection process is also needed. Effective recruitment will bring job opportunities to the attention of people whose abilities and skills meet job specifications. The next stage is selection, selection is the most decisive process because at this stage the company will select and determine prospective employees to join the company according to their needs. According to Mello (2011) “ensure the organization has the right employees with the right skills in the right places, at the right times”. The statement means that the process of recruitment and selection is an important process. If recruitment and selection are not managed properly, the company will not get the right human resources in accordance with the qualifications needed by the company. This will make the existing performance processes within the company run less effectively and efficiently.
The results of previous research conducted by (Kurniawan Winatha, 2018) with the title “Analysis of the Recruitment Process and Selection Process on Employee Performance (Case study at PT. Java Tripta Sejahtera)” using the quantitative method show the results that the recruitment process and selection process have a positive effect on the company, but the variables the most significant influence is the selection process. This agrees with research conducted by (Estiana et al., 2019) entitled “Analysis of the Recruitment Process
Analysis of Recruitment and Selection ….. 3007 and Selection Process (Case study on employees of PT. Mitra Perkasa)” using a quantitative method which shows the results of the recruitment process and the selection process have a positive and significant influence on PT employees Mitra Metal Perkasa and the most dominant variables affecting the performance of employees of PT. Mighty Metal Partners is a selection. The results of research conducted by (Kurniawan Winatha, 2018) and (Estiana et al., 2019) are inversely proportional to research conducted by (Jumita &
Zamilah, n.d.) entitled “Recruitment and Selection Analysis in Efforts to Improve Employee Performance at CV. Jaya Pertiwi, Angsana District, Tanah Bumbu Regency”
uses a qualitative method where the results obtained are the recruitment process and the selection process carried out by CV. Jaya Pertiwi, Angsana District, Tanah Bumbu Regency, is still not effective, but this company has efforts to improve employee performance. The company’s efforts are in line with expectations in achieving service targets. The results of this study are similar to research conducted by (Putri et al., 2021) entitled “The Influence of Employee Recruitment and Selection on Employee Performance (a case study at the Batu District Attorney’s Office)” that there is no partial effect between recruitment on employee performance.
Based on the explanation of the previous research above, it can be concluded that the research conducted by (Kurniawan Winatha, 2018) and (Estiana et al., 2019) has the same opinion, namely recruitment and selection have a significant influence on employee performance. In contrast to the research conducted by (Jumita & Zamilah, n.d.) and (Putri et al., 2021), recruitment and selection have no significant effect on employee performance.
In this study, the authors have similarities with previous studies, namely analyzing the process of employee recruitment and selection, but have different objects studied, and this study focuses on the recruitment and selection of Elyogroup admin staff.
The object of this research is Elyogroup company. This company is engaged in selling products online. The products sold are honey and weight loss supplements.
Elyogroup recruits when jobs are overloaded and wants to scale up the business, they will definitely add more employees. Moreover, elyogroup is included in the online shop business which relies heavily on admin staff in processing and serving orders. Based on the results of the initial observations that the authors conducted with business owners the
Analysis of Recruitment and Selection ….. 3008 recruitment sources used were external sources. According to (Santosa Halim, 2016), employees with external sources will not last long because they do not have acquaintances in the company and of course, it will be difficult to adapt. The problems that occur with Elyogroup can be seen from the quality of work of the admin staff who often make mistakes in inputting COD nominal. Where the nominal will be billed to the customer, if something goes wrong it will cause the customer to complain and lead to a return. The existence of returns will make the company lose in terms of shipping costs, packaging costs, and products that have the potential to be damaged or lost, plus customer complaints will also create a bad company image and low repeat orders from customers.
The problems above indicate that the employee recruitment and selection process is not carried out properly by the Elyogroup which ultimately affects the performance of its employees. Based on the background above, the authors are interested in conducting research on the recruitment and selection process at Elyogroup. The purpose of this study is to analyze the recruitment process and employee selection process.
REVIEW OF LITERATURE Recruitment
Recruitment is the process of getting a number of quality human resources to occupy a position or job in a company (Rivai 2012). According to Hasibuan (2012), Recruitment is an attempt to influence the workforce to want to apply for job vacancies in a company. According to Machmed Tun Ganyang (2018), indicators of the recruitment process include :1. Basis of Recruitment, namely the reasons underlying the recruitment. 2.
Recruitment Sources; internal recruitment sources and external recruitment sources.
