<![CDATA[Penelitian ini dilatarbelakangi oleh tingginya ketidaksesuaian kandidat dalam proses seleksi karyawan operasional di PT Sagala, yang terlihat dari banyaknya kegagalan kandidat pada tahap lanjutan serta pengunduran diri selama masa pelatihan kerja. Penelitian ini bertujuan untuk menganalisis pengalaman dan tantangan yang dihadapi divisi rekrutmen dan staffing dalam proses seleksi, khususnya terkait aspek efisiensi, objektivitas, dan konsistensi penilaian, serta menerapkan metode Simple Additive Weighting sebagai alat bantu pengambilan keputusan guna meningkatkan akurasi dan transparansi seleksi. Penelitian menggunakan pendekatan sequential explanatory, yaitu penggalian data kualitatif melalui wawancara mendalam dan observasi, yang kemudian dipadukan dengan analisis kuantitatif melalui metode penilaian multikriteria terhadap data kandidat dari tiga outlet. Hasil penelitian menunjukkan bahwa ketidaksesuaian kandidat terutama disebabkan oleh proses screening yang belum konsisten, perbedaan standar penilaian antarpetugas, dan belum optimalnya pemanfaatan data objektif seperti pengalaman kerja, jarak domisili, usia, dan ekspektasi gaji. Penerapan metode Simple Additive Weighting menghasilkan peringkat kandidat yang lebih stabil dan mampu mengidentifikasi kandidat dengan potensi retensi lebih baik dibandingkan keputusan seleksi aktual. Kesimpulan penelitian menegaskan bahwa integrasi metode kuantitatif pada tahap awal seleksi diperlukan untuk meningkatkan efisiensi proses, mengurangi risiko turnover, serta memperkuat kualitas keputusan rekrutmen di PT Sagala. This research is motivated by the high level of candidate mismatch in the operational employee selection process at PT Sagala, as reflected in frequent failures during later selection stages and resignations during the training period. The study aims to analyze the experiences and challenges faced by the recruitment and staffing division in conducting the selection process, particularly regarding efficiency, objectivity, and consistency of assessment, as well as to apply the Simple Additive Weighting method as a decision-support tool to enhance accuracy and transparency in the selection of operational employees. A sequential explanatory approach was employed, combining qualitative data obtained through in-depth interviews and observations with quantitative analysis using a multi-criteria assessment method applied to candidate data from three outlets. The findings indicate that candidate mismatch is primarily driven by inconsistent screening practices, variations in assessment standards among recruiters, and the suboptimal use of objective data such as work experience, domicile distance, age, and salary expectations. The application of the Simple Additive Weighting method produced a more stable ranking of candidates and successfully identified individuals with stronger retention potential compared to actual selection outcomes. The study concludes that integrating quantitative methods into the early stages of the selection process is essential to improve efficiency, reduce turnover risks, and strengthen the overall effectiveness of recruitment decisions at PT Sagala.]]>
