https://greenpub.org/IJAM Vol. 1, No.

2, July 2022

e-ISSN:2829-6192, p-ISSN: 2829-6184

DOI: https://doi.org/10.38035/ijam.v1i2
Received: 2 July, Revised: 20 July, Publish: 8 August 2022
https://creativecommons.org/licenses/by/4.0/

The Effect of Employee Selection, Recruitment and Employee

Skills on Employee Performance

Ding Chong
Lecturer of Hubei University of Chinese Medicine, Wuhan, China, email: 295968170@qq.com

Corresponding Author: Ding Chong

Abstract: The Literature Review article on the Efect of Employee Selection, Recruitment,
and Employee Skill on Employee Performance is a scientific article that aims to build a
research hypothesis on the influence between variables that will be used in further research,
within the scope of Human Resources Management. The method of writing this Literature
Review article is the library research method, which is sourced from online media such as
Google Scholar, Mendeley and other academic online media. The results of this Literature
Review article are that: 1) Employee Selection has an effect on Employee Performance; 2)
Recruitment has an effect on Employee Performance; and 3) Employee Skills has an effect
on Employee Performance. Apart from these 3 exogenous variables that affect the
endogenous variable of Employee Performance, there are still many other factors including
Education, Experience and Motivation.

Keywords: Employee Selection, Recruitment, Employee Skills, Employee Performance

INTRODUCTION
The performance of an employee will have an impact on the company's performance
which will affect the company's image. Therefore, a recruiter must be selective in choosing
prospective employees who will work in their company. In addition, recruiters must be able
to assess the prospects of the prospective employee before joining the company. Employee
expertise is also directly proportional to the employee's own performance, related skills will
make it easier and faster for employees to do something.
Based on the background of the problem above, the researcher determines the
formulation of the problem as follows:
1. Does Employee Selection Affect Employee Performance ?
2. Does Recruitment affect Employee Performance ?
3. Does Employee Skills affect Employee Performance ?

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LITERATURE REVIEW
Employee Performance
Employee performance is an employee's performance in terms of quality or quantity that
has been achieved by the employee in carrying out his duties in accordance with the
responsibilities given (Mangkunegara, 2016). Employee performance is a condition that must be
known and confirmed to certain parties in order to determine the level of achievement of the
results of an agency associated with the vision it carries within a company (Rismawati &
Mattala, 2018). Employee performance is the result of the employee's own work which can be
seen from aspects of quality, quantity, working time and cooperation in achieving a goal that has
been determined by the company (Sutrisno, 2018). Employee performance indicators include: 1)
Quality of work; 2) Quantity; 3) Punctuality; 4) Effectiveness; and 5) Independence (Robbins,
2016).

Employee Selection
Employee selection is an activity in selecting and determining applicants who will be
accepted or rejected to become employees in a company (Hasibuan, 2011). Employee selection
is a process by which a company determines which people will be allowed or not to join an
organization or company (Raymond, 2010). Employee Selection is a process in selecting
employee candidates who have qualifications in accordance with the requirements of the work
carried out to reduce some of the number of applicants, so that the best prospective employees
are obtained (Bangun, 2012).

Recruitment
Recruitment is a series of activities in finding and attracting job applicants with the
motivation, abilities, skills and knowledge needed to save identified deficiencies in staffing
planning (Simamora, 2015). Recruitment is the process of producing a group of applicants who
are qualified for professional work (Hermaddin, 2017). Recruitment is a series of activities that
starts when a company needs workers and opens vacancies until it gets the desired candidate
(Rivai, 2017).

Employee Skills
Employee skills are the abilities that each individual has in carrying out various tasks in
certain jobs (Robbins, 2012). Employee Skill is something that is owned by an individual in
carrying out the tasks or work assigned to him (Wijono, 2012). Employee skills are conditions
that exist in workers who are truly efficient and effective in accordance with a predetermined
field of work (Blanchard & Hersey, 2013).

