Model Rekrutmen Modern: Perbandingan E-Recruitment dan Rekrutmen Konvensional serta Implementasinya pada Amity Barbershop

Elis Yunisa Yusup; Siti Maspupah; Arfiani Yulianti Fiyul

doi:10.53697/emba.v6i1.4147

Authors

Elis Yunisa Yusup Universitas Islam Syekh-Yusuf Tangerang
Siti Maspupah Universitas Islam Syekh-Yusuf Tangerang
Arfiani Yulianti Fiyul Universitas Islam Syekh-Yusuf Tangerang

DOI:

https://doi.org/10.53697/emba.v6i1.4147

Keywords:

E-Recruitment, Rekrutmen Konvensional, , SDM, Rekrutmen Modern, Amity Barbershop

Abstract

Penelitian ini membahas model rekrutmen modern dengan fokus pada perbandingan e-recruitment dan rekrutmen konvensional. Perkembangan teknologi digital telah mengubah strategi perusahaan dalam memperoleh sumber daya manusia yang berkualitas. Penelitian ini menggunakan pendekatan deskriptif kualitatif dengan studi kasus pada Amity Barbershop di Kota Tangerang. Hasil penelitian menunjukkan bahwa e-recruitment memberikan efisiensi waktu, jangkauan kandidat yang lebih luas, serta kemudahan pengelolaan data pelamar. Namun, rekrutmen konvensional masih relevan terutama dalam menilai karakter dan komunikasi kandidat secara langsung. Oleh karena itu, pendekatan hybrid menjadi strategi paling efektif bagi usaha jasa seperti Amity Barbershop. Penelitian ini juga menunjukkan bahwa kombinasi media sosial, referensi internal, dan wawancara tatap muka mampu meningkatkan kualitas rekrutmen dan menekan turnover karyawan.

References

Andi Prasetyo, & Fajar Ramadhan. (2021). Pengaruh E-Recruitment terhadap efektivitas proses rekrutmen karyawan. Jurnal Manajemen SDM Indonesia, 5(2), 45–56.

David Stone, Dianne Deadrick, Kevin Lukaszewski, & Ralph Johnson. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216–231. https://doi.org/10.1016/j.hrmr.2015.01.002

Dewi Yuliana, & Taufik Hidayat. (2023). Implementasi media sosial dalam proses rekrutmen tenaga kerja di Indonesia. Jurnal Bisnis dan Manajemen, 9(1), 30–41.

Eleni Galanaki. (2002). The decision to recruit online: A descriptive study. Career Development International, 7(4), 243–251. https://doi.org/10.1108/13620430210431325

Emma Parry, & Stephen Tyson. (2008). An analysis of the use and success of online recruitment methods in the UK. Human Resource Management Journal, 18(3). https://doi.org/10.1111/j.1748-8583.2008.00070.x

Galanaki, E. (2022). E-Recruitment effectiveness and candidate attraction in SMEs. Journal of Small Business Management, 60(3), 845-861.

Gary Dessler. (2020). Human resource management (16th ed.). Pearson Education.

Gilitwala, B., & Chavda, K. (2021). E-Recruitment and its impact on cost efficiency and applicant reach in modern hiring systems. International Journal of Human Resource Studies, 11(4), 1–15.

Hashim, H. (2022). Social media screening in service industries: Implications for recruitment. International Journal of Social Media and Society, 5(1), 45–60.

John Breaugh. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103–118. https://doi.org/10.1016/j.hrmr.2008.07.003

Kashi, K., & Zheng, C. (2020). Technology-enabled recruitment and selection: Impacts on HR efficiency. International Journal of Human Resource Studies, 10(3), 120–138.

Langer, M., et al. (2021). Algorithmic bias in AI-driven recruitment systems. AI & Society, 36(4), 1081-1095. https://doi.org/10.1007/s00146-020-01179-w

Lina Kartika, & Ahmad Fauzi. (2022). Efektivitas penggunaan media sosial dalam proses rekrutmen tenaga kerja. Jurnal Ekonomi Modern, 4(1), 12–24.

Muhammad Arifin. (2021). Pengaruh digital recruitment terhadap kualitas sumber daya manusia perusahaan. Jurnal Manajemen dan Bisnis Indonesia, 7(2), 50–61.

Mulyani, S. (2021). Assessing soft skills in customer-oriented service jobs. Jurnal Psikologi Terapan Indonesia, 4(2), 130–142.

Novi Sari. (2022). Analisis perbandingan rekrutmen konvensional dan digital pada perusahaan jasa. Jurnal Ekonomi dan Manajemen, 8(1), 22–31.

Nugroho, T. (2022). Recruitment practices in service-based microbusinesses. Jurnal Manajemen Usaha Mikro, 4(1), 33-47.

Prasetyo, A., & Ramadhan, F. (2021). Pengaruh E-Recruitment terhadap efektivitas proses rekrutmen karyawan. Jurnal Manajemen SDM Indonesia, 5(2), 45–56.

Priyono, A., et al. (2020). Digital transformation in HR practices. Human Resource Development Review, 19(4), 321-335. https://doi.org/10.1177/1534484320947763

Rahmawati, S. (2021). Digital divide and recruitment challenges in small enterprises. Jurnal Administrasi Bisnis Indonesia, 10(2), 112-124.

Rizky Maulana, & Dian Permata. (2023). Penerapan sistem rekrutmen hybrid dalam meningkatkan kualitas tenaga kerja. Jurnal Administrasi dan Manajemen, 8(2), 71–82.

Sari, N. (2022). Analisis perbandingan rekrutmen konvensional dan digital pada perusahaan jasa. Jurnal Ekonomi dan Manajemen, 8(1), 22–31.

Sari, D. (2022). Traditional selection methods and interpersonal skill assessment. Jurnal Psikologi Industri dan Organisasi, 11(1), 55-66.

Singh, P., & Woods, A. (2021). Hybrid recruitment strategies and candidate performance. Journal of Management Research, 21(2), 87–102.

Siti Rahmawati. (2021). Strategi rekrutmen sumber daya manusia pada perusahaan jasa di era digital. Jurnal Manajemen Indonesia, 6(3), 33–44.

Stone, D., et al. (2023). Hybrid recruitment models and employee–organization fit. Human Resource Management Review, 33(2), 1-12. https://doi.org/10.1016/j.hrmr.2022.100889

Wibowo, R. (2020). Strategi manajemen sumber daya manusia dalam era digital. Jurnal Administrasi Bisnis Indonesia, 6(1), 15–27.

Yuliana, D., & Hidayat, T. (2023). Implementasi media sosial dalam proses rekrutmen tenaga kerja di Indonesia. Jurnal Bisnis dan Manajemen, 9(1), 30–41.

Yuliana & Hidayat (2023). Social media utilization in MSME recruitment. Jurnal Ekonomi Digital Indonesia, 5(2), 88-97.

Yusuf Hidayat. (2020). Transformasi digital dalam manajemen sumber daya manusia. Jurnal Bisnis dan Teknologi, 5(1), 20–29.