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The purpose of this study is to determine the strategy of the Youth Organization of 1000 Teachers in Samarinda City in recruiting volunteers so that prospective volunteers who join have an interest in participating directly in helping with educational problems in remote areas and the obstacles faced by the Youth Organization of 1000 Teachers in conducting the recruitment. Youth with its social control function that has an active role in fighting for various values ​​of life that exist in society, the Youth Organization of 1000 Teachers in Samarinda City as an agent of change plays an active role in implementing education, especially for remote, underdeveloped, and border areas in East Kalimantan Province which still need special attention. This study is descriptive qualitative with a focus on describing and describing the strategy of the Youth Organization of 1000 Teachers in Samarinda City in recruiting volunteers so that prospective volunteers have an interest in participating directly in helping with social problems in the field of education, especially in remote areas and the obstacles faced. The data analysis used is the interactive model data analysis proposed by Miles, Huberman, and Saldana, where this data analysis consists of data collection, data condensation, data presentation and drawing conclusions. This study uses secondary data collection techniques by conducting library research and other secondary data sources and conducting direct research in the field to obtain primary data through in-depth interviews. From the results of the study, it shows that the Strategy of the 1000 Teacher Youth Organization in Increasing Volunteer Interest in East Kalimantan Province has been running well so far. This is because the members of the organization in it, both the Chairperson, Secretary, Treasurer and donations, Creative and event Team, Survey and Logistics Team, and the members of the 1000 Teacher Youth Organization management in Samarinda City are able to adapt and be creative in recruiting prospective volunteers.

PT. Media XYZ is experiencing a high turnover rate of journalists due to a less objective selection process. The assessment carried out by HRD is currently still subjective and inaccurate. This has an impact on the company's performance and the quality of the news produced. Therefore, a decision-making model is needed that can be used as a guideline by HRD in order to overcome the mismatch between journalist qualifications and job requirements by implementing the Profile Matching method in the journalist selection process. This method will help companies select prospective employees who best match the required competency profile. By matching the competency profile of prospective employees with the competency profile of the position, it is expected to improve the quality of selection decisions, reduce the level of errors in recruitment, and improve company performance.

Recruitment and employee placement are vital aspects of human resource management that play a strategic role in achieving an organization's vision and mission, including at Islamic Az-Zakiyah School in Medan. This school aims to produce a generation that is morally upright, intelligent, and competitive in the global era. This study aims to understand the recruitment and placement processes at the school, including the challenges and strategies employed to ensure a workforce qualified for Islamic educational standards. This qualitative descriptive study utilized interviews, observations, and document analysis. The results revealed that recruitment involves administrative screening, written tests, interviews, and micro-teaching, while employee placement is based on competencies and school needs. The findings also highlight challenges in meeting ideal human resource qualifications, addressed through collaboration with educational institutions and continuous employee training. The study concludes that structured recruitment and placement processes, along with comprehensive employee development programs, have enabled Islamic Az-Zakiyah School to create a high-quality educational environment rooted in Islamic values.     

Effective recruits are key in human resource management (human resources) to achieving organizational goals. Good recruitment strategies not only attract qualified candidates but also ensure compliance between the needs of the company and the competence of prospective employees. The main focus lies in the importance of building strong branding to attract high-quality candidates. Moreover, the experience of the candidate during the recruiting process is important, where positive interaction can enhance the image of the company in the eyes of prospective employees. This research aims to explore and analyze effective recruiting strategies in human resource management. In a context of growing competition in the labor market, organizations need to adopt innovative recruiting methods to attract quality talents. The qualitative approach is used to further the best practices and challenges faced in the recruiting process. Data is collected through analysis of literature from credible sources. Research shows that the use of technology, such as digital platforms and social media, and an emphasis on organizational culture, is essential to attracting appropriate candidates. It is hoped that these findings may provide a guide to the company in formulating an adaptive and sustainable recruitment strategy, in support of the organization's growth and success.

In a rapidly changing and competitive business era, an effective human resource (HR) management strategy is a vital foundation for the sustainable growth of an organization. Basuki expressed this by stating that in a dynamic and competitive business environment, an effective HR strategy is an important key to sustainable growth. This research method is a literature review research. Literature review is a description of theories, findings, and other research materials obtained from reference materials to be used as a basis for research activities to compile a clear framework of thinking from the formulation of the problem to be studied. The author summarizes, analyzes, and synthesizes critically and in depth from previous literature. The results of this study state that Kentucky Fried Chicken (KFC) is one of the largest fast food restaurant chains in the world that focuses on fried chicken. KFC's operational success depends not only on quality products, but also on skilled, motivated human resources (HR) who are in accordance with the organizational culture. In a highly competitive business context, strategic planning and HR recruitment at KFC are one of the main keys to maintaining competitive advantage and the best service to customers.

