RECRUITMENT PROCESS

Pengajar:

Drs. Diah Retno Wulandaru, MBA.

ANINDYA HIMMAH RAMDYANTI (29E1102)

PART TIME A ANGKATAN 29

PROGRAM STUDI MAGISTER MANAJEMEN FAKULTAS EKONOMIKA DAN BISNIS UNIVERSITAS GADJAH MADA JAKARTA 2011

CHAPTER 1 INTRODUCTION

"An excellent student affairs staffing program begins with hiring the right people and placing them in positions with responsibilities that allow them to maximize their skills, knowledge, and talents in the pursuit of student affairs purposes . . . The first commandment for student affairs administrators, therefore, is to hire the right people. The second commandment is to do it the right way." (Winston & Creamer, 1997, p. 123) The qualified human resources and have big contributions to the company are the main asset for the company. In order to get the qualified individu who can give the best cotribution for the company, it has to be trained well through several training processes. But before all, another important thing to do is get the right people who has qualifications match with company needs. Hiring the right people for the right position is not easy. It is because hiring the people needs the right way too. To ensure that the company can gets the right people for the right position, the company should use the right way of recruitment process. The right way will get the right people who have the capability and suitable with the companys needs. I choose recruitment as my topic in this paper because I often heard that the company has some difficulties in get the right people. It has to be remembered that good selection reduces turnover, more training and recruitment costs, and thereby produces stability, consistency, low operating costs and an ability to increase reward desired behavior. For the company, recruitment process is a complex process and needs a mature plan. In this paper I would like to describe what steps that should be fulfilled in order to get the new qualified new employee. I also try to explain about the case that relates to the topic.

CHAPTER II CONCEPTUAL

Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Whatever the reason of recruitment, the vacancy has to be filled as soon as possible in order to not become late in doing the operational. To filled the job vancacy, there are some steps : 2.1 Planning Personnel planning is process of deciding what positions the firm will have to be filled, and how to fill them. The institution's goals and mission statement should be clearly defined and understood prior to conducting a search for qualified individuals. Whether the position is new or recently vacated, there must be a careful determination of why the position is needed, precisely how it will assist the division and the institution in achieving its goals and mission, how it relates to other positions in the division, and what skills and other abilities are necessary to carry out its responsibilities. Finally, the position analysis should include a judgment as to whether other positions in the division should be reconfigured in light of the vacancy. Besides of that, it also important to deciding how to fill the job vancancy either from within or outside the company. The succession planning is the ongoing process of sistematically identifying, assessing, and developing the organizational leadership to enhace the performances. The division should first establish a hiring profile, consistent with the idea of choosing the person who would best fit the position. It is imperative that a position description clearly defines the institution's goals, and that employees are selected based on personality and chemistry that fit the defined services and goals. The job description should indicate the need for the position in light of the companys goals. It also should make clear to other members of the unit in which the work is to be performed, what is expected of the new member. 2.2 Sourcing The candidates who will be recruited, can be taken neither from internal nor external of organization. Internal recruitment usually doing by the company that had been existed and had a good career system. Internal recruitment has advantages such as unexpensive, doesnt need a

longer adaptation because the employees have already know the companys culture. But internal recruitment will eliminate the opportunity to get a new qualified candidates.
Occasionally the company doesnt has the employees who have certain qualifications. For that reason, a company needs the recruitment system from external company. There are some resources that can be used for external recriutment. For example college recruitment, using the applications

from the previous time, employment agencies, employees from another company, outsourcing, and so on.
2.3 Attracting

