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This research aims to determine the planning, organization and strategy for recruitment and selection of teaching and educational staff at Al Ma'soem Middle School, Jatingor, Sumedang Regency. This research uses qualitative methods, this research was carried out at Al Ma'soem Middle School, Jatinangor, Sumedang Regency, the techniques used in collecting data were interviews, observation and documentation. Carry out data reduction, present data, and draw conclusions as data analysis techniques for this research. The results and conclusions of this research are; 1) The teacher recruitment and selection process at Al Ma'soem Jatinangor Middle School starts with analyzing the needs of available teaching and education staff and the condition of the number of students in the current year and those estimated for the following year, then submitting it to the foundation. 2) The role of the foundation in implementing recruitment and selection is to be the party that provides human resources, which are then given to schools for selection. 3) The types of selection carried out are: administrative selection, psychological tests, written tests, micro teaching tests and interviews. 4) There is a division of work between teachers, curriculum assistants and school principals in carrying out the selection.

Effective recruiting and training initiatives play a crucial role in facilitating the attainment of a company's predetermined goals and objectives. Hence, enhancing the skills and capabilities of every employee has significant importance. In order to establish the sample, a saturation sampling approach was used, consisting of 100 respondents. The data collecting method utilised for this study was the administration of a questionnaire. In order to address the issue statement and evaluate the presented hypothesis, statistical methods will be used using the IBM SPSS Statistics 22 software. The assessment of research instruments via the use of validity, reliability, and descriptive data analytic examinations. The measurement of recruiting effectiveness encompasses three key indicators: basic recruitment, external sources, and the impact of recruitment techniques on work productivity is shown to be both positive and statistically significant. This assertion is supported by the findings of the first hypothesis test conducted on the impact of recruiting on work productivity, yielding a statistically significant result (X1) with a p-value of 0.000. Based on the available evidence, it may be inferred that the initial hypothesis has been validated and can be accepted. Training is assessed using six variables, specifically: teacher, participants, content, methods, objectives, and targets, and it has a substantial and favourable impact on job productivity. The findings of this study indicate that the second hypothesis, which examines the impact of training on work productivity, yielded a statistically significant result of 0.000. This suggests that the training intervention has a positive and substantial influence on work productivity. Consequently, the second hypothesis is verified and accepted. The statistical significance of the simultaneous test assessing the impact of X1.

The purpose of this analysis is to analyze employee recruitment and employee performance. This research uses the systematic literature review method. The data source obtained from Scopus was 313 for the 2019–2023 period, and we continued with the exclusion and inclusion criteria to obtain 46 journals that were reviewed. The results of this research state that digitalization technology makes the employee recruitment process easier, one of which is distributing advertisements on the company's official website. The recruitment system needs to have a good framework to attract quality employees. Employee performance is also influenced by individual and organizational factors; therefore, companies need to consider the age and experience factors of a prospective employee. The company's strategy for its employees is also very important to increase employee productivity.

The recruitment and selection system are a vital component in the Human Resources Management of an organization in supporting the achievement of organizational goals. The aim of this research is to determine the recruitment and selection system implemented at the Female Daily Network which consists of the recruitment and selection process, recruitment and selection decision making procedures and how to measure the success of the recruitment system itself. This research uses descriptive qualitative methods, by describing and analyzing the problems found. Qualitative research is based on primary data and secondary data. Primary data in this research was obtained through observation, interviews, and documentation, while secondary data was obtained through books, previous research, and articles relevant to this research. The data source in this research is interview transcripts obtained from a number of respondents called research informants. The informants from this research were four people, consisting of one head of the human resources division, two human resources staff and one new employee, IT staff. The research results show that the recruitment and selection process start from the human resources department posting vacancies and applicants sending CV until the head of HR makes a decision whether to accept them or not.