This research examines the implementation of student recruitment policies at the Musthafawiyah Purba Baru Islamic Boarding School, North Sumatra, in order to improve the quality of education. As one of the largest Islamic boarding schools in Indonesia, Musthafawiyah faces the challenge of competition with other educational institutions in recruiting quality prospective students. This research uses a qualitative descriptive method with data collected through interviews, observation and documentation studies. The research results show that Musthafawiyah implemented a strict selection which included academic tests, Al-Quran reading and writing tests, and motivational interviews, to attract potential students. However, this policy faces obstacles in the form of negative public perceptions and limited resources. This research recommendation includes strategies to improve the promotion process and improve facilities to strengthen the attractiveness of Islamic boarding schools. By implementing strategic recruitment policies, it is hoped that Musthafawiyah will be able to maintain the quality of education and continue to attract the interest of prospective students from various regions.

The recruitment and selection process of teachers in educational institutions plays a crucial role in determining the quality of education provided to students. In the context of an ever-evolving education system, the challenges of finding competent educators have become increasingly complex. Various studies indicate that effective recruitment can contribute to the enhancement of teaching and learning quality. Therefore, optimizing this process is essential to meet the demand for quality education. This research aims to explore and analyze optimal strategies in the recruitment and selection process of teachers based on a literature review of related books and journals. By understanding existing best practices, this study is expected to provide recommendations that can be implemented by educational institutions to improve the effectiveness of their recruitment and selection processes. The methodology used in this research is a qualitative approach with a literature analysis. Data were collected through a systematic review of books and journals discussing teacher recruitment and selection. The analysis process involved identifying key themes emerging from various sources, as well as comparing and contrasting findings from existing literature to gain a comprehensive understanding of effective practices. The findings of this study indicate that the optimization of the teacher recruitment and selection process can be achieved through several strategies, including the use of more objective assessment tools, the development of clear selection criteria, and community involvement in the recruitment process. Additionally, this research also highlights the importance of training for selection committees to enhance their ability to assess teacher candidates holistically. The recommendations generated from this study are expected to contribute positively to educational institutions in their efforts to improve the quality of educators.

Recruitment of State Civil Apparatus (ASN) in Indonesia has undergone significant transformation in recent years. The process that was previously dominated by manual mechanisms has now shifted to a digital-based system through the SSCASN platform. This article analyzes the implementation of ASN recruitment in 2024 with an emphasis on transparency, efficiency, and the challenges faced. Using a descriptive-qualitative approach, this article provides insight into how ASN recruitment can continue to be improved to meet the needs of public services in Indonesia.    

This research aims to conduct a study in the 2024 Legislative Member Candidate Recruitment Analysis (Case Study of the Bogor Regency Golkar Party DPD). This research is an effort to find out how to analyze the recruitment of prospective legislative members in the 2024 elections (Case Study of the Golkar Party, Bogor Regency). Therefore, the method considered appropriate to use in this study is qualitative, descriptive analysis. The data collection technique through interviews is by asking a list of questions directly to the informant with the aim of obtaining data and information related to the Recruitment Analysis of Candidates for Legislative Members in the 2024 Election (Case Study of the Bogor Regency Golkar Party). The data collection instrument used to collect data is an interview guide containing a list of questions using a direct question and answer method with informants who are authorities on the object under study. Observation (observation) is a data collection technique, where the researcher makes direct observations of the research object to look closely at the activities carried out. This research found that from the three characteristics of the recruitment process above, the recruitment process carried out by the Bogor Regency Golkar party DPD was mixed in nature, combining top-dwon and bottom-up. We can see from the selection procedures listed in the DPP Decree Number: JUKLAK - 11/DPP/GOLKAR/V/2018 that the selection procedures begin with the selection team submitting a form of willingness to be nominated as a Candidate Member of the Regency DPRD to all members of the functionary cadre who have attended functionary orientation either organized by the Golkar Party DPP or the Regency Golkar Party DPD.

The main aspect that needs to be considered by organizations or companies to achieve their goals is the HR aspect. Therefore, companies need to pay more attention to employee performance to be even better, especially in terms of recruitment and job training. This study aims to determine the effect of recruitment and job training on employee performance at PT. Inasentra Unisatya. The research method used is a quantitative approach. Data collection methods in this study are interviews, observations, questionnaires, and literature studies. The population in this study were permanent employees of PT. Inasentra Unisatya in the field of personnel as many as 53 employees. The sampling technique used was a saturated sample with a sample size of 53 respondents. The data analysis techniques used were data quality testing, classical assumption testing, hypothesis testing, and determination coefficient testing processed using the SPSS version 25.0 application. The results of this study indicate that partially recruitment has a positive and significant effect on employee performance. Partial job training has a positive and significant effect on Employee Performance. Simultaneously recruitment and job training have a positive and significant effect on employee performance.