Sources of internal recruitment are looking for prospective employees from within the company, such as references from employees, job rotation, promotions, and employee transfers. External sources look for prospective employees from outside the company, such as posting job advertisements, job fairs, labor consultants, and recruitment companies. 3.
Recruitment Techniques; Centralized Recruitment Techniques, Autonomous Recruitment Techniques, and Joint Recruitment Techniques. Centralized recruitment techniques are recruitment processes carried out by one part of the company based on the department
Analysis of Recruitment and Selection ….. 3009 itself. An autonomous recruitment technique is a recruitment process in which management is handed over to each department that needs workers. Combination recruitment techniques are recruitment techniques that combine centralized and autonomous techniques. This technique allows each division to define specific requirements for vacant positions, while still having coordination and control from the human resources department or central recruitment team to ensure uniform recruitment standards. This technique combines the advantages of two recruitment techniques, namely flexibility and cost efficiency.
Selection
According to Rivai (2012), selection is an activity in human resource management that is carried out after the recruitment process is complete. Selection is the activity of selecting and determining the basis for applicants being accepted or rejected to become company employees (Hasibuan, 2012). Selection Indicators According to Simamora (2015) there are 6 indicators as follows: Education, namely to see the educational trail of an applicant whether it supports or not in carrying out the job; References, namely examining who the applicant’s references are, can be trusted or not to provide information about the nature, actors, work experience and things that are considered important from the applicant;
Experience, namely knowledge, and skills that have been known and mastered by someone from actions or work that has been done for a certain time; Health, namely to find out the general health of the applicant, whether it supports or does not support the implementation of work; Written test, namely to find out someone’s ability in terms of academic or knowledge or other abilities through written questions; Interviews, namely face-to-face individual meetings between the interviewer and the interviewee to obtain the desired information.
RESEARCH METHOD
This type of research uses descriptive qualitative research. Descriptive qualitative research is a form of research that aims to describe existing phenomena. Descriptive research is research that tries to describe and interpret something, such as conditions and relationships that exist, opinions that develop, ongoing processes, influences and effects that occur, or ongoing trends (Sugiyono,2008). Qualitative methods are used in this study
Analysis of Recruitment and Selection ….. 3010 because they require a picture of the actual situation that occurs within the subject, as happened in the company under study. This allows for a more detailed analysis with expert assistance, based on existing descriptions. By utilizing existing data, it is hoped that the final result will not only be data and information, but also meaningful information and new knowledge that will become advice for the company. Researchers use qualitative descriptive techniques with the aim of being able to obtain a complete and detailed description of the entity. This research is defined as qualitative research that seeks to find meaning, explore processes, and develop a deeper understanding and understanding of individuals, groups, and situations. Qualitative research obtains data through interviews and observation (Sugiyono, 2008). This study also uses primary data and secondary data.
Primary data is data obtained directly from informants, usually in the form of interviews and observations. Interviews and observations were conducted directly with business owners. Then secondary data is in the form of previous scientific journals, books, written data, and several company documents. Methods of data collection in research with a qualitative approach used are 1) Qualitative research data collection by means of observation. 2) Interview, is a technique of collecting data or information from informants who have been determined and carried out by way of unilateral but systematic debriefing on the basis of the research objectives to be achieved. The method consists of the description of the research type, data collection, data source, data type, and data analysis.
The checking technique and validity of the data used is triangulation. Data analysis is a research technique for creating replicable references with respect to context. Analysis of data regarding communication or the content of communication. Basic logic in communication, is that every communication always contains a message, both verbal and nonverbal. 1) Data reduction, filtering data that has been collected by removing unnecessary data. 2) Presentation of data. 3) draw conclusions.
RESULTS AND DISCUSSION Recruitment
When the work is already overloaded and the company wants to enlarge its business, of course, it will add employees. Especially at Elyogroup which is an online shop
Analysis of Recruitment and Selection ….. 3011 company where the customer service process and order processing are very dependent on the admin. This is the background for the company to recruit new employees. In the process of recruiting new employees, the first thing Elyogroup does is create a job vacancy flyer with job qualifications. Qualifications made by Elyogroup for admin positions are women, maximum age 25 years, minimum high school/vocational high school graduates, have experience as admin for at least 1 year, thorough and have good communication skills. The company also lists the company's WhatsApp number. Furthermore, business owners seek recruitment sources to disseminate information on job vacancies. In this case, Elyogroup usually uses Instagram social media to disseminate information on job vacancies. The criteria for the Instagram account chosen by the business owner are a minimum of 15,000 Instagram followers and the account includes an office work area, for example, the Instagram accounts @lokermedan, @lokeranakmedan, @job_medan. After getting an account that meets the following criteria, the business owner negotiates with the Instagram account owner regarding the price and posting schedule. The business owner chose this method because according to him it would be faster and timely in finding candidates and the number of candidates obtained would also be greater.