This research uses a qualitative descriptive case study type approach. Data collection techniques using observation, interviews and documentation. Data analysis from the results of observations, interviews and documentation begins with data reduction, data presentation and ends with drawing conclusions.The results of this study are: 1) Management of Head Masters  in increasing the recruitment of new students starts with a work plan that is formulated from objectives based on the school's vision and mission. The principal has three principles that the first principal can do; planning, the second; announcement of information, the third; file selection, 2) Implementation management of Head Masters  in the recruitment of new students takes organizing actions to create a good new student committee structure, in application through three processes namely planning, information announcement, file selection.      

Abstract. The development of MSME-scale industries (Micro, Small and MediumEnterprises) is an effort to determine the achievement of the goal of increasing the welfareof people in rural areas. Human resources are a very valuable asset for everyorganization and make a major contribution to the organization because employees workand act to achieve organizational goals. The aims of this study are 1. To find out whetherthe recruitment of freelance workers can increase the income of MSME actors 2. To Knowthe constraints in recruiting casual daily workers. The method used is a literature studywith a descriptive exploratory approach. The population in this study is cracker SMEs inKrembung District, Sidoarjo. This study uses non-probability sampling, namelypurposive sampling with the provision that SMEs have freelance daily workers. It can beconcluded 1. That the recruitment of freelance workers can increase the income ofKrupuk Krembung Sidoarjo MSME actors by 10-15%, in this case Cracker MSME actorscan employ freelance workers in the production process to the product packing process2. Constraints faced by Krupuk MSME actors related to the recruitment of casual dailyworkers, namely the difficulty of finding casual daily workers, the available workers workregularly and are paid monthly. To find freelance daily workers, usually cracker MSMEactors look for workers outside the Krembung sub-district Keywords: MSMEs, Income, Recruitment.  

The VUCA (Volatile, Uncertain, Complex, Ambiguous) era has significantly changed the business landscape, forcing organizations to change their approach to recruitment and selection strategies. In this context, this research explores how organizations can adapt their recruitment and selection practices to address the challenges of the VUCA era. This study presents an in-depth literature review of recruitment and selection strategies relevant to the VUCA era. We highlight a shift from an emphasis on technical skills toward assessing adaptability skills, situational leadership, and the ability to collaborate in multidisciplinary teams. In addition, this research considers the use of technology such as data analysis and artificial intelligence in the recruitment and selection process. We illustrate its usefulness in identifying candidates that have the potential to deal with uncertainty and ambiguity. The results show that organizations need to change their recruitment and selection paradigm to be more responsive to the VUCA era. They should focus on identifying candidates who not only have the necessary technical skills but also have strong adaptability, problem-solving and collaboration abilities. Technology can be a valuable tool in assisting this process. In conclusion, recruitment and selection strategies in the VUCA era must follow market development trends and prioritize attributes that are relevant to the challenges faced by the organization. In this way, organizations can build a workforce that is ready to face uncertainty and achieve long-term success.

The role of human resources is needed to achieve good results within the company. Whether a company develops or not depends on the human resources in the company itself. Companies are required to find and print employees who will later provide good work results. Performance can be influenced by recruitment, selection and training and can be through the role of competency variables. The study aims to determine the role of recruitment, selection, and training on employee performance with competence as a mediating variable at the Aromatique Art Lab Store East Java Branch. The subject of the study was an employee of the East Java Branch of the Aromatique Art Lab Store. The employee sample consisted of 44 employees. The sampling technique is non probability sampling. The study used the Smart-PLS method. The results show that: (1) Recruitment does not have a significant effect on Employee Performance. (2) Selection does not significantly affect Employee Performance. (3) Training has a significant effect on Employee Performance. (4) Recruitment does not significantly affect the Competency to the extent. (5) Selection does not significantly affect the Competence. (6) Training has a significant effect on competence. (7) Competency has a significant effect on Employee Performance. (8) Recruitment has no significant effect on Competency-mediated Employee Performance. (9) Selection has no significant effect on Competency-mediated Employee Performance. (10) Training does not significantly affect Competency-mediated Employee Performance. The benefits of research are as material for taking company policies in encouraging employee performance and as a reference for further researchers. The next suggestion of researchers is that they are expected to look at other variables outside the variables used in this study in order to get maximum results.