Table 1. Relevant Previous Research Results

No Author (year) Previous Research Results Similarity with Difference with this
this article article
1 (Mardalena et the Influence of Work Motivation, Discussing about In this study there is a
al., 2020) Work Discipline on Employee Employee research locus, namely
Performance (Case Study At Performance in Merangin Regency
Merangin Regency Settlement Area Settlement Area Office
Office Employees) Employees
2 (Tualai & The Effect of Work-Family Conflict Discussing about There are difference in
Aima, 2022) and Workload on Employee Employee variable Work Family
Performance Mediated by Work Performance Conflict, Workload,
Stress on Female Employees with and Work Stress
Families in the Fiscal Policy
3 (Eko Santoso the Effect of Organizational Culture, Discussing about In this study there is a

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& Moeins, Motivation and Training on Employee research locus, namely

2019) Employee Performance At the Performance in Regional
Regional Development Planning Development Planning
Board of West Java Province Board of West Java
Province
4 (Rahmawati, Pengaruh Manajement Talenta Discussing about In this study there is a
2019) Terhadap Kinerja Karyawan Melalui Employee research locus, namely
Retensi Karyawan pada PD. BPR Performance in PD BPR Bank
Bank Daerah Lamongan Daerah Lamongan
5 (Mely Cahyani Pengaruh Rekrutmen, Seleksi, Dan Discussing about There are difference
& Utama, Pengembangan Karir Terhadap Recruitment and variable in Career
2019) Prestasi Kerja Karyawan Selection Development, Work
Achievement
6 (H. Saputra et Pengaruh Perencanaan Sumber Discussing about In this study there is a
al., 2020) Daya Manusia, Rekrutmen dan Recruitment and research locus, namely
Penempatan Terhadap Kinerja Employee in Bank of Indonesia
Karyawan Kantor Perwakilan Bank Performance Bengkulu Province
Indonesia Provinsi Bengkulu
7 (Aima et al., Model of Employee Performance : Discuss about In this study there is a
2017) Competence Analysis and Employee research locus, namely
Motivation (Case Study at PT. Bank Performance in PT Bank Bukopin,
Bukopin, Tbk Center) Tbk Center
8 (Evitha & Effect of Recruitment , Selection Discussing about In this study there is a
Hernawan, and Work Environment on Recruitment, research locus, namely
2022) Employees ’ Work Performance of Selection and Work in PT Heksa Artha
PT Heksa Artha Sakti , Bangkalan Performance Sakti, Bangkalan
Branch Branch
9 (Lavena & Lo, The Effect of Leadership Behaviour Discussing about In this study there is a
2020) and Reward System on the Employee research locus, namely
Employee Performance Mediated by Performance in PT Danpac Pharma
Organizational Citizenship
Behaviour of PT Danpac Pharma
10 (Sudiantini & Pengaruh Gaya Kepemimpinan: Discussing about In this study there is a
Saputra, 2022) Kepuasan Kerja, Loyalitas Pegawai Employee research locus, namely
dan Komitmen di PT Lensa Potret Performance in PT Lensa Potret
Mandiri Mandiri

RESEARCH METHODS
The method of writing scientific articles is the qualitative method and literature review
(Library Research). Assessing theory and the relationship or influence between variables
from books and journals both offline in the library and online sourced from Mendeley,
Google Scholar and other online media. In qualitative research, literature review must be
used consistently with methodological assumptions. This means that it must be used
inductively so that it does not direct the questions posed by the researcher. One of the main
reasons for conducting qualitative research is that the research is exploratory, (Ali &
Limakrisna, 2013). In the next stage, it will be discussed in depth in the section entitled
"Related literature" or "library review" (Review literature), as the basis for formulating
hypotheses and in the final stage these two literatures become the basis for making
comparisons with the results and findings. -findings revealed in research (Ali, H., &
Limakrisna, 2013).

