Employee Candidates Research Articles

Comparative Analysis of Decision Tree and Logistic Regression Models in Employee Recruitment and Selection for Enterprise Success

Enterprise success is determined by competent Human Resources (HR). The recruitment and selection process of employee candidates plays an important role in producing competent human resources as an effective initial selection increases the chances of finding the right candidate for a particular role. This research predicts the likelihood of a candidate being further selected in the interview phase based on behavioral and functional recruitment and selection which are important aspects of a candidate's potential fit and contribution to the enterprise. The research uses a comparison of decision tree analysis models and logistic regression to make predictions with several measurement metrics to see the accuracy and confusion matrix of each model used. Based on evaluation and validation, the decision tree analysis model is superior in prediction even though the results tend to be the same as the logistic regression model. The accuracy value of the classification using the decision tree model was 86.67% with correct prediction results of 78 data from 90 testing data and the accuracy value of the logistic regression model was 85.55% with correct prediction results of 77 data from 90 testing data. The results of the comparison of the two models show that the performance of the decision tree classifier model tends to be better.

Application Of The Weighted Product (WP) Method In The Selection Of Prospective New Employees Using Assessment Indicators At PT. Delta Sukses Sejahtera

In running its business, the success of a company is largely determined by the quality of its employees. To obtain quality employees who meet the required qualifications, companies must carry out a selection process in recruiting qualified new employee candidates. PT. Delta Sukses Sejahtera is a private company that operates in the field of recruitment services. This recruitment service serves companies by taking over the job of recruiting candidates. Each assessment is taken into account and considered according to the company's needs. So far, the selection process for prospective employees has experienced difficulties because they are still comparing the test results of prospective employees one by one to determine potential new employees. This process takes a long time. Apart from that, the old employee selection system created an element of subjective assessment. So it is necessary to build a decision support system using the Weighted Product (WP) method as an alternative solution, so that it runs effectively and reduces the occurrence of subjective assessments. Weighted Product (WP) is a method in a decision making system that connects attribute ratings using a multiplication technique, where the rating for each attribute needs to be raised to the power of the relevant attribute weight before calculation, this process is similar to the normalization stage. Based on the results of this research, it shows that from the five orders of candidates for recruiting new employees, it can be seen that the scores obtained by each prospective new employee are not too far apart from first to fifth. In the first and fifth places, they have similarities in the final psychological and educational criteria. Where the first and fifth psychological test criteria have almost perfect scores.

Implementation of Selection of Employee Candidates By Utilizing Social Media Using Linear Regression Algorithms and Topsis Methods: A Case Study of A Boarding School

Implementation of Selection of Employee Candidates By Utilizing Social Media Using Linear Regression Algorithms and Topsis Methods: A Case Study of A Boarding School

Analysis of Recruiter Interest in the International 5-Star Hotel Industry in Jakarta Determines Employee Candidates

The recruitment process is often influenced by various factors, both objective and subjective. One interesting factor to study is the influence of physical attractiveness, accent, and dialect of candidates on recruiters' assessments. This study aims to reveal the relationship between physical attractiveness and candidate accent, as well as the role of dialect as a mediator, influencing recruiters' perceptions of job suitability, stereotypes formed, and interest in recruiting. This study uses a quantitative method with a questionnaire distribution technique to recruiters in the 5-star hotel industry located in Jakarta. Data obtained from BPS (2024) shows that there are 37 international 5-star hotels in DKI Jakarta Province. Thus, the population of this study was 37 recruiters from international 5-star hotels in Jakarta. This study distributed questionnaires to the entire population so that the sampling technique was carried out using the census technique. The data collected were analyzed using the SEM PLS technique. The results of the study showed that there was no relationship between physical attractiveness and job suitability. While physical attractiveness has a significant relationship to recruiter stereotypes and interest in recruiting. In addition, it was found that dialect mediates the influence of job candidate access to job suitability, recruiter stereotypes and interest in recruiting.

Implementation of K-Nearest Neighbor Method for Selection of New Employee Candidates (Case Study: CV. Syntax Corporation Indonesia)

Implementation of K-Nearest Neighbor Method for Selection of New Employee Candidates (Case Study: CV. Syntax Corporation Indonesia)

SYSTEMATIC LITERATURE REVIEW: POLITICAL PATRONAGE VERSUS MERIT SYSTEM ON LOCAL GOVERNMENT ANALYSIS VOSVIEWER

It is important to improve the public sector with recruitment rules that aim to improve public services by minimising political interests and patronage practices. The purpose of this study is to examine the development of the application of the merit system in the prevention of patronage practices in local government. Bibliometric analysis using VOSViewer. The literature review in this study provides an overview of the improvement of the public sector from the perspective of the merit system, taking articles in the period 2013-2023. The results obtained in this study are the prevention of patronage practices with the merit system in local government administration successfully implemented in Indonesia, namely in the cities of Medan, Deli Serdang and DIY, while in other countries it was successfully implemented in the African state of Nigeria, the merit system is used to prevent political patronage in the public sector by ensuring the acceptance of competent employee candidates, and reducing the influence of political patronage that previously hindered the development of public services and justice.

