Recruitment Capabilities and Attractive Compensation in Supporting of the Employee Retention Paradigm

Dipa Teruna, Tedy Ardiansyah


Generally, employees who have high skills always accept offers from other companies or what we call "high caliber" or "potential" employees. These employees often go in and out of the company, which causes problems for every company. The purpose of this research is to determine the relationship between recruitment, compensation, and employee retention and to determine the most dominant indicators of the three variables mentioned above. The research uses a qualitative approach with a phenomenological approach. The sample is taken from 3 informants, where the average status is as a company leader. nvivo as a tool in analyzing the paradigm or employee retention model. There are four analyses carried out where, in the cluster analysis, it is found that there is a moderate relationship between recruitment, compensation, and employee retention. On the recruitment map for recruitment analysis, the most dominant indicators are competency-based recruitment and online recruitment. For compensation analysis, the most dominant indicators are salary and bonus. The last analysis map for employee retention shows the most dominant career path. It is these dominant indicators that are expected to help with the problem of employee retention in the company.


Recruitmen; Compensation; Employee Retention; Cluster Analysis;

Full Text:



Adu-Ameyaw, E. (2021). Executive bonus compensation and financial leverage: do growth and executive ownership matter? International Journal of Accounting and Information Management, 29(3), 392–409.

Alameddine, M. (2017). Stakeholders’ perspectives on strategies for the recruitment and retention of primary health care employees in Qatar: A qualitative approach. Inquiry (United States), 54.

Anggraeni, R., & Rasto, R. (2016). Job Satisfaction and Organizational Commitment as Determinants of Teacher Performance. 2016 Global Conference on Business, Management and Entrepreneurship, 525–529.

Bapes, Y. D. B. B. (2022). Building Trust: Joint Salary Compensation Practices in the Private Security Sector in Cameroon. Cahiers d’Etudes Africaines, 245(1), 183–205.

Batool, E., Usmani, S., & Rizvi, S. A. A. (2022). Succession Planning Practices and Employee Retention: Mediating Role of Career Attitudes. CITY UNIVERSITY RESEARCH ….

Ben-Gal, H. C. (2022). A flexible employee recruitment and compensation model: A bi-level optimization approach. Computers and Industrial Engineering, 165.

Blom, A. G. (2017). Does the Recruitment of Offline Households Increase the Sample Representativeness of Probability-Based Online Panels? Evidence From the German Internet Panel. Social Science Computer Review, 35(4), 498–520.

Burhanudin, T., & Mahribi, M. A. (2022). Hiring and Retaining Employee di perusahaan top. Marketing 07/XXII/Juli 2022, 38–43.

Cauvin, J. (1979). The Executive-Compensation Package: Salaries, Bonuses, Benefits, and “Perks.” Cornell Hotel and Restaurant Administration Quarterly, 20(2), 17–24.

Chen, X. (2022). Performance Evaluation of Online Recruitment Enterprises Based on Intuitionistic Fuzzy Set and TOPSIS. Mathematical Problems in Engineering, 2022.

Cho, M. J. (2019). The use of nonfinancial performance measures in CEO bonus compensation. Corporate Governance: An International Review, 27(4), 301–316.

Christensen, T. (2017). Costs and efficiency of online and offline recruitment methods: A web-based cohort study. Journal of Medical Internet Research, 19(3).

Creswell, J. W., & Poth, C. N. (2016). Qualitative inquiry and research design: Choosing among five approaches. Sage publications.

Daly, E. R. (2022). Use of Job Classifications, Career Ladders, and the Applied Epidemiology Competencies to Support Recruitment, Retention, and Practice of State Health Department Epidemiologists. Journal of Public Health Management and Practice, 28(2).

Dewi, D. P. (2019). Harjoyo. Manajemen Sumber Daya Manusia. Banten: UNPAM PRESS.

Ezhak, E. (2021). Are male to female employment ratio and salary compensations in agricultural sector co-integrated? In E3S Web of Conferences (Vol. 258).

Farizi, A., & Suparna, D. (2019). Rekrutmen Dan Praktek Seleksi Pegawai Di Rsud Dr Adjidarmo Kabupaten Lebak Analisis Hubungan Dengan Hasil Sumber Daya Manusia. Jurnal Studia Akuntansi Dan Bisnis, 7(1).

Feyter, T. De. (2017). Optimizing cost-effectiveness in a stochastic Markov manpower planning system under control by recruitment. Annals of Operations Research, 253(1), 117–131.

Friedel, S. (2022). The Early Bird Catches the Worm! Setting a Deadline for Online Panel Recruitment Incentives. Social Science Computer Review.

