<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh metode rekrutmen internal dan rekrutmen eksternal terhadap prestasi kerja karyawan pada PT Bosowa Berlian Motor Makassar. Pengelolaan sumber daya manusia menjadi bagian penting dalam mendukung efektivitas organisasi karena kualitas tenaga kerja memiliki hubungan langsung dengan produktivitas, kualitas pelayanan, dan kemampuan perusahaan dalam mencapai target organisasi secara berkelanjutan. Rekrutmen internal dilakukan melalui promosi jabatan, transfer kerja, dan pemanfaatan kembali mantan karyawan yang telah memahami budaya organisasi perusahaan. Rekrutmen eksternal dilakukan melalui referensi karyawan, lembaga pendidikan, pasar tenaga kerja, serta media informasi lowongan pekerjaan guna memperoleh tenaga kerja baru yang memiliki kompetensi sesuai kebutuhan perusahaan. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis explanatory research. Teknik pengumpulan data dilakukan melalui observasi, dokumentasi, dan penyebaran kuesioner kepada karyawan supervisor PT Bosowa Berlian Motor Makassar. Jumlah responden penelitian sebanyak 39 orang yang dipilih menggunakan teknik simple random sampling. Teknik analisis data menggunakan analisis regresi linear berganda dengan bantuan program SPSS melalui uji validitas, uji reliabilitas, uji parsial, uji simultan, dan koefisien determinasi. Hasil penelitian menunjukkan bahwa metode rekrutmen internal dan eksternal memiliki pengaruh positif dan signifikan terhadap prestasi kerja karyawan. Rekrutmen eksternal menjadi variabel yang memiliki pengaruh lebih dominan terhadap prestasi kerja karena perusahaan memperoleh tenaga kerja baru yang memiliki pengalaman, wawasan, dan kemampuan kerja sesuai perkembangan kebutuhan industri otomotif. Penguatan sistem rekrutmen yang profesional dan objektif menjadi bagian penting dalam meningkatkan kualitas sumber daya manusia dan efektivitas organisasi perusahaan secara berkelanjutan. This study aims to analyze the influence of internal and external recruitment methods on employee performance at PT Bosowa Berlian Motor Makassar. Human resource management has become an important aspect in supporting organizational effectiveness because workforce quality is directly related to productivity, service quality, and the company’s ability to achieve organizational goals sustainably. Internal recruitment is carried out through job promotion, work transfer, and rehiring former employees who already understand the company’s organizational culture. External recruitment is conducted through employee referrals, educational institutions, labor markets, and job vacancy information media in order to obtain new employees with competencies that match company needs. This study employed a quantitative approach using explanatory research methods. Data collection techniques were conducted through observation, documentation, and questionnaire distribution to supervisor employees at PT Bosowa Berlian Motor Makassar. The total number of respondents in this study was 39 employees selected using simple random sampling techniques. Data analysis techniques used multiple linear regression analysis with the assistance of SPSS through validity tests, reliability tests, partial tests, simultaneous tests, and coefficient of determination analysis. The results showed that internal and external recruitment methods had a positive and significant effect on employee performance. External recruitment became the most dominant variable affecting employee performance because the company obtained new employees with experience, insight, and work competencies in accordance with the development of the automotive industry. Strengthening a professional and objective recruitment system has become an important part of improving human resource quality and organizational effectiveness sustainably.]]>
