Studi Literatur: Rekrutmen dan Seleksi di Instansi

Abstrak

Proses rekrutmen dan seleksi memiliki peran strategis dalam manajemen sumber daya manusia karena menentukan kualitas individu yang akan berkontribusi terhadap pencapaian tujuan organisasi. Rekrutmen bertujuan untuk menarik kandidat potensial sebanyak mungkin, sementara seleksi bertujuan menyaring individu yang paling sesuai dengan kebutuhan dan budaya organisasi. Pendekatan yang digunakan adalah kualitatif deskriptif dengan metode studi pustaka, yang mencakup instansi dari sektor publik, swasta, dan nirlaba Hasil studi menunjukkan bahwa perkembangan teknologi seperti kecerdasan buatan, sistem semantik, dan media sosial telah memperkaya pendekatan dalam proses rekrutmen dan seleksi. Selain itu, penerapan sistem merit dan prinsip transparansi menjadi isu sentral, khususnya dalam konteks instansi pemerintah. Namun, implementasinya masih menghadapi tantangan struktural dan kultural, seperti intervensi politik dan resistensi internal. Temuan ini menegaskan pentingnya pengembangan kebijakan yang adaptif terhadap perubahan teknologi dan kebutuhan organisasi, serta perlunya penguatan aspek objektivitas dan akuntabilitas dalam seluruh proses rekrutmen dan seleksi.

Abstract

The recruitment and selection process plays a strategic role in human resource management because it determines the quality of individuals who will contribute to the achievement of organizational goals. Recruitment aims to attract as many potential candidates as possible, while selection aims to screen individuals who are most suited to the needs and culture of the organization. The approach used is descriptive qualitative with a literature study method, covering institutions from the public, private, and non-profit sectors. The results of the study show that technological developments such as artificial intelligence, semantic systems, and social media have enriched the approach to the recruitment and selection process. In addition, the application of merit systems and the principle of transparency are central issues, particularly in the context of government agencies. However, their implementation still faces structural and cultural challenges, such as political intervention and internal resistance. These findings emphasize the importance of developing policies that are adaptive to technological changes and organizational needs, as well as the need to strengthen objectivity and accountability in the entire recruitment and selection process.