Praktik Rekrutmen dan Seleksi serta Kinerja Karyawan pada Perusahaan Dealer Otomotif di Makassar
DOI:
https://doi.org/10.37950/joc.v5i1.686Abstract
Praktik rekrutmen dan seleksi merupakan bagian penting dari pengelolaan kompetensi tenaga kerja pada perusahaan diler otomotif. Penelitian ini menguji hubungan kualitas rekrutmen dan seleksi dengan kinerja 33 karyawan PT Wahana Megahputra di Makassar. Penelitian menggunakan desain kuantitatif potong lintang dan sensus seluruh karyawan dengan regresi linear berganda. Skor kinerja dibentuk dari rata-rata penilaian diri sendiri, rekan kerja, dan atasan. Hasil menunjukkan koefisien positif untuk rekrutmen (B = 0,486; p < 0,001) dan seleksi (B = 0,205; p = 0,001). Model keseluruhan signifikan (F(2,30) = 49,173; p < 0,001), dengan R² sebesar 0,766 dan adjusted R² sebesar 0,751. Dengan demikian, 76,6% variasi skor kinerja dalam sampel dijelaskan oleh kedua prediktor; sisa 23,4% tidak dijelaskan model. Hasil ini merupakan asosiasi statistik dan tidak membuktikan hubungan sebab-akibat. Kontribusi penelitian terletak pada bukti kontekstual dari diler otomotif dan evaluasi penggunaan penilaian kinerja multi-penilai. Rekomendasi diarahkan pada rekrutmen transparan, penilaian calon karyawan yang relevan dengan pekerjaan, dan evaluasi mutu instrumen kinerja.
Kata kunci: rekrutmen, seleksi, kinerja karyawan, sumber daya manusia.
References
Bapar, S., Bapar, K., Phulpoto, N. H., & Shah, S. M. A. (2024). 360-Degree Performance Appraisal: A Key Driver of Employee Motivation and Engagement. Journal of Business Administration and Management Sciences, 6(2). https://doi.org/10.58921/jobams.6.2.157
Baumgartner, S., Bartels, L., & Levashina, J. (2024). Improving structured interview acceptance through training. International Journal of Selection and Assessment, 32(4), 512–520. https://doi.org/10.1111/ijsa.12473
Becker, G. S. (1993). Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education (3rd ed.). University of Chicago Press. https://doi.org/10.7208/chicago/9780226041223
Boihaki, & Musliadi, D. (2021). Pengaruh Seleksi dan Rekrutmen Karyawan terhadap Kinerja Karyawan pada PT Bank Rakyat Indonesia (Persero) Tbk Cabang Sigli Kabupaten Pidie. Jurnal Ekobismen, 1(1).
Costa, A. C., Ahmed, S., & Anderson, N. R. (2026). Applicant reactions to digital selection procedures. European Management Review, 23(1), 132–149. https://doi.org/10.1111/emre.70012
Dinanty, A. H. T., & Firdaus, V. (2024). Recruitment and Selection Impact on Employee Performance: A Quantitative Analysis. Academia Open, 9(1). https://doi.org/10.21070/acopen.9.2024.5151
Hilliard, A., Guenole, N., & Leutner, F. (2022). Robots are judging me: Perceived fairness of algorithmic recruitment tools. Frontiers in Psychology, 13, 940456. https://doi.org/10.3389/fpsyg.2022.940456
Iddekinge, C. H. Van, Lievens, F., & Sackett, P. R. (2023). Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience. Personnel Psychology, 76(2), 651–686. https://doi.org/10.1111/peps.12578
III, L. A., Song, Q. C., Hickman, L., & Shin, H. J. (2025). Sourcing algorithms: Rethinking fairness in hiring in the era of algorithmic recruitment. International Journal of Selection and Assessment, 33(1), e12499. https://doi.org/10.1111/ijsa.12499
Ikhsan, M., Jumono, S., Munandar, A., & Abdurrahman, A. (2022). The Effect Of Non Performing Loan (NPL), Independent Commissioner (KMI), And Capital Adequacy Ratio (CAR) On Firm Value (PBV) Mediated By Return On Asset (ROA). Quantitative Economics And Management Studies, 3(5), 810–824. https://doi.org/10.35877/454RI.Qems1063
Kharisma, I. M., & Wening, N. (2023). Peran Rekrutmen Dan Seleksi Terhadap Kinerja Karyawan Perusahaan: Sebuah Tinjauan Literatur Sistematik. Jurnal E-Bis, 7(1), 61–80. https://doi.org/10.37339/e-bis.v7i1.1111
Koch-Bayram, I. F., & Kaibel, C. (2024). Algorithms in personnel selection, applicants’ attributions about organizations’ intents and organizational attractiveness: An experimental study. Human Resource Management Journal, 34(3), 733–752. https://doi.org/10.1111/1748-8583.12528
Mangkunegara, A. P. (2021). Manajemen Sumber Daya Manusia Perusahaan (14th printing). PT Remaja Rosdakarya.