To get the candidates, a company should create an attractive job advertising. Job advertising is usefull for a company that wants to hiring a new employees from the external company. This crucial step informs all who are interested in the position precisely what the search company is looking for in clear and unambiguous language. If stated clearly, the position announcement can unencumbered the overall search process by encouraging self-elimination of candidates who clearly do not fit the announced requirements. The company should evaluate all possible avenues for advertising a position vacancy. Limited budgets may determine the means by which a position vacancy is advertised. Therefore, it is important to consider carefully which advertising media is most likely to target the audience most important to reach. 2.4 Selecting Screening of applications should be conducted from the beginning of the search process, and reviews should begin immediately following the announcement. The division should test to ensure that each applicant fits the profile and hire a person who fits the profile. 2.5 Hiring/Offering After the company has completed all of the selection process, the supervisor should contact the preferred candidate and make the job offer. The candidate should be given sufficient time to either accept or reject the offer. If the candidate accepts the position, the offer and conditions of hiring should be sent to the candidate in writing as soon as possible. If the candidate declines the position, the hiring supervisor should make the offer to the next candidate.

If it is impossible to make a selection at this point, the company may wants to consider scheduling an additional interview or conducting additional reference checks. If the company feels none of the applicants are qualified, the company may choose to re-recruit. 2.6 Orientation Employee orientation provides new employees with the basic background information required to perform their jobs. The orientation will make the employee understand what the companys rules and cultures in order to they can perform as well as the company be expected.

CHAPTER III CASE STUDY ANALYSIS

RECRUTING THE GOVERNMENT EMPLOYEE NEEDS OUTSOURCING Recruiting the government employee for year 2007 is not being handled by the central government again, but will be handled by the employment agencies. For doing the recruitment process the governemnt will use about IDR 6.32 billion. But nowadays the government still has the priority to recruit from the internal with the promoting the current employee to the higher position. The government exepects that the applicants will attain 300.000 applicants. 3.1 Discussion To get the new qualified employee, the company has to use the procedures of recruiting process. The procedures will be described in the pictures below :

TARGET S ETTING de rmine# of new te hire ne s eded by function by level by timing

S OURCING de rminewhe to look te re for potential candidates

ATTRACTING de velop & execute programsto attract targe t candidate s

2
HIRING/ OFFERING ensure offe is appealing r (care salary be fit, er, , ne etc)

3
S ELECTING de velop appropriate sele ction te tools and st dete rminethe se lection stages

ON-BOARDING/ ORIENTATION de velop & execute orie ntation programs for new hire at all leve s ls

(Sources : People Management Course Slide. SBM-ITB. 2008) To hire employees, company can use either internal or external sourcing. With the internal sourcing, the company will know the current employee who qualified to fulfill the new position. If the current employee has the qualifications, the company can promote the current employee to fulfill the new position. The company can also uses rehiring the ex-employees system and credit them with the years of services they had accumulated before they left. But when the current

employee doesnt has the qualifications to fulfill the new position, the company can use the external sourcing to help it finds the appropriate new employee. The external sourcing has several methods such as job advertising, employment agencies, college recruitment, etc. With using the employment agencies, the company doesnt need many time to process the recruitment system. In other word it will more simple when the company can use the employment agencies. But, the company should provides more money to pay the employment agencies. Because of that, the company still use the internal system to hiring the new employee. In addition, there are some advatages for internal recruitment, which are : Unexpensive, because it will not need the long process recruitment like the external recruitment do, so that it doesnt need an expensive budget. The company is already know the qualified employee to fullfill an empty position To get the higher position, the employees will increase their motivation in order to they can be promoted by their company. Because the company has a clear development of career path, it will prevent the qualified employees to resign from the company. The employees have already know the companys culture. But there are some disadvantages, which are : The qualified employess who being promoted to fulfill the higher position are disposed to not doing their responsibilities an authorities because they have already close with their current subordinates. The company doesnt gives the new prospective for the current employees who not qualified. If the company has to use external resource regarding to lack of qualifications from current employees to fulfill the new position, it is imperative that external resource is fully understand the position description. The position description should clearly defines the institution's goals, and that employees are selected based on personality and chemistry that fit the defined services and goals.

CHAPTER V REFERENCES

http://www.antaranews.com/print/1189592247/perekrutan-pns-libatkan-ourtsourcing People Management Course Slide. SBM-ITB. 2008 Dessler, Gary. Human Resources Management. 2005. Pearson Prentice Hall:New Jersey www.wikipedia.org