RESULT AND DISCUSSION

Based on relevant theoretical studies and previous research, the discussion in this
literature review article is as follows:

The Effect of Employee Selection on Employee Performance

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Jika seleksi karyawan dapat diimplementasikan dan dilakukan dengan baik sesuai
dengan indikatornya yaitu: 1) Pendidikan; 2) Referensi; 3) Pengalaman; 4) Kesehatan; 5) Tes
wawancara; 6) dan tes psikotest, maka akan berpengaruh terhadap kinerja karyawan. Dengan
seleksi karyawan yang baik, perusahaan akan memperoleh pekerja yang berkompeten dan
dapat meningkatkan kinerja perusahaan serta citra perusahaan.
Employee Selection has an effect on Employee Performance, this is in line with
research conducted by: (Mely Cahyani & Utama, 2019), (Sudiantini & Saputra, 2022),
(Zulhendra & Nofrialdi, 2022), (Werita & Nofrialdi, 2021), (Rahmayani & Nofrialdi, 2022)

The Effect of Recruitment on Employee Performance

Apabila rekrutmen dapat diterapkan dan diimplementasikan dengan baik, sesuai dengan
indikatornya yaitu: 1) Penentuan jumlah dan kualifikasi calon; 2) Pengisian data formulir
lamaran; 3) Pelaksanaan tes kecerdasan; 4) Pelaksanaan tes bakat; 5) Pelaksanaan tes
wawancara; 6) Pelaksanaan tes kesehatan; dan 7) Penilaian hasil diterima atau ditolak, maka
akan berpengaruh terhadap kinerja karyawan. Rekrutmen yang baik akan menghasilan
pegawai yang memiliki loyalitas tinggi terhadap perusahaan.
Recruitment has an effect on Employee Performance, this is in line with research
conducted by: (H. Saputra et al., 2020), (Andini, 2010), (Nofrialdi, 2021), (E. B. Saputra et
al., 2019), (Desmiwerita & Saputra, 2019), (Ilhamalimy & Mahaputra, 2021), (Mahaputra,
2022), (Havidz & Mahaputra, 2020).

The Effect of Employee Skills on Employee Performance

Jika employee skill dapat diterapkan dan diimplementasikan sesuai dengan
indikatornya yaitu: 1) Kemampuan menentukan tugas; 2) Kemampuan menentukan prosedur
terbaik; dan 3) Kemampuan menentukan ukuran tugas terbaik, maka akan berpengaruh
terhadap kinerja karyawan. Keahlian yang dimiliki karyawan akan mempengaruhi kinerja nya
dan kontribusinya terhadap perusahaan.
Employee Skills has an effect on Employee Performance, this is in line with research
conducted by: (Haitao, 2021), (Elmi & Ali, 2017), (Sanusi Silitonga, 2022), (Nofrialdi,
2022), (E. B. Saputra, 2022), (Kurniadi & Mahaputra, 2021), (Hazimi Bimaruci Hazrati
Havidz, 2020), (Munawar & Mahaputra, 2022).

Conceptual Framework
Based on the formulation of the problem, theoretical studies and previous research as
well as discussions between variables, the conceptual framework is set as follows:

Employee Selection

Recruitment Employee
Performance

Employee Skills
Figure 1. Conceptual Framework

Based on the conceptual framework picture above, then: Employee Selection,

Recruitment and Employee Skill affect Employee Performance. Apart from the variables of

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Employee Selection, Recruitment and Employee Skill affect Employee Performance. There
are other factors that affect Employee Performance, including:
1) Education: (Prihartono & Ali, 2020), (Elmi et al., 2020), (Assagaf & Ali, 2017).
2) Experience: (Mansur & Ali, 2017), (SiVARAM et al., 2019), (Elmi et al., 2020),
(Richardo et al., 2020), (Masruhin et al., 2021), (Zahran & Ali, 2020), (Fardinal et al.,
2022).
3) Motivation: (Darwisyah et al., 2021), (M & Ali, 2017), (Suharyono & Ali, 2015).
4) Work Environment: (Mulyani et al., 2020), (Harahap & Ali, 2020), (Ali & Ekawati,
2012).
5) Co-Workers: (Sivaram et al., 2020), (Agussalim et al., 2016), (Pusparani et al., 2021).

CONCLUSION AND RECOMMENDATION

Conclusion
Based on the problem formulation, theoretical study and discussion above, researchers
can conclude hypotheses for further research, namely:
1. Employee Selection affect Employee Performance.
2. Recruitment affect Employee Performance.
3. Employee Skills affect Employee Performance.

Recommendation
Based on the conclusions above, there are many other factors that influence Employee
Performance that can be used for further research, namely: Education, Experience,
Motivation, Work Environment, Co-Workers.

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