Analysis Factors That Caused Internship Students Recruited by the

Company

Istiadi

Program Studi Administrasi Perkantoran, Program Vokasi, Universitas Indonesia

Keywords: Management of human resources, recruitment, internships, students, employees

Abstract: Recruitment is one part of the function of human resource management. In the era of industrial revolution 4.0,

recruitment carried out by companies is not only done by employees from within the company or outside

parties who have never known the company at all. Recruitment of prospective employees is even carried out

on students who are apprentices in the company. The Internship Program is not only beneficial for students

who are apprentices in the company but also a valuable opportunity for the company not only to be able to be

assisted by students who are apprentices, besides that the company can better identify prospective employees

who will be recruited. This research conduct by the quantitative approach used descriptive analysis that used

a questionnaire where the sample consists of 9 from 15 users ( supervisor and HR staff of the company ). This

study aims to determine what factors are the cause of an internship student so that he can be recruited to

become an employee of the company. This research is conducted by looking for information from users or

companies that use student internships in their companies and then recruit them to become employees of the

company.

1 INTRODUCTION

In the face of increasing competition in the labour

market, Higher Education Institutions (HEIs) are

called upon to better prepare graduates with

employable skills ( Chena, Shenb, and Gosling,

2018)

Work experience and internships provide students

with a vehicle for transferring the advanced

knowledge and skills acquired through their academic

education into a work setting (Madigan, Johnstone,

Cook, and Brandon, 2019).

Practical student internships are essential for

appropriate career preparations to ensure a smooth

transition to their professions after graduation. Tsaia,

Chen, Hsub, and Yangc, 2017)

Internship benefited not only for the student but also for

the company and the economy, especially the government.

The government helped by the existence of an internship

because it can lower the potential of unemployment. It

means that the existence of the internship very needed by

the government to support the higher education provided by

the university, especially the vocational higher education in

the nation.

Student internships in the company are usually slow to have

emotional closeness with the company.

One of the most critical functions so that

companies can run their businesses to get profits is

the quality of human resources in the company. The

quality of high or low company human resources is

determined by how the company recruits prospective

employees who will work in the company. That is, it

can recruit prospective employees in accordance with

the qualifications needed in certain parts of the

company. So that it can be said that the recruitment

function in the management of human resources plays

a crucial role in getting qualified employee candidates

to be able to run the company in an era of increasingly

fierce competition. The source of withdrawal of

prospective employees can come from within and

also from outside the company. Experience of

interning in the company is sometimes used as a

strong consideration for being recruited as an

employee is students who have or are.

According to Silva, internships have proven a

simplified work-integrated learning experience that

facilitates the transition of students from higher

education to employment and contributes to their

career development.

In the writing that the writer conveyed, the author

will elaborate further on why the company recruits

628

Istiadi, .

Analysis Factors That Caused Internship Students Recruited by the Company.

DOI: 10.5220/0010707700002967

In Proceedings of the 4th International Conference of Vocational Higher Education (ICVHE 2019) - Empowering Human Capital Towards Sustainable 4.0 Industry, pages 628-633

ISBN: 978-989-758-530-2; ISSN: 2184-9870

students who are apprentices in the company to

become employees or company staff.

1.1 Recruitment

According to Bangun (2012), recruitment is a process

of finding employment to fill the vacancy in a

particular company.In the recruitment terminology,

our employees are familiar with two types of

recruitment: first is internal recruitment, which is

recruiting prospective employees from within the

company itself, for example, is the process of

promotion of an employee to occupy a higher or level

position within the company. An assistant manager is

promoted or promoted to fill the vacant position of a

Manager above. Alternatively, it could be that

internal recruitment comes from the transfer of

employees from one part to another. Internal

recruitment is usually done by companies when there

are not too many human resource needs. However, if

a lot of human resources are needed, usually the

supply of prospective workers is done through

external recruitment.

While the recruitment externally recruits

prospective employees to occupy certain positions

from an employee and prospective recruited

employees from outside the company.For this reason,

an HR manager must accurately estimate or estimate

the human resource needs of each department

accurately every year or a specific period. Errors in

estimating resource requirements Human companies

result in inequality in fulfilling human resources

within the company. This result, in turn, will cause

the overall performance of the company to below or

down. Today, in the era of industrial revolution 4.0.

various ways can be used by companies to recruit

competent human resources so that the company can

optimally operate so that it can compete

competitively in this era of industrial revolution 4.0

competition.

According to Bontis and Serenco (2007),

Employee capabilities are one of the essential

measures affecting firm performance. They have been

found to reflect an employee’s perception of her/his

knowledge, skills, experience, network, ability to

achieve results, and room for potential growth.