Members of the KPPS (Voting Organizing Group) are responsible for organizing voting in a polling station (TPS) during general elections in Indonesia. They are the spearhead in carrying out the democratization process by supervising and ensuring the continuity of elections honestly, fairly, and transparently. The duties of KPPS members include preparing TPS before voting begins, receiving and examining voters, supervising the election process to ensure compliance with applicable regulations, counting votes after voting is complete, reporting election results, and maintaining security and order around TPS. Decision support system is a Decision support system or Decision Support System (DSS) is an interactive system that supports decisions in the decision-making process through alternatives obtained from data processing results. The purpose of this study is to facilitate the recruitment of members of the Voting Organizing Group (KPPS). The research method is Weighted Aggregated Sum Product Assessment (WASPAS). WASPAS is to find the most appropriate priority location choices using weighting. The results of this study are that the development of this support system can help the KPU in selecting or selecting KPPS members and this decision support system as a tool in developing KPPS members by viewing or using criteria according to the criteria needed using the WASPAS method.      

This dedication implements and evaluates the e-recruitment system at PT. Prima Karya Sarana Sejahtera to enhance the employee recruitment process. By employing a structured implementation method, from initial preparation to final evaluation, this dedication successfully introduces the integration of psychological assessments into the company's e-recruitment platform. Evaluation results indicate a significant improvement in HR team understanding and skills in using this new system, as well as enhanced efficiency in candidate selection. The final report and presentation of results to PT. Prima Karya Sarana Sejahtera management illustrate the benefits of implementing this technology in optimizing the recruitment process. With ongoing support and consultation, it is expected that this e-recruitment system will continue to deliver sustained positive impacts for the company. Keywords: e-recruitment, psychological assessment, student dedication, recruitment efficiency

The talent scouting program is an important strategy in recruiting and developing personnel to ensure that organizations, including the Indonesian Navy, have quality human resources and are able to face modern challenges effectively. This research aims to explore the effectiveness of talent scouting programs in the context of the Indonesian Navy to identify and develop potential talents. This research aims to evaluate the relationship between talent selection methods, information sources, supporting technology, and development programs on the quality of Indonesian Navy personnel recruited through the talent scouting program. This study uses a quantitative approach by analyzing data from 55 respondents involved in the Indonesian Navy's talent scouting program. Data was collected through surveys using structured questionnaires, and analyzed using statistical techniques such as simple linear regression to evaluate the relationship between the variables studied. The results of the analysis show that talent selection methods and information sources have a significant influence on the quality of Indonesian Navy personnel (beta coefficients 0.62 and 0.58, respectively, t = 3.75, p = 0.002 and t = 4.21, p = 0.001). However, assistive technology showed a less significant effect (beta coefficient = 0.35, t = 1.80, p = 0.087). The development program was found to have a significant positive impact on personnel quality (beta coefficient = 0.70, t = 4.55, p = 0.000). The regression results show that the overall model is significant (F = 6.21, p = 0.001), confirming the importance of the variables studied in improving the quality of Indonesian Navy personnel through talent scouting programs.  

This research was conducted to find out how the Recruitment and Selection Process affects employee performance at Radio Del FM Laguboti, to find out obstacles and alternative solutions in solving problems. Data collection techniques are through observation and interviews, namely directly observing the object being studied and with documentation. Based on the results of the discussion, it shows that the Employee Recruitment and Selection process at Radio Del FM Laguboti is in accordance with the general standards of roles and authority as stated in the job description and has been effective in finding new employees needed by the company. company. The obstacles that occur are lack of focus at work, a backlog of work and work taking a long time to complete, this is because the capacity is insufficient if there is only one worker. The solutions implemented temporarily are still not effective because some alternatives are sometimes still disrupted by urgent work that must be prioritized. In developing an administration system in a company, although development is slow, to achieve good development, the support of many parties and focus in its development is very necessary.  

