RECRUITMENT SELECTION HUMAN RESOURCE MANAGEMENT Eva Saufana, Hidayat, Prof. Badrudin
UIN SUNAN GUNUNG DJATI BANDUNG
Abstract
The labor market is rapidly evolving in the digital and global era, requiring organizations to adopt adaptive and sustainable human resource management (HRM) strategies, particularly in recruitment and selection. This study analyzes the concepts, strategies, and implementation of effective recruitment and selection practices that support organizational success. Using a library research method, it draws on theories from HRM experts such as Armstrong, Dessler, and Mathis & Jackson, and empirical evidence from PT Telekomunikasi Indonesia (Telkom Indonesia). Findings show that recruitment and selection effectiveness is influenced by the integration of digital technology, organizational culture, and ethical values. Digital systems, including the Applicant Tracking System (ATS) and competency-based assessments, have improved recruitment efficiency by 35% and enhanced alignment between employee competencies and organizational culture. Furthermore, incorporating ESG (Environmental, Social, and Governance) principles and SDG 8 on Decent Work and Economic Growth promotes fairness, transparency, and sustainability. The study reinforces Strategic Human Resource Management (SHRM), positioning human capital as a strategic asset. It recommends ethical digitalization, stronger employer branding, and balance between technology efficiency and human values, showing that effective recruitment and selection strengthen both performance and sustainable growth.
Keywords: : Recruitment, Selection, Human Resource Management, HR Digitalization, ESG, SDGs, SHRM, Telkom Indonesia.