Based on the information I got from business owners, using Internet media will indeed be faster because the information is widespread and unlimited. This is due to the development of an advanced era and many people who are able to access the internet to obtain various information, including information on job vacancies. Nowadays, people rarely look for jobs through print media, but rather through their own social media. Looking for work via the internet has one of the advantages, namely the large number of job choices, easy access and the process of sending files is also easy and fast. However, on the one hand, in the recruitment process with internet media, business owners have to pay a lot of money to advertise job vacancies, and the disclosure of business owners also says that the prospective employees they get cannot last long with the company because they are less able to adapt, and many candidates even did not attend the interview.
Based on the results of the authors’ interview with the business owner, the recruitment process is only controlled by the business owner centrally, where the owner carries out the recruitment to fulfill each division. The way that business owners find out
Analysis of Recruitment and Selection ….. 3012 the reasons for hiring is when employees cannot complete their work on time. However, usually, the business owner will assess whether the employee cannot complete his work on time because he is not serious at work or indeed because the work is already overloaded so that the employee cannot handle it anymore. If the evaluation and checking results show that employees cannot complete work on time due to excessive workload, then that's when the business owner makes a decision to add new employees and then the owner will immediately create job vacancies. Management and decision-making will also be handled by the business owner. The recruitment technique carried out by Elyogroup is categorized as a centralized technique which has the advantage of being more efficient, and cost- effective, and the owner can control the entry and exit of employees and oversee the quality of the company’s human resources.
Based on the information above, there are several steps that may need to be taken, namely as in the job vacancy flyer, it is better to add a description of the work to be carried out, the goal is for applicants to know what type of work is being done so that applicants can prepare themselves and be able to measure their own abilities, whether they are capable of the job they are looking for assigned. According to Hasibuan (2007) Job Description is a written description that describes the duties and responsibilities, working conditions, work relationships, and aspects of work in certain positions in the organization. If the job description is not clear, it will result in an employee not knowing his duties and responsibilities in the job and resulting in the job not being carried out properly. The selection of recruitment sources used is Instagram social media, this is appropriate so that companies can carry out initial screening, where companies can assess uploads of prospective applicants on social media whether these posts do not contain SARA, are active in positive activities, provide motivation to build or even uploads containing complaints and satire. Of course, from this, the company can give a negative or positive assessment of that person. According to Martoyo (2010), initial recruitment screening is an initial screening or screening process carried out by companies to identify candidates that match the position profiles required by the company. But it's a good idea for companies to also use other, more professional job vacancy platforms such as LinkedIn, Jobstreet, Kitalulus, and other platforms. That way the job vacancies that are distributed can reach more,
Analysis of Recruitment and Selection ….. 3013 professional and qualified candidates. The more candidates collected, the better because the possibility of getting the best candidate will be even greater (Burhanuddin, 2009).
Management and decision-making in Elyogroup are still carried out centrally, namely by the business owner himself. This technique is called the centralization technique. This technique does save costs and is more efficient, but leaders are required to have more ability to assess and know human resources. In addition, the recruitment process will be hampered if the leadership is unable to attend. Preferably Elyogroup should use a combined recruitment technique in which management and decision making is given to each division, but still coordinate with the central department. That way, position qualifications can be more specific, and flexible and save time because each division has different needs and they also know what kind of person is suitable for a position. So that applicants who do not match the qualifications of a division will be expelled first. Companies can ensure that every candidate tested fits the criteria, helping with equity and consistency in the hiring process. This is in line with what was revealed by Machmed Tun Ganyang (2018) that the combined recruitment technique is a recruitment technique that combines centralized and autonomous techniques. This technique allows each division to define specific requirements for vacant positions, while still having coordination and control from the human resources department or central recruitment team to ensure uniform recruitment standards. This technique combines the advantages of two recruitment techniques, namely flexibility and cost efficiency.