Currently the level of competition in every company is very tight, this also encourages competition in managing human resources, especially in recruiting and selecting employees. Cahaya Katika Raya Tangerang Selatan This shows that recruitment and selection play an important role in influencing the performance of a company's employees. The implication of this research study is that the company can pay close attention to and evaluate the recruitment and selection applied by the company in order to meet the company's human resource needs.

This study aims to determine the Effect of Recruitment, Employee Motivation on Employee Performance at PT Alfamart Cileungsi. The research method used is a quantitative research method with primary data obtained from questionnaire data measured using a Likert scale. The population of this research is employees of PT Alfamart, especially in the recruitment, learning and development section. The sampling technique used in this study was to use a saturated sample with a total of 45 respondents. The data analysis technique used was multiple linear regression which was processed with the help of the IBM SPSS 26 for Windows program. The results of this study prove that the influence of recruitment has an effect on employee performance, employee motivation has an effect on employee performance at PT Alfamart Cileungsi.

This study aims to examine the effect of recruitment and career development on employee performance by researchers. This study uses independent variables, namely recruitment and career development, and the dependent variable, namely employee performance. The sample in this study is monthly employees at PT. Success of Mitra Sejahtera Kediri Regency. Data were obtained through questionnaires, observations, and interviews.  The sampling technique is carried out by the simple random sampling technique method. The analysis technique uses Multiple Linear Regression Analysis, with hypothesis testing of t test and F test. The results of this study show that recruitment does not have a partial effect on employee performance, it is known from the results of the sig value recruitment t test. = 0.677 > 0.05. The results of career development research show that it has a significant effect on employee performance, this is known from the results of the sig value recruitment t test. = 0.000 > 0.05. The results of recruitment and career development research have a simultaneous effect on employee performance, it is known from the F test of the sig value. = 0.000 < 0.05

Purpose - In this era, technological advances cannot be separated from human life, one of which is the employee recruitment process carried out by companies. The purpose of writing this article is to examine the influence of technology on the employee recruitment process. With advances in technology, the recruitment process can be carried out more effectively and efficiently. Design/methodology/approach-By using data analysis methods from various journals, books, articles and literature, the recruitment process is carried out quite in length, starting from distributing job vacancies, collecting files, selecting and making decisions to hire employees who suit the company's needs, especially now that there is a credit score policy. Of course, if done manually it will take a long time, and archiving data cannot be done efficiently. For this reason, technological advances must be utilized optimally to facilitate the employee recruitment process. Findings-The findings from the literature that have been reviewed are that technology has a positive and quite large influence on the employee recruitment process. and the existence of a credit score policy in the employee recruitment process. Practical implications - With a credit score policy and using the web to manage the employee recruitment process, the company will easily recruit employees and manage prospective employee data and analyze credit score data so that the company can easily obtain quality human resources according to the company's needs.

In the current era of globalization, there is a lot of competition from various schools or madrasas, to offer the best quality from their institutions. This can be seen from the various forms of promotion and strategy, moreover educational institutions with a private background are certainly required to have higher quality and competitiveness compared to other educational institutions, especially those with a state label. This research in general, aims to describe (1) how the recruitment of students is carried out at Karya Bunda Middle School (2) What is the strategy used by Karya Bunda Middle School in recruiting new students (3) What are the obstacles faced by the school in the student recruitment process at Karya Bunda Middle School. This research uses descriptive research with a qualitative approach. The subjects in this study were the principal, educators, students, education staff, and two students. Data collection techniques through observation, interviews and documentation. Data validation techniques with research extension, increased persistence, and triangulation. The results of this study indicate (1) the implementation of student recruitment with technical instructions from the Education Office, the recruitment process does not have selection and applicant tests only need to pay administrative costs and have actually passed SD (2) The strategy used in recruiting students is a promotion strategy, namely a strategy from door to door, distributing brochures and placing advertisements on social media, visiting SD/MI, community activities, and working with students (3) in the process constraints the recruitment of these students is due to limited classroom space, unable to compete with the country and less desirable.

