Implementation of Recruitment Officer Job Analysis in the Employee Selection Process at PT X South Kalimantan

Abstract

Job analysis for the Recruitment Officer position serves as a strategic foundation that determines the quality of the employee selection process within an organization. This study aims to explore the experience of a Recruitment Officer in implementing job analysis and its implications for selection effectiveness at a palm oil plantation company. A qualitative approach with a phenomenological design was employed through semi-structured interviews with one purposively selected informant. The findings reveal that job analysis is carried out through daily to monthly activity recording to detect overload or underload conditions, producing job description and job specification documents as selection references. The recruitment process is managed end-to-end with an inclusivity principle that eliminates restrictions on age, gender, and physical appearance. Although selection instruments have been structured systematically, final decisions in practice remain influenced by user subjectivity regarding candidate character fit with the department. This study confirms that the maturity of job analysis for the recruiter position contributes significantly to selection objectivity, yet its effectiveness requires periodic updates of competency standards.