RECRUITMENT, SELECTION AND PLACEMENT
A. Recruitment
Procedures carried out to find, find and attract capable individuals to apply for a
job to fill a certain position in an organization. Recruitment is an effort to obtain the
widest possible supply of prospective workers in such a way that the organization has the
opportunity to make the necessary quality labor choices.
The steps for recruiting are as follows:
1. Conduct human resource planning for the determination of vacant positions.
2. Conduct job analysis to determine position requirements.
3. Determine whether internal source or external source or both.
4. Disseminate information related to recruitment.
5. Get a number of prospective employees.
Human resource planning is forecasting the needs of fulfilling human resources in
the future, both short and long term. The job analysis is an identification to determine
guidelines for how (procedures) to carry out work (JOB DESCRIPTION), and labor
guidelines needed to carry out work (JOB SPECIFICATION).
As for the sources for acquiring applicants, they are:
- Internal sources
Includes employees within the company who can be promoted, rotated or
former employees who can be reassigned. The method that can be done is by
announcing job vacancies, talent supplies, promotions, transfers, development
activities.
- External Sources
Recruiting employees from external sources who have the ability, talent
needed, occurs due to rapid company development or requires professional
employees.
Things that must be considered in recruitment include:
- Determine the short-term and long-term needs of the company / organization
in fulfilling human resources.
- Trying to obtain information on the development of labor market conditions.
- Compile effective recruitment materials.
- Develop a systematic and integrated recruitment program.
- Get candidates for employees who are weighty or qualified.
B. Selection
The process to decide on the right employee from a pool of prospective workers
obtained from recruitment. Selection is also a process of selecting prospective workers in
accordance with the required criteria. The principles of selection include:
1. Transparency : The selection criteria and process are clear
2. Accountability : The validity of the selection methods and techniques used
3. Fair : All candidates go through the same selection process
according to the position offered
The procedure for conducting the selection is as follows:
1. Initial screening
2. Completed application
3. Employment test
4. Comprehensive interview
5. Background interview (if required)
6. Job offering
7. Medical / Physical Examination (if required)
The selection method can be done by interview, paper and pencil test, as well as
simulation or work sample. The following are test kits commonly used for selection:
a. General Ability Test
To find out how far the general knowledge/insights the candidate currently
has.
b. Intelligence Tests
To measure the intelligence possessed by candidates, reveal the ability to
capture information, analytical thinking skills and conceptual thinking skills.
Some test kits can produce IQ scores. Some of these test kits include IST,
CFIT, TIU, Progressive Matrices (SPM / APM).
c. Personality Test
To know the basic characteristics of a person. These characteristics can be
correlated with the type of work. Some of the test tools used include Graphics
Test (HTP, Baum, DAP), Graphology, EPPS, PAPI Kostick, DISC, MBTI.
d. Work Potential Test
To find out how much work potential a person has associated with the type of
work offered.
e. Skill Test
To find out the ability of prospective workers in carrying out / occupying the
position offered. The test is carried out using the exercise simulation method.
The interview in the selection process is a process of extracting information from
prospective employees in order to determine suitability with existing needs. Interviews
can take data from application forms, cover letters, test results, and information obtained
from observations during the interview. The following are things to look out for in an
interview:
1. People involved in the interview
- Individual interviews
- Group interviews
2. The structure of the questions asked
- Structured interviews
- Unstructured interviews
- Combination interview
3. Special abilities you want to know
- Stress/pressure interview
- Behavior interview
The following are the stages of the interview process
1. Stages of preparation
2. Stages of approach
3. Relationship building stage
4. Explanation and digging stage
- What I can do (competencies)
- What I have done (experience and knowledge)
- Who I am (dispositions)
- What I like to do (culture, job, and location fit)
5. Termination stage
6. Evaluation and conclusion stage
C. Placement
Placement is the process of assimilation of new employees into their position and
environment and as a means of observation to determine suitability for the position and
environment. This suitability includes aspects of competence, values, behavior and
culture.
The steps taken are:
- Offering Letter
- Signatory of the employment contract letter
- Fill out a statement letter of ability to meet company regulations
- Provision of work facilities & equipment
D. Orientation Program
The material explained during the orientation period can be in the form of
company profile, work ethics, company regulations, facilities and benefits, product and
process knowledge, and occupational health and safety. In addition, specific material that
can be provided includes job descriptions, key performance indicators, and basic skill
training.
The method of implementing the orientation program can be done by on the job
training, coaching and counseling, and self-learning through intranet and reading.