This study is to examine the effect of recruitment, employee selection and competence on employee performance at PT. Indo Raya Tenaga. The methods used are Descriptive and Associative Quantitative Methods. The population is 115 employees. The sampling technique used by researchers is Probability Sampling of 54 employees. Data was collected using Questionnaires and Interviews. To test models and hypotheses, the spss program version 25 is used. The results showed that simultaneously Recruitment, Employee Selection and Competency had a positive and significant effect on Employee Performance Partial Recruitment, Employee Selection and Competency had a positive and significant effect on the Performance of PT. Indo Raya Tenaga. Suggestions for research and further companies must pay attention to recruitment, employee selection and competence can lead employees to successful career patterns, such as salary increases, promotions, and various other positive points in PT PT companies. Indo Raya Tenaga until it is growing

Setiap perusahaan selalu berusaha untuk meningkatkan kinerja karyawannya, dengan harapan tujuan perusahaan akan tercapai. Untuk mencapainya membutuhkan sumber daya yang berkualitas. Penelitian ini bertujuan untuk mengetahui pengaruh Rekrutmen, Seleksi dan Penempatan Karyawan Terhadap Kinerja Karyawan pada PT.Yangtze Optical Fibre Indonesia. Sampel dari penelitian ini berjumlah 37 orang. Metode yang digunkaan dalam penelitian ini adalah metode kuantitatif. Tehnik pengumpulan data menggunakan kuesioner. Dengan bantuan aplikasi SPSS 20 dan tehnik analisis dengan menggunakan uji validitas,uji realibilitas, uji asumsi klasik di mana terdiri dari uji normalitas data, uji heteroskedastisitas, uji multikolinearitas dan regresi linaer berganda, uji hipotesa yang terdiri dari uji t dan uji f. Hasil penelitian ini menunjukan bahwa rekrutmen dan seleksi berpengaruh secara parsial terhadap kinerja karyawan pada PT.Yangtze Optical Fibre Indonesia sedangkan penempatan tidak berpengaruh secara parsial terhadap kinerja karyawan. Pimpinan PT.Yangtze Optical Fibre Indonesia haruslah lebih memperhatikan perekrutan dan seleksi bahkan penempatan karyawan, agar kinerja karyawan semakin meningkat.  

Sumber daya manusia merupakan salah satu komponen penting yang merupakan modal dasar dalam proses pembangunan dan menjalankan suatu perusahaan. Dalam pengembangan sebuah perusahaan, sumber daya manusia adalah faktor penentu seberapa jauh sumber daya lain dapat dimanfaatkan dengan baik.Rekrutmen merupakan hal yang sangat dibutuhkan oleh perusahaan, supaya perusahaan memiliki karyawan yang berkopeten dibidangnya sehingga dapat menyelesaikan pekerjaan yang diberikan oleh perusahaan. Perusahaan akan merasa puas dari hasil pekerjaan yang sudah dikerjakannya. Proses rekrutmen menjadi salah satu upaya untuk meningkatkakn kinerja karyawan. PT Bank Tabungan Negara (Persero) Tbk. (Bank BTN) adalah Badan Usaha Milik Negara yang bergerak dibidang Perbankan. Penelitian ini bertujuan untuk mengetahui pengaruh rekrutmen dalam meningkatkan kinerja karyawan pada PT. Bank Tabungan Negara KC Karawang. Penelitian ini dilaksanakan dengan menggunakan metode analisis deskriptif dengan pendekatan kualitatif yaitu dengan teknik pengumpulan data melalui observasi, dan wawancara. Berdasarkan hasil observasi, dan wawancara dapat disimpulkan bahwa Rekrutmen berpengaruh positif terhadap kinerja karyawan pada PT. Bank Tabungan Negara (Persero) Tbk. KC Karawang.