Penilaian kompetensi softskill calon karyawan dalam seleksi dan rekrutmen tenaga kerja merupakan aspek penting. Namun, proses ini sering kali masih mengandalkan metode subjektif yang dapat mengurangi akurasi keputusan. Oleh karena itu, dibutuhkan pendekatan objektif dalam penilaian yang dapat menghasilkan keputusan yang lebih akurat. Salah satu metode yang dapat digunakan adalah Analytic Hierarchy Process (AHP). Metode ini membangun model hierarki yang mencakup kriteria dan subkriteria dalam penilaian softskill. Penelitian menunjukkan bahwa metode AHP ini dapat digunakan sebagai alat pengambilan keputusan yang sesuai dengan peringkat berdasarkan hasil nilai terbesar. Dengan menggunakan metode ini, proses seleksi dan rekrutmen tenaga kerja dapat menjadi lebih obyektif dan akurat, memungkinkan perusahaan untuk mendapatkan karyawan yang sesuai dengan kebutuhan dan standar yang diharapkan. Selain itu, AHP juga memberikan kerangka kerja yang jelas dan terstruktur untuk mengevaluasi dan memprioritaskan kriteria softskill yang penting dalam konteks penilaian karyawan.

Effective Human Resources (HR) management is the key to the success of every company in achieving its strategic goals. In this context, recruitment, selection and placement of employees plays an important role as the first process that determines the quality and performance of a company's workforce. This study covers recruitment, selection, factors influencing selection, as well as the recruitment and selection process. The data collected is analyzed comprehensively to identify patterns, trends, and relationships between the recruitment and selection process, its factors, and placement in organizational performance. The results of this study are intended to provide valuable insights for human resource managers. The practical implications of this research will lead to the development of selection factors, more accurate recruitment and selection processes, and more targeted staff placement, which will ultimately improve overall organizational performance.

The National Police of the Republic of Indonesia shall arrange all matters relating to the duties and institutions of the police in accordance with the provisions of the law. Recruitment must be done effectively and efficiently to its vision, mission and goal. Social media plays a strategic role in determining public confidence in governmental organizations/agencies. The recruitment process must be carried out in a creative and innovative way to meet the needs of qualified workforce. The research method used is literature study. The more the State Police of the Republic of Indonesia is involved in the use of social media, the stronger the image of the organization built on the social network, the greater the interest of the candidate members to participate in the organization.

This study analyzes the recruitment and selection system for drivers at PT Banyumas Raya Transportasi. The focus of this research is to identify weaknesses in the existing system and formulate strategic recommendations to enhance the effectiveness of the recruitment and selection process. The research method used is qualitative descriptive, with primary data obtained through interviews with the HRGA division and secondary data from company documents and relevant literature. The findings indicate a high turnover rate and inefficiencies in the recruitment methods, which still rely heavily on traditional approaches such as social media and bulletin boards. To address these issues, this study recommends implementing a digital recruitment system, diversifying recruitment methods, and adopting competency-based selection processes to improve recruitment efficiency and effectiveness. The results of this research are expected to assist the company in developing a more sustainable and competitive workforce.

Information Technology is very important in driving progress and change in various fields. This forces every company to optimize all company assets, especially human resources. To get good human resources, recruitment and work discipline must be implemented well too. The purpose of this research is to determine the effect of recruitment and work discipline on employee performance at PT. Independent Dimension of Technology. The method used in this research is a quantitative method with primary data methods obtained from questionnaire data which is measured using a Likert scale. The population used in this research is employees of PT. Mandiri Technology Dimensions in the personnel division. The sample in this study used a saturated sample where all members of the population were sampled, namely 30 samples. Data collection uses questionnaires that are distributed directly. Data analysis techniques were processed using the IBM SPSS 25 for window application. Based on this research, it shows that recruitment (X1) has a positive and significant effect on employee performance (Y), work discipline (X2) has a positive effect on employee performance (Y), then simultaneously recruitment and work discipline have a significant effect on employee performance.

The recruitment and selection activities for prospective partners at BPS (Central Statistics Agency) involve a process of seeking and acquiring applicants capable of collaborating with government institutions. Various recruitment and selection methods for BPS partner candidates are commonly employed by government agencies, including job postings, employee recommendations, collaboration with universities, advertisements, and so forth. However, with the current technological advancements, the internet has become a widely used medium for job seekers. One of the methods in use today is through the use of applications. The effectiveness and efficiency of using applications in the recruitment and selection of BPS partner candidates aim to determine how well these applications perform in the process at the BPS Palu Central Statistics Agency. This research is qualitative in nature with a descriptive approach. Data collection techniques involve observation and interviews with prospective BPS partners in Palu. The results of these methods indicate that the effectiveness and efficiency of using applications in the recruitment and selection process for partner candidates are highly effective. This is evident in the significant number of applicants who register and the smooth execution in line with the application's usage. Prospective partners are targeted accurately, understand the program, adhere to timelines, and bring about tangible changes. Any shortcomings, issues, or obstacles in using the application can be resolved effectively, although challenges such as server website downtime need improvement to optimize the application for recruiting BPS partner candidates.