Analisis Proses Rekrutmen dan Seleksi terhadap Kinerja Karyawan

The aim of this research is to examine the influence of the recruitment and selection process on employee performance in various company contexts. In this study, researchers collected data from several sources, including questionnaires distributed to a number of companies or institutions. Data analysis shows that the recruitment and selection process has a significant effect on employee performance. Quality employee candidates can result from an effective recruitment process, while a careful selection process can ensure that the selected candidates match the company's needs and criteria. In addition, this research also notes that recruitment methods that primarily use recommendations have weaknesses, such as late feedback after interviews. Therefore, it is recommended that companies consider recruitment methods, such as using print or electronic advertisements to publicize available positions. The results of this research have important implications for human resource management and companies in order to optimize the employee recruitment and selection process to improve a company's performance. Apart from that, this research also estimates other factors that influence employee performance, such as education, experience and motivation. Overall, this research helps companies manage their human resources in a competitive business environment more effectively.

PENGARUH EMPLOYER BRANDING ACTIVITY DAN CORPORATE REPUTATION TERHADAP INTENTION TO APPLY FOR A JOB

This research departs form the war of talent, a phenomenon of diminishing number of potential work forces occurring in various industries. As a response, companies are competing to attract employee candidates to apply for jobs. The objective of this research is to identify the partial and simultaneous effects of employer branding activity and corporate reputation on people’s intention to apply for a job. The population of this quantitative explanatory research is active students of bachelor’s and associate degrees of Universitas Brawijaya. Using the Slovin formula, the sample size was set at 398. The data was harvested via Likert-scaled questionnaires and was assessed using instrument test, classical assumption test, hypothesis test, and multiple linear regression performed in SPSS. This study finds that employer branding activity and corporate reputation partially and simultaneously influence the intention to apply for a job. Therefore, it is implied that appropriate strategies in employer branding activity and successful corporate reputation maintenance can increase the intention of employee candidates to apply for a job.

Decision Support System for Recruitment of Employees in CV. Fajar Jaya Using TOPSIS Method

Employees are one of the main needs of the company because if there are no employees, there will be no productivity in the company. Recruitment is a human resource management planning decision regarding the number of employees needed, when they are needed, and what criteria are needed. CV Fajar Jaya has a problem in making employee recruitment decisions. Decision making is very important for individuals and organizations. The difficulty of recruiting qualified employees is the main problem in this study, with the above problems, it is necessary to design a decision support system that is expected to help CV. Fajar Jaya, in making decisions to obtain information to determine prospective employees using the TOPSIS method, which is expected to use the topsis calculation method, the final results of the selection process for new employee candidates are more effective, selective, efficient and accurate at CV. Fajar Jaya

Decision Support System for Selection of the Best Employees based on Performance with the Topsis Method

Selection of the best employees at Wali Nagari is an activity carried out by the Wali Nagari by carrying out this activity to determine the best employees at the Nagari. In determining the selection of the best employee candidates in Nagari Singguling, this research uses a decision support system (SPK) concept with the TOPSIS method. The decision support system that was built can provide recommendations to Nagari for the best employee candidates at Nagari Singguling. The TOPSIS method used can carry out a calculation that begins with determining the criteria of the variables used, then creates a matrix and proceeds to the solution matrix process. In the end, the process will enter the ranking stage until the output can recommend the best prospective employees at Nagari Singguling. The results obtained in this study also provide a model or form of a semi-structured system, in determining the best prospective employees in Nagari Singguling using the TOPSIS method decision support system. The results of this study are based on data testing of 9 alternatives, it can be determined that alternative A5 on behalf of Dona Riona S.Pd is the best employee with a value of 0.63 . So that the benefit that will be obtained is to provide convenience

Penerapan Metode WASPAS dan ROC (Rank Order Centroid) dalam Pengangkatan Karyawan Kontrak

The important determinant factor for the success of a service company in achieving its established objectives is its workforce. The selection process for new and contract employees in the company should be objective in order for them to become permanent employees. However, many companies still lack measures to evaluate the level of objectivity in their selection process. In this study, the author observed that sometimes companies experience difficulty in determining which contract employees should be promoted to permanent employees due to the lack of objectivity in the selection process. Therefore, the author used the Simple Additive Weighting (WASPAS and ROC) method to determine the best employees who can be promoted to permanent employees with criteria such as participation, level of education, competency, workplace, knowledge, teamwork, work quality, English language skills, and others. Based on the research results, the ROC and WASPAS methods are very useful in determining the best employee candidates and solving identified problems, as well as providing better and more optimal results in decision-making. In this study, variant A2 with the highest utility value of 0.982 was chosen as the best contract employee to be employed as a permanent employee.

