[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-id-113":3,"doc-seo-236728-113":41,"doc-detail-236728-id":108},{"code":4,"msg":5,"data":6},0,"success",[7,13,17,21,25,29,33,37],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":4,"slug":12},178,1,"Template","Faktur","faktur",{"id":14,"doc_module":9,"doc_module_name":10,"category_name":15,"show_sort_weight":4,"slug":16},192,"Formulir","formulir-192",{"id":18,"doc_module":9,"doc_module_name":10,"category_name":19,"show_sort_weight":4,"slug":20},180,"Media Sosial","media-sosial",{"id":22,"doc_module":9,"doc_module_name":10,"category_name":23,"show_sort_weight":4,"slug":24},179,"Poster","poster",{"id":26,"doc_module":9,"doc_module_name":10,"category_name":27,"show_sort_weight":4,"slug":28},176,"Presentasi","presentasi",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":4,"slug":32},177,"Resume","resume",{"id":34,"doc_module":9,"doc_module_name":10,"category_name":35,"show_sort_weight":4,"slug":36},182,"Surat","surat-a95d00d3aaf04f3b854ecf140f00d385",{"id":38,"doc_module":9,"doc_module_name":10,"category_name":39,"show_sort_weight":4,"slug":40},183,"Umum","umum-07d1ff437201438088836b2b1ed3c90f",{"code":4,"msg":42,"data":43},"ok",{"site_id":44,"language":45,"slug":46,"title":47,"keywords":48,"description":49,"schema_data":50,"social_meta":101,"head_meta":103,"extra_data":105,"updated_unix":107},113,"id","employee-selection-process-interview-methods-and-techniques","PROSES SELEKSI KARYAWAN - METODE DAN TEKNIK WAWANCARA","","Penelitian ini bertujuan menganalisis proses seleksi karyawan serta metode dan teknik wawancara yang diterapkan untuk memperoleh sumber daya manusia sesuai kebutuhan perusahaan. Metode penelitian menggunakan pendekatan kualitatif dengan wawancara terhadap Manajemen HRD pada perusahaan pabrik di Serang, Banten. Hasil menunjukkan seleksi melalui tahapan screening CV, psikotes, wawancara user, HR Manager, General Manager, dan Direksi. Wawancara dibedakan operator dan staf, berbasis kompetensi seperti STAR dan BEI, sehingga mendukung perolehan kandidat sesuai kebutuhan jabatan dan berpotensi menjadi talent atau pemimpin masa depan.",{"@graph":51,"@context":100},[52,68,83],{"@type":53,"itemListElement":54},"BreadcrumbList",[55,59,62,65],{"item":56,"name":57,"@type":58,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":60,"name":10,"@type":58,"position":61},"https://docshare.wps.com/id/template/",2,{"item":63,"name":27,"@type":58,"position":64},"https://docshare.wps.com/id/template/presentasi/",3,{"item":66,"name":47,"@type":58,"position":67},"https://docshare.wps.com/id/template/employee-selection-process-interview-methods-and-techniques/236728/",4,{"url":66,"name":47,"@type":69,"author":70,"headline":47,"publisher":73,"fileFormat":76,"inLanguage":45,"description":49,"dateModified":77,"datePublished":77,"encodingFormat":76,"isAccessibleForFree":78,"interactionStatistic":79},"DigitalDocument",{"name":71,"@type":72},"Sophia Brooks","Person",{"url":56,"name":74,"@type":75},"DocShare","Organization","application/pdf","2026-09-11",true,{"@type":80,"interactionType":81,"userInteractionCount":4},"InteractionCounter",{"@type":82},"ViewAction",{"@type":84,"mainEntity":85},"FAQPage",[86,92,96],{"name":87,"@type":88,"acceptedAnswer":89},"Tahapan apa saja yang digunakan dalam proses seleksi karyawan pada penelitian ini?","Question",{"text":90,"@type":91},"Proses seleksi dilakukan melalui screening CV, psikotes, wawancara user, wawancara HR Manager, wawancara General Manager, dan wawancara Direksi.","Answer",{"name":93,"@type":88,"acceptedAnswer":94},"Bagaimana perbedaan fokus wawancara antara level operator dan level staf?",{"text":95,"@type":91},"Pada level operator, wawancara menekankan sikap kerja, motivasi, dan kemampuan interpersonal. Pada level staf, digunakan pendekatan terstruktur berbasis kompetensi untuk menggali kemampuan analitis, konseptual, dan kepemimpinan.",{"name":97,"@type":88,"acceptedAnswer":98},"Metode apa saja yang digunakan pada wawancara berbasis kompetensi untuk level staf?",{"text":99,"@type":91},"Penelitian menyebut penggunaan metode STAR (Situation, Task, Action, Result) dan Behavioral Event Interview (BEI) untuk menggali kompetensi kandidat.","https://schema.org",{"og:url":66,"og:type":102,"og:title":47,"og:site_name":74,"og:description":49},"article",{"robots":104,"canonical":66},"index,follow",{"doc_id":106,"site_id":44},236728,1789107197,{"code":4,"msg":5,"data":109},{"doc_id":106,"user_id":110,"nickname":71,"user_avatar":111,"doc_module":9,"category_id":26,"category_name":27,"doc_title":47,"doc_description":49,"doc_content":112,"file_id":113,"file_url":114,"file_type":115,"file_size":116,"view_count":4,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":117,"language":118,"language_code":45,"site_id":44,"html_lang":45,"table_of_contents":119,"faqs":120,"seo_title":121,"seo_description":49,"update_tm":107,"read_time":64},962084925636,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","Journal of Management and Bussines (JOMB) Volume 8, Nomor 1, Januari – Februari 2026 p-ISSN: 2656-8918  \ne-ISSN: 2684-8317  \nDOI : [https://doi.org/10.31539/85tdqx66](https://doi.org/10.31539/85tdqx66)  \nPROSES SELEKSI KARYAWAN, METODE DAN TEKNIK WAWANCARA  \nWahyu Wiguna1*, Fikri Hawari2, Indri Priyono3, Lily Chairunnisa4 , Lufi Wulandari5 ,  \nAmelia Farida6  \nUniversitas Bina Bangsa 1,2,3,4,5,6  \n[lilychairunnisa03@gmail.com](lilychairunnisa03@gmail.com1)[1](lilychairunnisa03@gmail.com1)  \nABSTRAK  \nPenelitian ini bertujuan untuk menganalisis proses seleksi karyawan serta metode dan teknik wawancara yang diterapkan dalam upaya memperoleh sumber daya manusia yang sesuai dengankebutuhan perusahaan. Metode penelitian yang digunakan adalah metode kualitatif dengan teknik wawancara kepada Manajemen HRD pada salah satu perusahaan pabrik yang berlokasi di SerangBanten. Hasil penelitian menunjukkan bahwa proses seleksi dilakukan melalui beberapa tahapan, yaitu screening CV, psikotes, wawancara user, wawancara Manager HR, wawancara General Manager, dan wawancara Direksi. Proses wawancara dibedakan berdasarkan kategori jabatan, yakni operator danstaf. Pada level operator, wawancara lebih menekankan pada sikap kerja, motivasi, dan kemampuan interpersonal, sedangkan pada level staf menggunakan pendekatan terstruktur berbasis kompetensiseperti metode STAR (Situation, Task, Action, Result) dan Behavioral Event Interview (BEI) untuk menggali kemampuan analitis, konseptual, serta kepemimpinan kandidat. Simpulan penelitian ini menunjukkan bahwa proses seleksi dan wawancara yang sistematis, terstruktur, dan berbasis kompetensi dapat membantu perusahaan dalam memperoleh kandidat yang sesuai dengan kebutuhanjabatan serta berpotensi menjadi talent atau pemimpin masa depan.  \nKata Kunci: Seleksi Karyawan, Wawancara Kerja, Manajemen Sumber Daya Manusia  \nABSTRACT  \nThis study aims to analyze the employee selection process and the interview methods and techniques used to recruit human resources suited to the company's needs. The research method used was a qualitative approach, using interviews with HR Management at a manufacturing company located in Serang, Banten. The results indicate that the selection process involves several stages: CV screening, psychological testing, user interviews, HR Manager interviews, General Manager interviews, and Director interviews. The interview process is differentiated based on job categories: operator and staff. At the operator level, interviews emphasize work attitude, motivation, and interpersonal skills, while at the staff level, a structured, competency-based approach, such as the STAR (Situation, Task, Action, Result) method and the Behavioral Event Interview (BEI), is used to explore candidates'analytical, conceptual, and leadership abilities. The study concludes that a systematic, structured, and competency-based selection and interview process can help companies recruit candidates who meet job requirements and have the potential to become future talent or leaders.  \nKeywords: Employee Selection, Job Interview, Human Resource Management  \nPENDAHULUAN  \nHakikatnya setiap perusahaan untuk dapat menjalankan sebuah proses bisnis diperlukan beberapa tahapan sumber daya. Tahapan tersebut utamanya terdiri atas enam yang diantaranya adalah manusia (man), uang (money), fisik (material), teknologi (machine), metode (method), teknik dan pasar (market) . Dalam mencapai suatu tujuan organisasi, manusia menjadi komponen paling penting dibanding sumber daya lainnya karena memilikidampak efektivitas yang demikian lebih besar. Sebagai sebuah komponen terpenting makademikian perlu untuk dikelola dengan baik melalui proses manajemen sumber daya manusia (MSDM) (Rahmawati dkk. 2023) . Manajemen sumber daya manusia tidak hanya sekedar  \n2026. Journal of Management and Bussines (JOMB) 8 (1) 34-41  \nmengelola SDM saja tetapi sudah berperan sebagai mitra bisnis (HRBP- Human Resouces Business Partner), dimana salah satu fungsinya ad","cbCaiaGZBTGooEKJ","https://ap.wps.com/l/cbCaiaGZBTGooEKJ","pdf",173765,8,"Indonesian","# Pendahuluan\n## Rekrutmen dan seleksi dalam MSDM\n## Pentingnya seleksi bagi perusahaan\n# Proses seleksi karyawan\n## Tahapan seleksi\n## Perbedaan wawancara operator dan staf","[{\"question\":\"Tahapan apa saja yang digunakan dalam proses seleksi karyawan pada penelitian ini?\",\"answer\":\"Proses seleksi dilakukan melalui screening CV, psikotes, wawancara user, wawancara HR Manager, wawancara General Manager, dan wawancara Direksi.\"},{\"question\":\"Bagaimana perbedaan fokus wawancara antara level operator dan level staf?\",\"answer\":\"Pada level operator, wawancara menekankan sikap kerja, motivasi, dan kemampuan interpersonal. Pada level staf, digunakan pendekatan terstruktur berbasis kompetensi untuk menggali kemampuan analitis, konseptual, dan kepemimpinan.\"},{\"question\":\"Metode apa saja yang digunakan pada wawancara berbasis kompetensi untuk level staf?\",\"answer\":\"Penelitian menyebut penggunaan metode STAR (Situation, Task, Action, Result) dan Behavioral Event Interview (BEI) untuk menggali kompetensi kandidat.\"}]","PROSES SELEKSI KARYAWAN - METODE DAN TEKNIK WAWANCARA | PDF"]