Selection
Based on the results of interviews with informants, it is known that the employee selection process at Elyogroup is after applicants contact the company’s WhatsApp contact who expresses interest in applying, then the company instructs the candidate to send his application file to WhatsApp. Of the many applicants, the company sorts out the incoming application files. Incoming application files will be sorted based on the education, experience, and age of the applicant. After getting several applicants, the company will invite applicants to the office for selection interviews. Applicants are also asked to bring their application documents. Prior to the interview, applicants are asked to submit an application file consisting of a job application letter, CV, photocopy of KTP, family card,
Analysis of Recruitment and Selection ….. 3014 and last education diploma. This is done to adjust the correctness and similarity of data submitted by previous applicants via WhatsApp. In this selection process, Elyogroup does not carry out any tests, because according to the business owner, the selection interview alone is enough to know the seriousness of the job applicant. The interview was conducted for approximately 20 minutes. The type of interview used is the mixed interview technique where there are structured interviews and unstructured interviews. This is done by the business owner so that the company has a standard in asking questions and later can develop each of these questions according to conditions. The questions asked by the Elyogroup to applicants in the interview selection are as follows:
1. Describe yourself. This question aims to describe the skills and character of the applicant.
2. What are your strengths and weaknesses? This question aims to find out the honesty of the applicant and find out your own weaknesses and how the applicant handles them.
3. What skills/expertise do you have? This question aims to determine the ability of applicants
4. How long have you worked as admin staff? This question aims to find out how experienced the prospective employee is in the desired position. By knowing the experience of a prospective employee, it can be predicted how fast he can adapt to the company.
5. What made you interested in applying for the position of admin staff in our company?
The purpose of this question is to find out the motivation of prospective employees.
How interested and interested are they in the position and do they really know this company?
6. What types of administration have you handled? This question aims to find out the experience of prospective employees in managing administration. Through his answers, it can be seen how broad his understanding is in all aspects of administration needed.
7. How to deal with admin tasks that are piling up? The purpose of this question is to see how the prospective employee manages his work time. An admin must be able to set priorities and work well even though he gets a lot of work.
Analysis of Recruitment and Selection ….. 3015 8. What are your strengths for this admin staff position? This question aims to find out
what makes the prospective employee feel capable and suitable for the position. That way, companies can better consider their qualifications and abilities.
9. What are your short-term and long-term targets? This question aims to find out whether a personal applicant has goals and plans in his life regarding work, personal life, and career. Usually, during this question session, the business owner will ask if anyone is planning to get married, because companies do not accept applicants to get married.
10. Explain the values of life that you apply every day, this question aims to find out the applicant’s personality in everyday life.
11. How do you express and control your emotions? This question aims to find out how a person controls his ego.
12. Describe how trustworthy you are, and give examples that you have passed. This question aims to find out how trusted and honest a person is in a previous job; this can be taken into consideration in making a decision.
13. Explain your reasons for leaving your previous job. This question aims to find out the background of the problem of resigning from a previous job.
14. What do you do when you are unemployed? This question aims to find out the activeness and initiative of applicants in their free time.
15. Why should I accept you? This question is to find out the competency, experience of the applicant, and the seriousness of the applicant.
16. Then in the last stage is receiving work calls via WhatsApp
Based on the information obtained from the business owners above, according to the author, the interview process conducted by the Elyogroup was good, namely with structured and unstructured interviews, where the company made a list of questions so that the company has standards in obtaining candidates and questions can also be developed according to conditions. The types of questions that are made are quite good as stated by Robert and Jackson good questions are open-ended questions, namely types of questions that provide meaningful answers, not just “Yes” or “No” answers. In addition, structured interviews have several benefits, such as recruiters can ensure that they provide the same information and make it easier to compare one candidate with another, allows for a more
Analysis of Recruitment and Selection ….. 3016 objective assessment, increases the accuracy of decision making where recruiters can assess candidates based on the information, they need to make a decision. This assessment will be more accurate and the results will be more precise according to the criteria and needs of the company.
The weakness of the Elyogroup selection process is that it does not conduct a series of personality and knowledge tests on applicants. According to the author, conducting interviews alone is not enough to determine the applicant’s character and competence because there is no evidence that can measure that the applicant is eligible to be accepted.
In addition, we also cannot know whether the information obtained during the selection interview is in accordance with reality. If the company does not carry out selection tests, it is highly likely that the company will not get qualified employees and negative possibilities will occur, such as employees not being suitable for their jobs, employees who do not meet the criteria, reduced company performance and reduced loyalty. Without a personality test, companies may hire employees who do not fit the company’s culture, vision, and values.
