THE INFLUENCE OF RECRUITMENT AND SELECTION PROCESS ON TECHNICAL EMPLOYEE PERFORMANCE IN PT. TELKOM AKSES NORTH SURABAYA

This research aims to analyze the influence of the process of recruitment and selection simultaneously as well as partially against employee performance support. In this study using a type of associative methods and quantitative data primary data sources by using the instrument of the questionnaire. The population in this research is the employee technician PT. Telkom Akses Surabaya Utara as many as 56 respondents.Sampling technique used was saturated samples or often called as well with a sample of the total. Analytical techniques used in this research is the Partial Least Square (PLS) includes test convergen validity, discriminan validity, composite realibility, cronch alpha, Rsquare, simulan test (test F) and partial test (test T). The results of the analysis explains that the process of recruitment and selection effect simultaneously against the performance of the employee, this is indicated by the value of the count of 40.991 F is greater than F table 4.02 and significance value (S ig) 0.000 smaller than 0.05 and the process of recruitment of influential partially against the performance of the employee, this is shown by the value T calculate of 3.024 is greater than 1.96 table T and value its significance (P values) 0.003 smaller than 0.05. As well as a selection of influential partially against the performance of the employee, this is shown by the value T calculate of 2.856 is greater than 1.96 table T and value its significance (P values) 0.004 smaller than 0.05


Table 1. Number of Technician Employees PT. Telkom Access North Surabaya
Sumber : Data sekunder diolah Based on employee data in table 1 above, a problem was found where the number of technician employees was not proportional to the work targets provided by the company with the number of technician employees available. This can be seen from the lack of achievement of existing work targets with the results of performance that tends to decrease every day, where one team consisting of 2 technicians is only able to do 4 requests for new installations of Indihome services per day, but they are required to do 5 to 7 requests for pairs new Indihome services per day. This is due to the lack of technician employees which is not proportional to the number of requests/requests for Indihome services available.

THEORETICAL FRAMEWORK AND HYPOTHESES Recruitment Process
According to Sinambela (2016: 118), the recruitment process is the process of withdrawing individuals as needed at the right time, an adequate number, with specified qualifications, and encouraging them or making them interested in applying for work to the company.

Indicators of the Recruitment Process
Indicators of the variable Recruitment Process according to Mathis and Jakson (2015: 112)  3. Withdrawal Method a. The closed method is when a withdrawal is informed of only certain employees or people. As a result, relatively few applications have come so that the opportunity to get good prospective employees becomes difficult. b. The open method is when the withdrawal of work is widely informed by placing advertisements on mass, print, and electronic media so that it is widely distributed to the public.

Selection
According to Ansory and Indrasari (2018: 68) a process that finds the right workforce from the many candidates or candidates that exist. The initial stage that needs to be done after receiving the application file is to see a list of applicant's life history. Then from the curriculum vitae of applicants carried out sorting between applicants who are called with those who fail to meet the standards of a job. Then the next one calls the selected candidates to conduct a written test and job interview.

Employee Performance
According to Sutrisno (2016: 6) performance is the success of someone in carrying out the task, the work achieved by a person or group of people in an organization per their respective authorities and responsibilities or about how a person is expected to function and behave following the tasks that have been being burdened to and the quantity, quality and time used in carrying out the task.

Employee Performance in Achievement
According to Baruno and Sudiro (2016: 229) The results of individual work both in quality and quantity based on skills and awareness of their interests and responsibilities as a worker. It can also be said that the achievements of each individual in carrying out their duties are different because the abilities, interests, and responsibilities of each individual are not the same.

Employee Performance Indicator
Employee performance indicators according to Mangkunegara (2014: 18) as follows: 1. Quantity Is the amount obtained expressed in terms such as the number of units, the number of activity cycles completed. 2. Quality 3. The quality of work can be measured by the employee's perception of the quality of work performed and also the perfection of the task of the skills and abilities of employees.

Timeliness
Is the level of activity completed at the beginning of the specified time. Seen from coordination with the results coming out and also maximizing the time available for other activities.