The research explains the relationship between employee recruitment and work placement on employee performance at CV Trans Berjaya, the research sample used is a saturated sample because population under 100. The research instrument used a questionnaire, tested data through partial and simultaneous tests, multiple regression test using SPSS 25 software. Partial test results revealed that variabel X1 recruitment affected employee performance by 0,722 or 72,2% and variable X2 work placement influenced performance employees by 0,631 0r 63,1%. And the simultaneous test of recruitment and work placement variables on employee performance has an impact of 0,731 or 73,1%. Thus, the performance of Trans Berjaya employees is influenced by recruitment and job placement. Variables X1 and X2 have a positive and significant effect variable Y.  

Recruitment is the main task of the human resources department to find qualified candidates for open positions in a company or organization. The problem that is often faced by companies during recruitment is the difficulty in determining applicants who meet the criteria. A decision support system is defined as a system that helps a manager's work to overcome problems by providing data for selected decisions. The decision support system has a decision support method that is the profile matching method.The results of research that has carried out the profile matching method for recruiting new employees are carried out by comparing the input value with the company's target value so that the difference in GAP can be known. Then weighting is carried out on each aspect of the existing criteria after the GAP value is known. To determine the total value, the core factor and secondary factor are grouped based on the weighting results. With the results of the total value then ranking is carried out to obtain the final result.

Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh Rekrutmen, Seleksi dan Pelatihan terhadap Kinerja Karyawan pada PT. Bagaskara Konstruksi Putra di Kecamatan Batu Sopang. Populasi dalam penelitian ini meliputi karyawan pada PT. Bagaskara Konstruksi Putra di Kecamatan Batu Sopang. Kemudian alat pengukuran dalam penelitian ini menggunakan metode pengumpulan data yang digunakan adalah metode kuesioner (angket) dan dokumentasi. Metode analisis data yang digunakan dalam penelitian ini adalah metode analisis deskriptif persentase dan regresi linier berganda. Analisis regresi linear berganda yaitu Y=0,850+1,319(X1) – 0,618(X2)+ 0,210(X3). Selanjutnya hasil uji R (Koefisien Korelasi) sebesar 0,894a yang berarti berada pada tingkat hubungan yang sangat kuat. Nilai Koefisien Determinasi Adjusted   sebesar 0,795 yang berarti 79,5% menunjukkan bahwa nilai variabel variabel rekrutmen, seleksi dan pelatihan dapat menjelaskan variabel kinerja karyawan sedangkan sisanya 20,5% dapat dijelaskan oleh variabel lain yang tidak termasuk dalam penelitian ini. Dari hasil analisis uji F hitung untuk variabel rekrutmen, seleksi dan pelatihan sebesar 205,174 dan F tabel sebesar 2,67 yang berarti F hitung > F tabel sehingga  Ha diterima dan Ho ditolak, hal ini menjelaskan bahwa variabel independen secara simultan atau bersama-sama mempunyai pengaruh yang signifikan terhadap variabel dependen. Hasil uji t dari variabel rekrutmen (X1) sebesar 20,624 dan variabel seleksi (X2) sebesar 4,803 serta pelatihan (X3)  sebesar 2,150 sehingga hipotesis kedua yang menyatakan bahwa variabel rekrutmen (X1) yang paling dominan terbukti dan dinyatakan bahwa variabel rekrutmen (X1) berpengaruh dominan atau memiliki nilai uji t tertinggi yaitu dengan nilai signifikan 0,000 < 0,05 dengan nilai t hitung sebesar 20,624 > t tabel sebesar 1,97539 sehingga dinyatakan bahwa Ho ditolak dan Ha diterima.