BUSINESS & ACOUNTING ENGLISH

" PROBLEMS ABOUT RECRUITMENT"

Desy Kristina Panjaitan

(1701120077)
A. PRELIMINARY

Background
Human Resource Management is needed to increase the effectiveness of sources
human power in the organization. The aim is to provide the work unit organization
effective. To achieve this goal, studies on human resource management will
show how companies should get, develop,
use, evaluate, and maintain employees in quantity (quantity) and type
(quality) right.
One of the main keys in creating Human Resources (HR)
professional is located in the process of recruitment, selection, training and development of candidates
labor. Finding a professional and qualified workforce is not easy.
It is an obligation in an organization and companies must
filtering for new members or workers. For this reason, recruitment
labor is needed to screen applicants who wish to apply. In organizations,
This recruitment is an important process in determining whether or not applicants are good
who will apply to the organization.
Whatever the reason, if there are job openings in an organization then
the vacancy must be filled. One way to fill these vacancies is
by carrying out the recruitment process. In this paper, several matters will be discussed
recruitment, ranging from understanding to constraints in recruitment.
Recruitment goals are receive as many applicants as possible in accordance with the
qualifications of the company's needs from various sources, so as to enable netted prospective employees
with the highest quality of the best.
A. PRELIMINARY
The stages of the Recruitment and Selection Process
The process of finding prospective employees to be placed in a particular
position in a company or organization, generally includes the recruitment process
(search for prospective employees) and selection (selection of prospective employees),
which in detail includes the activities below:
1. Recruitment process
 Installing advertisements in various print media, such as newspapers, magazines,
tabloids; or on radio and television.
 Direct approach to schools, universities, educational institutions
vocational or course centers The employees themselves will
propose acquaintances or family members they can guarantee
‘Goodness’ works
 Job seekers apply for themselves in companies.

2. Selection of prospective employees

 Selection of application letters Selecting letters
 Initial interview
 Exams, psychological tests, interviews
 Final assessment
 Notification and final interview
 Acceptance
 A. PRELIMINARY
Recruitment Methods The method applied to the
recruitment process will greatly affect the number of applications
that enter the company. The method of prospective new employees
is divided into open methods and closed methods.
 Open method
Open method is where recruitment is widely informed by placing
advertisements in mass media, whether printed or electronic, or by
word of mouth (news of others) to spread to the wider community.
With this open method, it is expected to attract many incoming
applications, so the opportunity to get qualified employees is
greater.
 Closed Method
Closed method is where recruitment is informed to employees or
certain people only. As a result, incoming applications are
relatively small, so the opportunity to get good employees will be
increasingly difficult.
A. PRELIMINARY
Constraints in Recruitment:

Organizational factors, for example: promotion policies

from within, policies on rewards (salaries and benefits),
policies on employment status and HR plans.
Habits of job seekers who must be able to act and think
External conditions (environment that must be taken into
account), which includes: Unemployment rate, scarcity of
certain skills or skills, projections of the workforce, legislation
concerning labor, demands on new workers.
A. PRELIMINAR

DEFINATION OF RECRUITMENT
The process of finding people for particular jobs is
recruitment or, especially in Am. English, hiring. Someone
who has been recruited is a recruit or, in Am. English, a
hire. The company employs or hires them; they join the
company.
A company may recruit employees directly or use
outside recruiters, recruitment agencies or employment
agencies. Outside specialists called headhunters may be
called on to headhunt people for very important jobs,
persuading them to leave the organizations they already
work for. This process is called headhunting.
B. DISCUSSION
Understanding Recruitment :
 Recruitment is the process of finding and binding job candidates who are
able to apply as an institution, in the Indonesian dictionary (2001: 942),
recruitment has the meaning of deployment according to simamora (2001:
212). Recruitment is a series of activities seeking and attracting job
applicants with the motivation, ability, expertise and knowledge needed to
cover the deficiencies identified in staffing planning.
 As for recruitment according to Andrew (in mangkunegara, 2005: 2), is an
action or process of an organization's effort to get additional employees for
organizational purposes. Therefore in recruitment must involve human
resources who are able to function as input of the institution. Furthermore,
it is said that recruitment includes identification and evaluation of sources,
the stages in the overall process are then followed by registering the ability
of withdrawal, selection, withdrawal orientation.
 While recruitment according to Filippo (in Hebrew 2000: 40) is the process
of finding and binding candidates who are able to work within the
organization. In other words, recruitment or withdrawal is an attempt to
find and attract workers to be willing to apply for a work permit in an
institution or agency.
B. DISCUSSION
Purpose of Recruitment and Selection :
 Providing a group of prospective workers /
employees who meet the requirements and
appropriate for a particular position
 To be consistent with the strategy, insight and
value of the company
 To help reduce the likelihood of an employee
who hasn't been released yet length of work
 To coordinate recruitment efforts with the
selection program and training
 To fulfill the company's responsibility in creating
employment Opportunity
B. DISCUSSION

Recruitment and Selection System

 Direct System
This kind of recruitment and selection system is the system
that receives it directly to a new person by directly giving
him SK from supreme leader or responsible person.
 Indirect System
This system is a recruitment and selection system that
receives no directly to new staff by directly giving SK but
SK given after the new energy has passed the orientation
period which evaluative function selective within a certain
period.
Thank You