Gençten, V. Y. İ. Ğ. İ. T. (2022). The Continuity Between Pre-School Curriculum and First Grade Turkish Curriculum Based on Early Writing Skills. Hacettepe Egitim Dergisi, 37(3), 1262–1279.

Goldstein, H. (2017). The Psychology of Employee Recruitment, Selection and Retention. In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention (pp. 1–11).

Grandizio, L. C. (2022). The Effect of Salary Compensation for Time Spent Teaching in an Orthopaedic Residency Program: An Analysis of Teaching Performance Reviews. Journal of the American Academy of Orthopaedic Surgeons. Global Research & Reviews, 6(1).

Guerry, M. A. (2012). Optimal recruitment strategies in a multi-level manpower planning model. Journal of the Operational Research Society, 63(7), 931–940.

Hair, J. F., Wolfinbarger, M. F., Ortinau, D. J. & Bush, R. P. (2014). Multivariate Data Analysis. Prentice Hall.

Hart, A. (2021). Developing cultural awareness curricular competencies for humanitarian non-governmental organization staff. Prehospital and Disaster Medicine, 36(6), 669–675.

Hassan, Z. (2022). Employee retention through effective human resource management practices in Maldives: Mediation effects of compensation and rewards system. Journal of Entrepreneurship, Management and Innovation, 18(2), 137–173.

Healy, P. (1987). The effect of accounting procedure changes on CEOs’ cash salary and bonus compensation. Journal of Accounting and Economics, 9(1), 7–34.

Hlanganipai, N., & Mazanai, M. (2014). Career management practices: Impact of work design on employee retention. Mediterranean Journal of Social ….

Hoffmann, S. H. (2022). Potential of Online Recruitment Among 15-25-Year Olds: Feasibility Randomized Controlled Trial. JMIR Formative Research, 6(5).

Huang, J. C. (2022). Effects of person-organization fit objective feedback and subjective perception on organizational attractiveness in online recruitment. Personnel Review, 51(4), 1262–1276.

Kalyanamitra, P. (2020). Impact of training facilities, benefits and compensation, and performance appraisal on the employees’ retention: A mediating effect of employees’ job satisfaction. Systematic Reviews in Pharmacy, 11(3), 166–175.

Karimi, A. (2019). Competency-based recruitment and managerial succession. Human Systems Management, 37(4), 411–423.

Khan, H. G. A. (2021). Enhancing employee retention in supervisory support context: Role of person-organisations fit and career commitment. In Global Journal of Business, Economics and ….

Knighton, S. (2018). Factors affecting annual compensation and professional development support for infection preventionists: Implications for recruitment and retention. American Journal of Infection Control, 46(8), 865–869.

Li, X. (2022). Talent Skill Demand Analysis in the E-Commerce Industry Based on Online Recruitment Data. In ACM International Conference Proceeding Series (pp. 377–383).

Lovett, S. (2022). Stock options, restricted stock, salary, or bonus? Managing CEO compensation to maximize organizational performance. In Business Horizons (Vol. 65, Issue 2, pp. 115–123).

Loxton, D. (2015). Online and offline recruitment of young women for a longitudinal health survey: Findings from the australian longitudinal study on women’s health 1989-95 cohort. Journal of Medical Internet Research, 17(5).

Luzurier, Q. (2015). Strategy for recruitment and factors associated with motivation and satisfaction in a randomized trial with 210 healthy volunteers without financial compensation. BMC Medical Research Methodology, 15(1).

Mathis, R. L., & Jackson, J. H. (2006). Human resource management: Manajemen sumber daya manusia. Terjemahan Dian Angelia. Jakarta: Salemba Empat.

Mrad, M. (2022). WhatsApp communication service: a controversial tool for luxury brands. Qualitative Market Research, 25(3), 337–360.

Mwaro, P. N. (2021). Neural network model for talent recruitment and management for employee development and retention. In IEEE AFRICON Conference (Vol. 2021).

Oladapo, V. (2014). The impact of talent management on retention. Journal of Business Studies Quarterly, 5(3), 19.

Permatasari, N., & Zona, M. A. (2021). The Effect of financial compensation and career development on employee retention with non-physical work environments as moderating variables. Human Resource Management ….

Putra, I. B. G. S., & Rahyuda, A. G. (2016). Pengaruh Kompensasi, Lingkungan Kerja Dan Perceived Organizational Support (POS) Terhadap Retensi Karyawan. Udayana University.