Meidiaputri, R. D., Sopiah, & Syihabudhin. (2025). Recruitment, Selection and Training on Employee Performance: A Systematic Literature Review. Journal of Management: Small and Medium Enterprises, 18(1), 507–516. https://doi.org/10.35508/jom.v18i1.15703
Ochmann, J., Michels, L., Tiefenbeck, V., Maier, C., & Laumer, S. (2024). Perceived algorithmic fairness: An empirical study of transparency and anthropomorphism in algorithmic recruiting. Information Systems Journal, 34(2), 384–414. https://doi.org/10.1111/isj.12482
Ohlms, M. L., Melchers, K. G., & Kanning, U. P. (2024). Can we playfully measure cognitive ability? Construct-related validity and applicant reactions. International Journal of Selection and Assessment, 32(1), 91–107. https://doi.org/10.1111/ijsa.12450
Panaha, N. L., Areros, W. A., & Rogahang, J. J. (2022). Pengaruh Rekrutmen dan Seleksi terhadap Kinerja Karyawan PT Angkasa Pura 1 (Persero) Bandar Udara Internasional Sam Ratulangi Manado. Productivity, 3(4), 297–303.
Rivai, V., & Sagala, E. J. (2020). Manajemen Sumber Daya Manusia untuk Perusahaan: Dari Teori ke Praktik (4th ed.). Rajawali Pers.
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040–2068. https://doi.org/10.1037/apl0000994
Saputra, M. O., Musdalifah, & Fajery, M. R. Al. (2024). Perancangan Model Penilaian Kinerja Metode 360 pada Kantor Perumda Parkir Makassar Raya. ADMIT: Jurnal Administrasi Terapan, 2(2), 236–248. https://doi.org/10.33509/admit.v2i2.2929
Sedarmayanti. (2017). Perencanaan dan Pengembangan Sumber Daya Manusia: Untuk Meningkatkan Kompetensi, Kinerja, dan Produktivitas Kerja. PT Refika Aditama.
Sinambela, L. P. (2018). Manajemen Sumber Daya Manusia: Membangun Tim Kerja yang Solid untuk Meningkatkan Kinerja. Bumi Aksara.
Sutrisno, E. (2019). Manajemen Sumber Daya Manusia. Kencana.
Tilston, O., Krings, F., Roulin, N., Bourdage, J. S., & Fetzer, M. (2024). Reactions to asynchronous video interviews: The role of design decisions and applicant age and gender. Human Resource Management, 63(2), 313–332. https://doi.org/10.1002/hrm.22202
Watrin, L., Weihrauch, L., & Wilhelm, O. (2023). The criterion-related validity of conscientiousness in personnel selection: A meta-analytic reality check. International Journal of Selection and Assessment, 31(2), 286–301. https://doi.org/10.1111/ijsa.12413
William, L. M. A. (2024). Pengaruh Rekrutmen dan Seleksi terhadap Kinerja Karyawan pada PT Pelabuhan Indonesia IV (Persero). Universitas Negeri Makassar.
Wingate, T. G., Bourdage, J. S., & Steel, P. (2025). Evaluating interview criterion-related validity for distinct constructs: A meta-analysis. International Journal of Selection and Assessment, 33(1), e12494. https://doi.org/10.1111/ijsa.12494
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Author and Journal of Citizenship
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with Journal of Citizenship (JOC) agree to the following Open Access terms:
- Authors transfer the copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution- 4.0 International License. that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
Journal of Citizenship (JOC) is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
