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) Nowadays, statement about hiring the right people at the right time, in the right place maybe is less appropriate again. It is because hiring the people needs the right way too. To ensure that the company can gets the right people at 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 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, so that the company needs the training system to increase the employees capability and will increase the companys expenses. It has to be remembered that good selection reduces turnover, training and recruitment costs, and thereby produces stability, consistency, low operating costs and an ability to increasingly reward desired behavior. For the company, recruitment process is a complex process and needs the 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 relate to the topic, and it will be described on Chapter 3.

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CHAPTER II CONCEPTUAL Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. The purpose of recruitment is to get the candidates, so that the company or organization has the opportunity to choose the qualified candidates. Recruitment is being executed because there are a lot of vacancies at various unit in organization which is because there is a new unit in that organization, there is an employee who terminate from that job, the company or organization is become wider, and other reasons. Whatever the reason, the vacansy has to 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 fill, 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. In other words, should you plan to fill the positions from current employess or from outside company? The succession planning is the ongoing process of sistematically identifying, assessing, and dveloping 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 division should offer leadership that 2|Page

embraces the concept and reality of the defined goals and practice them everyday. It should also simplify operations so the "people element" shines forth and stamps the institution. 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 recrutment 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 means that it will be eliminated the opportunity to get a new qualified candidates.
2.2.1 External 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 :

a. College recruitment Recruiting the new employees can be taken from a certain college/unuversities that have the best credibility and appropriate with the company qualifications. b. Employees family/friend The company can ask the current employees to search the new qualified employee. It will efficient when the the company really doesnt need an advertising to get the new qualified employees. Besides of that, the current employees have already know the companys culture that having appropriate with employees friend/family. c. Using the applications from the previous time Recruitment can also taken from the last application with open the companys documents that have not be accepted yet. 3|Page

d. Employment agencies It is a new way and still not popular in Indonesia to get a new employees. Employment agencies is a privat company that can search and distribute the new employees. e. Employees from another company Recruitment the new employees from a company to another company can be used with a legal or illegal way. Legal way will make the company has to pay a certain amount to another company that the candidates are work. But with illegal way, a company might be used a plundering way. f. Profession Assosiation The recruitment is doing through certain asssosiation such as KADIN, HIPMI, and many more. g. Outsourcing Sometimes the company uses an out sourcing system to get a qualified company. Outsourcing system has several methods, which are advertising through mass media, radio, TV, newspaper, internet. But sometimes, the company use the
employment agencies, headhunters as a outsourcing methods to get the new candidates.

2.2.2 Internal There are some resources from internal a. Promotion Internal recruitment is doing by a company with hiring the current employee to fulfill the higher position rather than the current position. b. Rotation Employee rotation means that moving a employee from a department to another depatment. c. Rehiring the ex-employee When the company had terminated the employee, sometimes in the future time the company needs some qualifications that only being needed by that employee. 4|Page

For that reason, the company can rehiring the ex-employee when there is a empty position. To reduce the chance of adverse reaction, such as employees who left for greener pastures back into better positions may signal the current employees that the best way to get ahead is to leave the company, credit the employees with the years of services they had accumulated before they left. d. Work contract Work contract is using when the company hiring the new employees for the certain time and for the certain necessity . But the temporary workers will become the permanent workers if they can fulfill the certain qualifications. Internal recruitment has some advatages, 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.
2.3 Attracting

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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. There are some tips to create a job advertising in order to attract the potential target market : Create an eye catching materials Collaboration with target campus. Sometimes a company use a competition way to get the potential candidates. A competition usually for a student such as Trust danone, Astra day, Unilever Business Week, etc This crucial step informs all who are interested in the position precisely what the search company is looking for in clear and unambiguous language. The announcement should include such information as:

Title Location and demographics of the institution Supervisor Mission of institution and division Contributions expected by the staff member toward the accomplishment of these missions Goals and work requirements of the position Minimum education Experience and knowledge requirements Conditions of employment Date for beginning of review process Individual and office to contact for further information 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 medium is most likely to target the audience most important to reach. Possibilities to consider are

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Campus resources such as publications, offices, employee referrals, web-sites, or electronic bulletin boards Local newspapers Word-of-mouth Employment agencies Mass media advertising (radio, television, etc.)

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. Selection methods that focus both on crucial requirements and organizational culture include:

Interviews Biographical data Work samples Self-assessment Personality tests Cognitive abilities Physical abilitie Use of an assessment center

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. Some important issues that should be addressed in the job offer are:

starting salary starting date length of contract employee benefits moving expenses (if applicable) living accommodations (if applicable) 7|Page

any other points of negotiation The candidate should be given sufficient time to either accept of 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 rerecruit. 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.

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CHAPTER III CASE STUDY 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 hire the new employee, the company might use the outsourcing system. 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. With the internal sourcing, the company will know the current employee who qualified to fulfill the new position. Internal position also has advantages like i was described before. But when the current employee doesnt has the qualifications to fulfill the new position, the company can use the employment agencies to help it finds the appropriate new employee.

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CHAPTER IV RESUME There are some objectives of recruitment : To provide the new qualified employee To make the recruitment proceess is appropriate with the comapnys vission and mission To perevent the opportunity which is the current qualified employee is resign from the company. To fulfill the companys responsibilities which is create the equal work opportunity. 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 determine# of new hire nee s ded by function by leve l by timing

S OURCING determinewhere to look for potential ca ndidates

ATTRACTING de velop & e xecute progra to attract target ms candidates

2
HIRING/ OFFERING ensure offer is appe aling (career, sa , bene lary fit, e tc)

3
S ELECTING develop a ppropriate selection test tools and determinethe selection sta ges

ON-BOARDING/ ORIENTATION develop & execute orie tion programs for nta ne hires at a le w ll vels

(Sources : People Management Course Slide) To hiring the new employee, the company can use the internal sourcing or external sourcing. Whatever that the company being used, it has to be appropriated with the companys needed. If the current employee has the qualifications, the company can 10 | P a g e

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 the company has to uses the external outsurcing when the company doesnt has the qualifications within the current employee. The external sourcing has several methods such as job advertising, employment agencies, college resruitment, etc.

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CHAPTER V REFERENCES www.google.com www.yahoo.com Dessler, Gary. Human Resources Management. 2005. Pearson Prentice Hall:New Jersey www.wikipedia.org

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