Effectiveness
Is the maximum level of use of organizational resources of energy, money, technology, raw materials to increase the results in each unit in the use of resources.

RESEARCH METHODS Population and Sample
The population in this study were all technician employees namely 56 technician employees of PT. Telkom Akses North Surabaya. The sampling technique in this study is the saturated sample or often called total sampling. The saturated sample is a census, where all members of the population are sampled. So the sample in this study was all PT. Telkom Access North Surabaya with 56 technician employees.

Data Type and Data Source
This type of research data is quantitative with associative methods and forms of causal relationships. Causal relationships are causal relationships. So, the independent variable is that the recruitment and selection process affects the performance dependent variable. Primary data sources obtained directly from PT. Telkom Access is the result of a questionnaire from respondents directly. And secondary data obtained are data on the number of technician employees, literature sources, company history, and internet media.

Validity and Reliability Tests
A validity test is done by correlating the score of items with a total score of items. In this case, the correlation coefficient which has a significantly smaller value of 5% indicates that the items are accurate as indicators. Whereas the Reliability Test has the utility to find out whether the instrument has a good confidence index if tested repeatedly. A measurement instrument is said to be reliable if the measurement is consistent and accurate.

Analysis Method
This research uses Structural Equation Modeling (SEM) analysis tool with an alternative method, namely Partial Least Square (PLS). The reason for making this analysis technique is because the sample size is less than 100 people, that is only 56 people and it is more unnecessary with many strong assumptions or theories and explains how the influence of one variable with other variables through hypothesis testing and aims to prove whether or not one variable affects other variables studied. The model indicator of the latent variable used is an indicator of the reflexive model. The characteristics of reflexive indicators are the direction of the causal relationship from latent variables to indicators, between indicators expected to correlate with each other, omitting an indicator will not change the meaning and meaning of the measured variable. In connection with the indicators that form latent variables in this study are reflexive, to measure the validity test by looking at the value of convergent validity and discriminant validity, then the reliability test by looking at the value of composite reliability and Cronbach alpha.

Test Validity With Convergent Validity
Convergent validity can be seen from the correlation between item/indicator scores and construct scores. The indicator in the category is good if the outer loading value is above 0.70. But according to Ghozali and Latan (2015: 37) at the research stage of the development scale, the outer loading value of 0.60 to 0.50 is still acceptable. Based on the above table, the employee performance indicator Y1.5 must be removed from the model because it has an outer loading of less than 0.50 and is not significant. Next, redesign a new measurement model. Data is presented in the path diagram picture as follows.

Test Validity With Discriminant Validity
An indicator is declared valid if the cross-loading indicator value on the variable is the largest compared to other variables. Based on the results obtained from table 3 below, it can be stated that the indicators used in this study have good discriminant validity in preparing their respective variables.

Reliability Test with Composite Reliability and Cronch Alpha
The construct is reliable if the composite reliability value is above 0.70 and the alpha cronch value above 0.60, the indicator is said to be consistent in measuring its latent variables. Based on the results of the F test can be seen the above data obtained from the calculated F value 40,991, while the F table in this study where df1 = k -1, and df2 = n -k, where in this study the number of independent variables 2 and the number of research samples 56, so that df 1 = 2 -1 = 1 and df 2 = 56 -2 = 54, so, it can be seen ftabel in this study 4.02, so it can be concluded Fcount 40.991> FTabel 4.02 and the significant level in this study 0.000 <0.005. Based on the comparison of the value of Fcount> FTabel to determine whether Ha is rejected or accepted is as follows:

If Fcount> Ftable means Ha is accepted and Ho is rejected If Fcount <F table means Ha is rejected and Ho is accepted
This means that the recruitment and selection process simultaneously influences the performance of the technician employees.

Partial Test
To test the hypothesis is done by looking at the value of T-Statistics (T arithmetic) and Pvalues. The research hypothesis can be accepted if T-Statistics> (T table) alpha 5% (1.96) and Pvalues <0.05. Below is the hypothesis test results obtained through the inner model as follows: