The Application Of Recruitment And Selection In Improving Employee Performance At The Ninja Xpress Klari Branch

This study aims to analyze the implementation of the recruitment and selection process to improve employee performance at Ninja Xpress Klari Branch. The research background is based on low employee performance, indicated by high customer complaints, delivery errors, and a high turnover rate (80–90%). This study used a descriptive qualitative approach involving eight informants: one branch manager, one field manager, and six couriers. Data collection techniques were conducted through in-depth interviews, observation, and documentation. Data analysis employed the Miles and Huberman interactive model, which encompasses data reduction, data presentation, conclusion drawing, and data verification through triangulation of sources and methods to ensure the validity of the research findings. The results indicate that the recruitment process is dominated by the employee referral method, which can improve the speed of workforce fulfillment, work adaptation, and job fit (person-job fit). The selection process is conducted practically through interviews and field performance-based work trials, with an emphasis on actual performance. However, the selection system is not fully structured and does not optimally assess soft skills. Furthermore, the high turnover is due to the demanding and temporary nature of the work. Overall, referral-based recruitment supported by performance-based selection has made a positive contribution to improving work quality and customer service, although it has not been effective in reducing turnover rates.

Keywords: Recruitment; Selection; Employee Performance; Employee Referral; Logistics