In recruiting Human Resources to occupy certain

positions, there are various methods used. The

methods commonly used are closed methods and

open methods. Closed methods are usually used to

recruit candidates who will fill fairly senior or high

positions. It is said that the recruitment method is

closed if the recruitment carried out by a company is

not disseminated to the general public, so those who

know only the needs of the company’s employees are

only limited or internal circles of the company.

While the open method is a method of recruiting

prospective employees by disseminating information

on the needs of prospective employees within the

company to parties outside the company through

various available communication media, including

existing social media. Usually, open methods are used

to recruit prospective employees in certain positions

if there is no person from within the company who

can fill the position

Strategic human capital focuses on the valuable

characteristics of people that can provide a strategic

resource to the firm. The importance of human capital

is the roles of social capital and coordination that

drive unit performance.

1.2 Internship

An internship is the work practice of students within

the company with the aim that students get a variety

of work experience directly in the company according

to their educational background. The internship

enhances teaching and learning in higher education

institutions as it provides students with unique

opportunities to acquire practical and employable

skills as well as appropriate workplace ethos.

(Mensah, Appietu, Asimah, xxx)

Internships are useful not only for students who

are looking for work experience, directly in the

company before they graduate from university but

also provide benefits for the company because they

get personnel assistance for a particular field of work.

Not only that the existence of student internships in

the company provides benefits for companies to be

able to recruit efficiently apprentice students who

have proper qualifications and dedication for the

company. There are several reasons why student

internships can be one of the targets of recruitment of

company human resources that are quite effective.

When the internship is viewed as a guided learning

experience, it becomes evident that the relationship

between all stakeholders or contributors is central to

the success of the experience (Brown, Willett, &

Goldfine, 2018).

There are at least three main reasons why student

internships are one of the targets of the company’s

HR receptors, namely:

1. Few companies for a few months can learn and

recognize the personality of the student so that it

becomes a material consideration for whether the

student is eligible to be recruited by the company

2. Few companies can recognize the level of

workability of the student concerned. So that the

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company does not need to pass a particular exam

for prospective employees who will be recruited.

3. For apprentice students who will be recruited as

prospective employees, there is no need to provide

specific outreach or orientation because they

already know the conditions or company culture.

There is a consensus on the importance of internships

in companies in achieving a complete and

comprehensive education during university studies

(according to Collet et al., 2015; Rae, 2007; Rouvrais

et al.,2018)

Moreover, from a student perspective, internships

provide students with enhanced career development

and preparation, relevant work experience, and more

significant networking opportunities, among other

benefits (Gerken, M., Rienties, B., Giesbers, B., &

Könings, K. D.,2012).

1.3 Research Question

The research questions underlying this paper are:

- What factors have caused internship students to

offer to work in the company

- How is the contribution of the ability, skill, and

attitude factors in influencing the acceptance of an

employee in the company

2 METHODOLOGY

This research is carried out by using a quantitative

approach with descriptive methods. Respondents

from this study were supervisors or staff of the human

resources company where the student was an intern.

The apprentice students who are the object of

assessment from the supervisor and staff of this HR

department are office administration and secretarial

students. This study deliberately attempts to classify

further the factors that influence the recruitment of

internship students into the three main components of

the competency element, which consists of skills. ,

knowledge and attitude are added by factors related

to soft skills. Even though there were 15 samples

distributed to respondents, only nine respondents

filled out and returned their answers. This research

conduct by the quantitative approach used descriptive

analysis that used questionnaire

3 RESULT

Through this research, the author succeeded in

collecting data which became the primary

consideration in recruiting internship students in his

company to become prospective junior employees.

The factors that the author carefully covers the factors

that are directly related to the competency factors,

which include skill, knowledge and attitude.

3.1 Skill Aspects

Knowledge aspect is a factor that sufficiently

determines someone can be recruited into the

company. Skill can be said as a person’s capacity or

ability to perform tasks in a particular job. Ability can

also be interpreted as a current assessment of what a

person can do with a job. To be accepted as an

employee, a candidate usually has to go through a

specific ability test in accordance with the field of

work. In some fields of workability test is an absolute

requirement that must be mastered by a prospective

worker. For example, for the profession of an

aeroplane pilot, he must be able to drive an aeroplane

without any lack. However, in other types of work,

the workability is sometimes not a too high priority

because a new employee usually has to be educated

and trained so that he can carry out the tasks as

desired by the company. This ability means that if

there are deficiencies related to its ability, it is still

understandable, as long as this is still within the limits

of reasonableness.

a. Daily skills in general

Figure 1: Degree of daily skill.

From the picture 1. above, It can be seen the work

skill factors of the students who were recruited by the

apprenticeship company, showing that they in general

or majorities have excellent work skills and can even

be said to be in an outstanding category. There is only

one person in the moderate category. This result can

be said to be reasonable considering the sample taken

was selected people from the Office Administration

Study Program who were offered an offer to work in

the company, where of course the company already

knew perfectly the work skills of the internship

students.

