RECRUITMENT

1. RECRUITMENT

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

3. Recruitment Menurut 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.

4. Recruitment Purposes of 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.

5. 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.

6. 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.

7. Strategic business objectives What 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 analysis Collect 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 FEEDBACK Recruitment Identify and attract a pool of qualified candidates.

8. PROSES REKRUTMEN (Mondy 2008)

9. Recruiting Within the Organization Advantages - Enhanced morale if competence is rewarded. - More commitment to company goals. - More accurate assessment of candidate’s skills. - Less orientation required.

10. Recruiting Within the Organization Disadvantages - Discontent of unsuccessful candidates. - Time consuming to post and interview all candidates if one is already preferred. - Employee dissatisfaction with insider as new boss.

11. Recruiting Within the Organization Requirements Job Posting Human Resources Records Skills Inventories

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.

13. Recruiting Within the Organization Employee Referrals Advantages: - Low cost. - Skilled employees may know others in their field. - Recruits have realistic impression of the firm. - Candidates generally of high quality.

14. Recruiting Within the Organization Employee Referrals • Disadvantages: • Nepotism. • - Employee dissatisfaction when referral not hired. • - Systemic discrimination in non-diverse workplace.

15. Recruiting Outside the Organization Advantages - 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.

16. Recruiting Outside the Organization Planning External Recruitment Yield Pyramid 50 New hires Offers made (2:1) Candidates interviewed (3:2) Candidates invited (4:3) Leads generated (6:1) 100 150 200 1200

17. Recruiting Outside the Organization Prominent Methods • Employee referrals. • Private employment agencies. • Executive search firms. • Advertising. • Online recruiting.

18. Recruiting Outside the Organization Methods • Walk-ins and write-ins. • Human Resource Centers (HRDC). • Professional and trade associations. • Labor organizations • Educational institutions. • Open houses and job fairs.

19. Recruiting Outside the Organization Use of Private Employment Agency - 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.

20. Recruiting Outside the Organization Executive Search Firms Advantages: - Often specialize in particular type of talent. - Adept at approaching employed candidates not currently looking for a job. - Confidentiality. - Saves time.

21. Recruiting Outside the Organization Executive Search Firms Disadvantages: - Must provide detailed candidate requirements. - Non-professional sales approach eg. may present poor candidate to make other prospects more appealing.

22. Recruiting Outside the Organization Print Advertising - Media to be used depends on: - type of position - type of candidate - Construction of the ad: - AIDA (attention; interest; desire; action)

23. Recruiting Outside the Organization Online Recruiting Internet job boards - Post a job opening online. Corporate career websites - Create a pool of candidates with interest in the organization.

24. Recruiting Outside the Organization Online Recruiting Advantages: - Corporate branding. - Standard application process. - Online screening. - Data can be kept for future search and tracking.

25. Recruiting Outside the Organization Recruiting Non-Permanent Staff Temporary Help Agencies Contract Workers Employee Leasing

26. Recruiting a More Diverse Workforce • older workers • younger workers • designated group members: • women • visible minorities

27. 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.

28. 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.

29. Hambatan dan Tantangan Rekrutmen • Rencana Stratejik dan Sumber Daya Manusia • Kebiasaan Perekrut • Kondisi Pasar Tenaga Kerja • Persyaratan Kerja • Biaya • Insentif • Kebijakan Organisasi • Citra Organisasi

30. DISKUSI

31. Apakah Rekrutmen Berdasarkan IPK Masih Efektif? • Mengapa IPK dijadikan tolak ukur menyeleksi calon karyawan? • Jelaskan solusi yang dapat diberikan untuk pelamar yang tidak mencukupi dalam IPK?

32. Referensi Mondy, 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.