This can reduce the effectiveness and productivity of employees. Without knowledge tests a company can recruit employees who are not skilled enough for certain tasks and this can make employees inefficient and unable to meet company expectations. According to Robert and Jackson, without qualified employees, companies are in a poor position to succeed.
One of the processes to find out the ability and personality of an applicant is to do a selection test.
For this reason, Elyogroup needs to carry out several tests to determine the suitability of the results of the interviews with the tests carried out and to measure the applicant's ability to carry out several parts of the work that must be completed. The best test to do is the following:
1. Ability Test and Aptitude Test, these are tests to measure the general abilities and skills of applicants, such as typing tests and computer tests
2. Sample Work Test, this is a test where applicants will perform tasks from previous jobs, such as working on a payroll spreadsheet.
3. Psychology and Personality Tests, this test is to assess the applicant's personality in support of performance.
Analysis of Recruitment and Selection ….. 3017 By carrying out a series of tests above, business owners are more likely to get qualified applicants. This is also supported by Robert and Jackson, there are 5 uses for companies if they carry out a series of work entrance tests.
1. Emotional stability, that is, we can tell whether the person is suffering from neurosis, depression, anger, anxiety, and insecurity.
2. Extroversion, namely knowing whether the applicant is friendly, gregarious, and extroverted.
3. Agreeableness, assess whether the person is cooperative, kind, soft-hearted, tolerant, and has high trust.
4. Openness/Experience, can describe whether the person is flexible in thinking and open to new ideas, broad-minded, curious, and original.
5. Conscientiousness, can know the extent to which a person is achievement-oriented, thorough, prudent, hardworking, organized, and responsible.
In addition to not having several stages of personality and knowledge tests, Elyogroup also did not carry out medical tests in the selection process. If companies don’t conduct medical tests on their candidates, bad things can happen in the future, because companies don’t know the health conditions of the candidates. If someone who is accepted to work does not have excellent health conditions, it can pose a health risk to the candidate personally and can also have a negative impact on the health and safety of the workplace.
Candidates with at-risk health conditions can have reduced productivity in the workplace and employers may have to pay for medical care. This has been explained in the Regulation of the Minister of Manpower and Transmigration No. 02/MEN/1980 concerning Health Examination as a mandatory agenda that must be carried out by company owners for workers. This is done to avoid work accidents caused by a history of illness suffered by workers or physical and mental disorders that are not known by the owner of the company.
Occupational health checks are usually carried out before work. The purpose of the Initial Occupational Health Examination (before work) is to ensure that the workforce received is in the highest possible health condition, does not have an infection that will affect other workers, and is fit for the work being performed. This is done so that the safety and health of the workers concerned and other workers can be guaranteed.
Analysis of Recruitment and Selection ….. 3018 CONCLUSION
The company’s background is to recruit when the work is overloaded and can no longer be taken care of by the available employees. The recruitment source used by the Elyo Group is an external source where the Elyogroup advertises job vacancies on Instagram social media. Recruitment sources through Instagram social media are a quick way to get lots of candidates in a short time. The recruitment technique used by Elyogroup is a centralized technique where the business owner himself carries out the recruitment process centrally. However, this technique is not effective because it will hinder the recruitment process if the business owner is unable to attend, therefore Elyogroup should use a combined recruitment technique where each division can determine the specific needs for vacant positions, but there is still coordination and control of the business owner.
Elyogroup’s selection process only conducts file selection by looking at experienced candidates and also conducting structured and unstructured interviews. In a structured interview, the business owner makes several lists of questions in the interview. This interview was conducted for about 20 minutes. Structured interviews are the right choice because companies have standards for asking questions and selecting these candidates. The weakness of the recruitment process is that business owners only use 1 internet media platform to find candidates, for this reason, business owners should expand the range of job vacancies by using other platforms such as Linkedin, Kitalulus, Jobstreet, and so on. The job vacancy flyer must be added to the job description for the vacancy position being opened. The weakness of the selection process is that Elyogroup does not carry out a series of tests to determine the personality and intellectuality of a candidate and does not carry out medical tests to determine the candidate’s physical fitness and readiness to carry out their work. It is recommended that companies conduct a series of tests such as ability and aptitude tests, job sample tests, psychological and personality tests, and medical tests.
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