A Qualitative Study of the Estonian Video Game Industry Expectations

This paper presents a qualitative study of Estonian video game companies. In total, 11 companies were interviewed regarding their company values and expectations for employees. The interviews consisted of two parts. First, a regular semi-structured interview was conducted. In the second part, we used three persona sheets based on Bachelor graduates to provide an imaginary but tangible hiring situation for the company. This allowed us to explore in more detail what the companies consider important in certain employee candidates.
 
 Findings show that a strong common theme is that people working on video games need to be aware of the player and how the work shapes the game experience. Many companies encourage a work ethic based on individual responsibility and ownership in their employees. Interdisciplinary communication is very valued as well. Several companies said that employees need to be good fits, and a few even said that employees need to feel like part of a family. One company implied that, unfortunately, employees should be ready for crunch time.
 
 Overall, this paper depicts the peculiarities of different Estonian video game companies. While some of these might be specific to Estonia, we believe companies elsewhere also exhibit such properties. Thus, this observation paper provides insight into the video game sector for video game curriculum designers, video game scholars, and the video game industry itself.

PERAN CYBERVETTING DALAM PENGAMBILAN KEPUTUSAN REKRUTMEN CALON KARYAWAN

Human Resources (HR) management in a company is inseparable from the importance of managing the recruitment process in accepting new prospective employees. One of the methods used in selecting employee candidates is through a cyber-vetting process on social media. Cybervetting is checking information and data of prospective candidates as well as individual internet reputation through search engines such as Google and social media (Facebook, Twitter, Instagram, and Linkedin). Based on this background, this study aims to determine cyber-vetting on employee recruitment decision-making. This research uses the descriptive research method. Respondents in this study are people who work in the field of recruitment both as internal company recruiters and third-party recruiters in companies domiciled in South Sumatra. The instrument in this study was an online questionnaire. A total of 12 respondents from 12 companies in South Sumatra filled out the online questionnaire. The study results show that most recruiters conduct a personal assessment of their prospective employees through social media or cyber-vetting. Therefore, social media should be used as a medium that positively impacts its users and knows the importance of paying attention to digital footprints by reflecting professionalism and good social media behavior to create trust for recruiters.

Best Employee Decision Using Multi Attribute Utility Theory Method

Selection of the best employee is a form of appreciation that can be shown by the company for the achievements of its employees. This appreciation can motivate employees to be more enthusiastic in improving their performance at work. Appropriate evaluation and decision-making methods need to be taken so that the best employee selection process runs objectively, transparently, and in accordance with established standards. This study aimed to select the best employee candidates at PT Kerry Express Indonesia using the multi attribute utility theory (MAUT) method. The criteria for the selection process as follows: attendance (weight = 2), output obtained (weight = 3), discipline (weight = 3), and reporting (weight= 2). The employees in this study were 30 respondents from 150 populations. The assessment was carried out for three months from January to April 2022. The calculations were carried out using the Microsoft Access tool. The results of calculations using the MAUT method show that the highest rank among all candidates has a score of 7.75 while the lowest rank had a score of 3.25. It can be concluded that the MAUT method can be used to select the best employees at PT. Kerry Express Indonesia effectively and efficiently.

WEBSITE BASED EMPLOYEE ACCEPTANCE INFORMATION SYSTEM AT PT NOTO TEKNOLOGI INDONESIA

The development of information technology is currently growing very rapidly, many companies want to improve their work processes by using information systems to process company data more quickly and efficiently. The process of accepting prospective employees at PT Noto Teknologi Indonesia is still done manually, i.e. prospective employees must register and deliver job application files to the office. To find out the results of the selection of employee recruitment, prospective employees still get information via WhatsApp. This makes the acceptance of new employee candidates less effective and efficient because it will take a lot of time and the possibility of data errors. So in this study a website based recruitment information system was created to facilitate the process of accepting new employees. The method used in making this system is the waterfall method where this method has 5 stages, namely user needs analysis, system design, implementation, testing and maintenance by PT Noto Teknologi Indonesia. The results of the black-box test show valid results for all features which indicate that this system is as expected. From the results of black-box testing, it can be concluded that this system is feasible to use as a tool to facilitate the process of accepting new employees at PT Noto Teknologi Indonesia.

