41 3 Chapter 3 business solution 3.1 Business solution Based on the analysis of research results about the current recruitment process at PT. IMOS Indonesia, where the recruitment method used is still very simple, that is, it only relies on existing social networks. Where they only entrust recommendations from acquaintances to hire outsourced surveyors, sometimes the surveyors do not meet the surveyor standards at PT. IMOS Indonesia. And a very limited time is given by the client to confirm a job in one area. Researchers consider this to be one of the barriers to efforts to fulfill human resource needs, especially in the field of surveyors. Then researcher provides a solution to focus on the surveyor recruitment process, both in terms of recruitment strategy, applicable contracts for surveyors, evaluation process, to training and workshops for surveyors or outsourced surveyors. Then the implications of the solution are expected to have a significant effect on job satisfaction by clients, increase company motivation, and overall company performance. 3.1.1 Recruitment strategy process Recruitment is the initial process in human resource management to recruit the best candidates according to the company's needs. At PT. IMOS Indonesia, recruiting the best surveyors is a distinct value that can be used to compete in the ship and cargo survey market. Identification of recruitment planning and strategy to be carried out must be formulated in detail according to the company's business. Recruitment patterns and methods will be determined how the company's expectations of candidates who will run the business. Human resource management activities will continue depending on how recruiters are able to obtain candidates that match the qualifications and needs of the company. Competence and knowledge possessed by candidates are able to give birth to creativity and business innovation. High business competition always puts pressure on companies to be able to recruit the best candidates in the labor market through the right recruitment process. The following are the results of research synthesis that have been analyzed to see recruitment patterns and strategies to get the best candidates as follows: 42 Figure 3.1 Solution Recruitment Strategy Figure 3.2 Recruitment Strategy Process Based on the results of research related to recruitment and selection strategies, companies must start to make workforce planning if they want to recruit outsource surveyors. This process should contain a job design, job specification, and job description that will be done by outsourced surveyors. The job design will contain information on the work process to be carried out by the outsourced surveyor. The information that will be included in the job design consists of workload, responsibilities, work targets, and work implementation processes. The organization will determine the qualification standards and requirements that 43 prospective surveyors must possess to carry out the work. Job specifications will be information material for companies to determine the job requirements that candidates must have. Job specifications at PT. IMOS Indonesia is known from the client. The final process in job planning is the job description. The company will make a job description containing the implementation and performance indicators that must be achieved by the selected surveyor. The workforce planning process will be the basis of information for formulating recruitment strategies in the organization. The components that will be determined from the recruitment strategy are the source, time, and stages that will be faced by prospective surveyors. Recruitable resources that may be considered include both internal and external. Both sources of recruitment can be carried out according to the needs of the survey requested by the client. If the company determines internal sources, it must be ensured that the candidate already has the knowledge, work experience, and competence that is superior to external recruitment. External recruitment can be done by looking at the unavailability of candidates in the internal database owned. The next process is to develop a recruitment method that includes social networks and Exchange surveyors. The Social Networking method requires extensive links with surveyor associates to provide information on the availability of surveyors that can be recruited. This method is the method most often used by independent surveyor companies.