1. 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

2. 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 company’s 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.

3. 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 company’s
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, doesn’t need a

4. longer adaptation because the employees have already know the company’s culture. But internal
recruitment will eliminate the opportunity to get a new qualified candidates.
Occasionally the company doesn’t 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.

5. 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
company’s rules and cultures in order to they can perform as well as the company be expected.

6. 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 SETTING SOURCING ATTRACTING
determine # of new determine where to look develop & execute
hires needed by function for potential candidates programs to attract target
by level candidates
by timing
1 2 3
ON-BOARDING/ HIRING/
SELECTING
ORIENTATION OFFERING
develop & execute ensure offer is appealing develop appropriate
orientation programs for (career, salary, benefit, selection test tools and
new hires at all levels etc) determine the selection
stages
6 5 4
(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

7. employee doesn’t 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 doesn’t 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 doesn’t 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 company’s 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 doesn’t 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.

8. 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