SISTEM PENUNJANG KEPUTUSAN PENERIMAAN KARYAWAN BARU MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) PADA PT CRESTEC INDONESIA CIKARANG

Employees are the most essential part of the company. To obtain qualified and qualified employees, companies usually hold a selection process. The selection process is carried out before the employee is declared accepted. In the process of recruiting prospective employees, PT. Crestec Indonesia is still using the manual method. A large number of applicants makes it very difficult for HRD to choose the right employee candidates who meet the criteria to be accepted to work in the company. The absence of a computerized system and the right method is one of the inhibiting factors in making decisions to accept new employees in the company. The purpose of the selection of recruitment is to obtain the right and qualified employees so that employees can work optimally in the company. To improve the new employee recruitment system that is faster and more precise, a web-based computerized system is needed by applying the SAW (Simple Additive Weighting) method which can facilitate HRD in the decision-making process of hiring new employees. The results of the Decision Support System by applying the SAW method are getting a ranking process so that it becomes the best recommendation in accepting new employees.

Penerapan Metode TOPSIS Pada Sistem Pendukung Keputusan Untuk Pemilihan Pegawai Teladan

An exemplary employee is a person who works in an office or company institution by getting a salary, but has something that can be imitated or good to emulate his actions, behavior, and so on. The problem faced in this study is in the process of selecting exemplary employees. The criteria used by the research in this study are presence, responsibility, cooperation, discipline, and initiative. In selecting exemplary employees, a Decision Support System is needed. The method used in this study is the Technicque For Order Preference By Similarity To Ideal Solution (TOPSIS) which takes into account all the criteria that support decision making to help speed up and simplify the decision-making process. The results of this study will produce a ranking order of several candidates who are appointed as exemplary employee candidates. The highest ranking exemplary employees are; Dermansyah alternate (V8), with a value of 0.6511

A practical analysis of blended training efficacy on organizational outcomes

PurposeThe purpose of this paper is to contribute to the literature of blended learning by practically implementing best practices in employee training.Design/methodology/approachIn response to the Covid-19 pandemic, an organization had modified its training procedures over the course of three years to improve employee and organizational outcomes. Employee candidates who were onboarded into sales positions during the years 2019–2021 were given the opportunity to learn the content in an online format and subsequently evaluated prior to their in-person training and final evaluation to provide them with a self-paced blended learning experience. Both evaluation scores, along with the length it took to complete the trainings, were used to determine the trainings effectiveness and efficiency respectively.FindingsThe findings for the study showed that the organization was successfully able to improve upon the efficiency of the training by reducing training length and the effectiveness by improving employee outcomes.Research limitations/implicationsThe study’s design was limited to the probation process, which resulted in issues drawing conclusions for employee outcomes that were relevant to their long-term organizational success. This emphasizes the importance of comprehensive investigations for future practical studies.Practical implicationsThe findings allow for the improvement of blended learning models within real-world organizational contexts that provide organizations with the opportunity to improve employee outcomes while reducing time costs.Originality/valueThis study provides data from applied blended learning procedures that were validated using empirical findings, which contributes to the practicality of blended learning in workplace training.

Penerapan Metode Preference Selection Index (PSI) Dalam Penerimaan Staff IT

In a company or agency, employees are one of the keys to success in achieving certain goals in the company. However, getting the right IT staff and in accordance with what the company or agency wants is certainly not easy. Therefore, to get employees who meet expectations and fulfill all stages carried out by the company, it is necessary to select the right employee candidates so that later it will produce competent IT staff in their fields. The Preference Selection Index (PSI) method is a method for solving multi-criteria decision making (MCDM). This method is useful when there is a conflict in determining the relative importance between attributes. From the results of the study, it was obtained that alternative A9 was the best alternative to be chosen as the company's IT staff with the highest score of 0.9624

Text Mining for Employee Candidates Automatic Profiling Based on Application Documents

Opening job vacancies using the Internet will receive many applications quickly. Manually filtering resumes takes a lot of time and incurs huge costs. In addition, this manual screening process tends to be inaccurate due to fatigue conditions and fails in obtaining the right candidate for the job. This paper proposed a solution to automatically generate the most suitable candidate from the application document. In this study, 126 application documents from a private company were used for the experiment. The documents consist of 41 documents for Human Resource and Development (HRD) staff, 42 documents for IT (Data Developer), and 43 documents for the Marketing position. Text Processing is implemented to extract relevant information such as skills, education, experiences from the unstructured resumes and summarize each application. A specific dictionary for each vacancy is generated based on terms used in each profession. Two methods are implemented and compared to match and score the application document, namely Document Vector and N-gram analysis. The highest the score obtained by one document, the highest the possibility of application to be accepted. The two methods’ results are then validated by the real selection process by the company. The highest accuracy was achieved by the N-Gram method in IT vacancy with 87,5%, while the Document Vector showed 75% accuracy. For Marketing staff vacancy, both methods achieved the same accuracy as 78%. In HRD staff vacancy, the N-Gram method showed 68%, while Document Vector showed 74%. In conclusion, overall the N-gram method showed slightly better accuracy compared to the Document Vector method.