Reddivari, S. (2016). Towards a global virtual community of female engineering students and professionals: I. Impacts of grassroots international partnerships of student organizations on U.S. Engineering undergraduate cultural competency. In ASEE Annual Conference and Exposition, Conference Proceedings (Vol. 2016).

Rojamary, T. (2014). Cost analysis on a bivariate policy of recruitment in manpower planning when threshold has four components. Applied Mathematical Sciences, 77, 3921–3930.

Rzheuskyi, A. (2019). The Architecture of Distant Competencies Analyzing System for IT Recruitment. In International Scientific and Technical Conference on Computer Sciences and Information Technologies (Vol. 3, pp. 254–261).

Rzheuskyi, A. (2020). The intellectual system development of distant competencies analyzing for IT recruitment. In Advances in Intelligent Systems and Computing (Vol. 1080, pp. 696–720).

Sari, N. (2012). Manajemen Marketing (Pemasaran) Produk Jasa Keuangan Perbankan dalam Perspektif Islam. Media Syari’ah: Wahana Kajian Hukum Islam Dan Pranata Sosial, 14(2), 199–212.

Sawrikar, P. (2020). Service organisations’ cultural competency when working with ethnic minority victims/survivors of child sexual abuse: Results from a program evaluation study in Australia. Social Sciences, 9(9), 1–25.

Simamora, H. (2004). Manajemen sumber daya manusia.

Sipa, H., Dwimawanti, I. H., Herawati, A. R., & Afrizal, T. (2021). Efektivitas Proses Rekrutmen Pegawai Negeri Sipil di Sekretariat Pendidikan Wilayah Administratif Khusus Oekusi Ambeno–Timor Leste. Journal of Education, Humaniora and Social Sciences (JEHSS), 4(2), 1081–1089.

Spychała, M. (2019). Competency models as modern tools in the recruitment process of employees. In Proceedings of the European Conference on Intellectual Capital (Vol. 2019, pp. 282–291).

Srimarut, T. (2020). The relationship between cross-cultural competency and employee performance in the organization: A case of Thailand’s pharmaceutical industry. Systematic Reviews in Pharmacy, 11(2), 595–602.

Suhartanto, D., & Suhaeni, T. (2014). Model Loyalitas Pelanggan dan Loyalitas Karyawan: Telaah Konsepsual dan Metodologikal. Prosiding Industrial Research Workshop and National Seminar, 5, 254–260.

Suparyadi, H. (2015). Manajemen Sumber Daya Manusia.

Susanto, R. (2018). Personal Selling Sebagai” Ujung Tombak” Penjualan Produk Asuransi. Jurnal Pengembangan Wiraswasta, 20(1), 23–34.

Sutanto, E. (2016). The impact of recruitment, employee retention and labor relations to employee performance on batik industry in Solo city, Indonesia. International Journal of Business and Society, 17(2), 375–390.

Tahir, M. (2019). Getting compensation right - The choice of performance measures in CEO bonus contracts and earnings management. British Accounting Review, 51(2), 148–169.

Theurer, C. P. (2018). Essays on brand equity and work design-based strategies to employee attraction, retention and innovation management.

Wakabayashi, T. (2022). Fixed salary or incentive contract? The effect of stickiness of compensation contracts. Asia-Pacific Journal of Accounting and Economics, 29(1), 179–190.

Welfare, K. (2021). Perceptions of Construction Work: Views to Consider to Improve Employee Recruitment and Retention. In Journal of Construction Engineering and Management (Vol. 147, Issue 7).

Wijaya, T. (2015). Pengaruh motivasi dan kompensasi terhadap kinerja karyawan pada PT Sinar Jaya Abadi Bersama. Agora, 3(2), 37–45.

Yang, X. (2022). Does bonus motivate streamers to perform better? An analysis of compensation mechanisms for live streaming platforms. Transportation Research Part E: Logistics and Transportation Review, 164.

Ying, W. Q., Singh, J. S. K., & Arumugam, T. (2022). Employee retention by career development, engagement and work life balance during the Covid-19 crisis. In International Journal of Early ….

Zainal, V. R., Ramly, H. M., Mutis, T., & Arafah, W. (2019). Manajemen sumber daya manusia untuk perusahaan dari teori ke praktik.

Zhafira, T. R. Z. (2022). Analysis the Success of Government Twitter Use in Increasing Vaccine Participation (Case Study of Surabaya City Government, Indonesia). In Communications in Computer and Information Science (Vol. 1582, pp. 401–410).



  • There are currently no refbacks.

Copyright (c) 2022 Majalah Ilmiah Bijak

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

View My Stats



ISSN 1411-0830 (Media Cetak) 2621-749X (Media Online)
Email :  [email protected] / [email protected]