2. 4-1 1

3. 4-2 2 Recruitment - Process of searching for job candidates: - adequate number - qualified from which to select staff needed to meet job requirements. - Process of searching for job candidates: - adequate number - qualified from which to select staff needed to meet job requirements.

4. 4-3 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.

5. 4-4 4 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. 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. Purposes of Recruitment

6. 4-5 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.

7. 4-6 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.

8. 4-7 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 Recruitment Identify and attract a pool of qualified candidates.

9. 4-8 PROSES REKRUTMEN (Mondy 2008)

10. 4-9 9 Recruiting Within the Organization - Enhanced morale if competence is rewarded. - More commitment to company goals. - More accurate assessment of candidate’s skills. - Less orientation required. - Enhanced morale if competence is rewarded. - More commitment to company goals. - More accurate assessment of candidate’s skills. - Less orientation required. Advantages

11. 4-10 10 Recruiting Within the Organization - Discontent of unsuccessful candidates. - Time consuming to post and interview all candidates if one is already preferred. - Employee dissatisfaction with insider as new boss. - Discontent of unsuccessful candidates. - Time consuming to post and interview all candidates if one is already preferred. - Employee dissatisfaction with insider as new boss. Disadvantages

12. 4-11 11 Recruiting Within the Organization Job Posting Job Posting Skills Inventories Skills Inventories Requirements Human Resources Records Human Resources Records

13. 4-12 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.

14. 4-13 13 Recruiting Within the Organization Advantages: - Low cost. - Skilled employees may know others in their field. - Recruits have realistic impression of the firm. - Candidates generally of high quality. Advantages: - Low cost. - Skilled employees may know others in their field. - Recruits have realistic impression of the firm. - Candidates generally of high quality. Employee Referrals

15. 4-14 14 Recruiting Within the Organization Disadvantages: - Nepotism. - Employee dissatisfaction when referral not hired. - Systemic discrimination in non-diverse workplace. Disadvantages: - Nepotism. - Employee dissatisfaction when referral not hired. - Systemic discrimination in non-diverse workplace. Employee Referrals

16. 4-15 15 Recruiting Outside the Organization - 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. - 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. Advantages

17. 4-16 16 Recruiting Outside the Organization - Type of job will influence method. - Relationship between method chosen and quality of hire. - Amount of lead time. - Cost. - Type of job will influence method. - Relationship between method chosen and quality of hire. - Amount of lead time. - Cost. Planning External Recruitment

18. 4-17 17 Recruiting Outside the Organization Yield Pyramid 50 100 150 200 1200 New hires Offers made (2:1) Candidates interviewed (3:2) Candidates invited (4:3) Leads generated (6:1) Planning External Recruitment

19. 4-18 18 Recruiting Outside the Organization Employee referrals. Private employment agencies. Executive search firms. Advertising. Online recruiting. Employee referrals. Private employment agencies. Executive search firms. Advertising. Online recruiting. Prominent Methods

20. 4-19 19 Recruiting Outside the Organization Walk-ins and write-ins. Human Resource Centers (HRDC). Professional and trade associations. Labor organizations Educational institutions. Open houses and job fairs. Walk-ins and write-ins. Human Resource Centers (HRDC). Professional and trade associations. Labor organizations Educational institutions. Open houses and job fairs. Methods

21. 4-20 20 Recruiting Outside the Organization - 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. - 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. Use of Private Employment Agency

22. 4-21 21 Recruiting Outside the Organization Advantages: - Often specialize in particular type of talent. - Adept at approaching employed candidates not currently looking for a job. - Confidentiality. - Saves time. Advantages: - Often specialize in particular type of talent. - Adept at approaching employed candidates not currently looking for a job. - Confidentiality. - Saves time. Executive Search Firms

23. 4-22 22 Recruiting Outside the Organization Disadvantages: - Must provide detailed candidate requirements. - Non-professional sales approach eg. may present poor candidate to make other prospects more appealing. Disadvantages: - Must provide detailed candidate requirements. - Non-professional sales approach eg. may present poor candidate to make other prospects more appealing. Executive Search Firms

24. 4-23 23 Recruiting Outside the Organization - Media to be used depends on: - type of position - type of candidate - Construction of the ad: - AIDA (attention; interest; desire; action) - Media to be used depends on: - type of position - type of candidate - Construction of the ad: - AIDA (attention; interest; desire; action) Print Advertising

25. 4-24 24 Recruiting Outside the Organization Internet job boards - Post a job opening online. Corporate career websites - Create a pool of candidates with interest in the organization. Internet job boards - Post a job opening online. Corporate career websites - Create a pool of candidates with interest in the organization. Online Recruiting

26. 4-25 25 Recruiting Outside the Organization Advantages: - Corporate branding. - Standard application process. - Online screening. - Data can be kept for future search and tracking. Advantages: - Corporate branding. - Standard application process. - Online screening. - Data can be kept for future search and tracking. Online Recruiting

27. 4-26 26 Recruiting Outside the Organization Temporary Help Agencies Temporary Help Agencies Employee Leasing Employee Leasing Recruiting Non-Permanent Staff Contract Workers Contract Workers

28. 4-27 27 Recruiting a More Diverse Workforce older workers younger workers designated group members: women visible minorities older workers younger workers designated group members: women visible minorities

29. 4-28 28 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.

30. 4-29 29 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.

31. 4-30 Hambatan dan Tantangan Rekrutmen Rencana Stratejik dan Sumber Daya Manusia Kebiasaan Perekrut Kondisi Pasar Tenaga Kerja Persyaratan Kerja Biaya Insentif Kebijakan Organisasi Citra Organisasi

32. 4-31 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, 5 th Ed., Boston: McGraw-Hill.