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b. Ability to use information technology

Figure 2: Degree of Information Technology Capability.

From the picture above, we can see that the ability to

use information technology facilities in work from

students given comments by supervisors or the HR

department stated that 66.7% of students who were

received directly turned out to have excellent IT skills

and even 22.2% were assessed to be excellent

information technology capabilities. In contrast,

those who are given a moderate assessment are only

one person.

c. Ability to carry out office administration tasks

Figure 3: Degree of office administration skill.

The natural ability of the office administration field

of the students offered to work after the internship

showed the majority of the nine respondents stated to

be very good. This result can be said to be reasonable,

remembering that the student is a student in the

Department of Administration.

3.2 Knowledge Aspect

The knowledge aspect of a person also plays a vital

role, whether a particular institution accepts him.

Knowledge includes exclusive insights into the field

of work as well as insights on various things about the

company that will be entered. Knowledge can also

mean one’s insight into various aspects that occur in

their environment. An employee is not only required

to have the excellent ability towards a job but also

required to have good knowledge.

Figure 4: Degree of Knowledge.

3.3 Attitude Aspect

The attitude is the behaviour of someone when the

person interacts with other people. They include a

boss or subordinate or even with peers in the

company. For certain types of work, attitude or

commonly called attitude even becomes an essential

thing to be assessed rather than other elements such

as skill and knowledge. This behaviour is reasonable,

considering that a person’s attitude is difficult to

correct if the assessment turns out to be of less value,

different from skill or knowledge.

a. Everyday attitude

The everyday attitude of an employee within the

company is an essential aspect, even often noticed by

a boss. The attitude of a person who can be well

received in his environment is an advantage in itself

which gives a positive impact on the person

concerned.

Figure 5: Degree of Daily Attitude.

From the picture above, we can see the apprentice

students who got an offer to work at the company get

a good and very good rating for all the students so that

it can be said that a person who has a good attitude,

especially very good, will undoubtedly be very liked

by his environment. This result also means that the

internship students offered to work in companies are

those who also have a good or excellent attitude.

In addition to attitude factors in general, some

elements of attitudes that are also examined relating

to attitudinal factors are:

b. Ability to adapt to colleagues

The ability to bear adaptation with co-workers is a

factor that is quite important to be considered by the

HR department of the company because adaptability

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will be very decisive in carrying out their duties

properly. A person who has good self adaptability can

quickly get along with other people in the company

so that the impact is also positive for the company

Figure 6: Degree of Speed of Adaptation.

From the picture above, we can see that from the

aspect of adaptability to co-workers, children offered

at work in their internships are children who are

mostly quick to adapt to other colleagues in the

company. This adaptability is undoubtedly a separate

capital for an employee, considering that not

everyone can quickly adapt to the work environment.

c. Dress/appearance

Appearance is a significant factor in working.

Appearance reflects the personality of the person,

because through his appearance both daily and at

certain times, a person can judge the personality of

that person. The student looks or outfits at the office

is assessed by a boss or supervisor of student

internships is how If the appearance is neat in

accordance with the standards set by the company,

this will provide a positive image not only for the

student intern but also contribute positively to the

company.

Figure 7: Degree of the daily performance.

From the picture above we can we see the internship

students seen from their appearance showing a good

and very good judgment on the eyes of their

supervisor or supervisor, so it is only natural that they

are offered to join the apprenticeship company.

d. Attitude when making mistakes and give advice

Figure 8: Degree of recognize the wrong and given advice.

The attitude of admitting mistakes and being prepared

to accept input from others is a positive attitude that

many people do not have. Usually, people are

challenging to give input when making inevitable

mistakes in work, thus causing recurring errors. From

the picture above we can see the internship students

have a positive attitude that is dominant enough in

acknowledging mistakes and it is easy to accept input

from their supervisors so that they can be told that

they are not challenging people to advise when

making mistakes.

e. The spirit of learning

Figure 9: Degree of spirit to learn.

From the picture above, it can be seen that the

majority of the 9 internship students recruited by the

apprenticeship companies are those who have a good

spirit of learning even some of which can be said to

be very good or very high. So that they get a positive

rating.

4 CONCLUSION

From the description presented above, the author can

take some conclusions as follows:

a. There are several main factors that influence an

internship student can be recruited as an

employee. These factors are factors of skill or skill

and factors of attitude or attitude. For these

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factors, both skill and attitude, students offered a

job get good and very good ratings. This result is

reasonable considering that skills or skills are

factors that are very much considered by the

company.

b. Aspect Knowledge or knowledge is the only

factor that can be tolerated by a company when an

company recruits an apprentice student.

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