Analysis of BSI Regional Medan Branch Employee Recruitment Standards in Improving the Quality of Prime Services
DOI:
https://doi.org/10.33751/jhss.v10i1.28Keywords:
Recruitment Standardization, Service Excellence, Analytic Network Process, Islamic bankingAbstract
This study is motivated by the importance of standardizing employee recruitment to enhance service quality excellence at Bank Syariah Indonesia (BSI) KC Regional Medan. In the context of Islamic banking, human resource competence plays a crucial role in ensuring the alignment between professional skills and Islamic values. The purpose of this research is to identify and prioritize the key criteria and sub-criteria influencing employee selection decisions at BSI through a structured quantitative approach. The research employed the Analytic Network Process (ANP) method, combined with in-depth interviews with the HRD department of BSI KC Regional Medan, to obtain an empirical understanding of competency priorities in the recruitment process. The analysis focuses on five main criteria—work ability, work experience, communication skills, problem-solving ability, and personality—along with their respective sub-criteria. The results revealed that work ability (0.94) emerged as the most dominant criterion, followed by work experience (0.40), communication skills (0.18), problem-solving ability (0.09), and personality (0.04). The highest sub-criteria weights were technical ability (0.13), experience in the same industry (0.13), verbal communication (0.12), problem analysis ability (0.12), and positive personality (0.06). The Consistency Ratio (CR) for most criteria exceeded 0.10, indicating variations in assessment due to the interdependence of evaluation factors. Overall, the findings emphasize that BSI KC Regional Medan prioritizes technical competence and industry experience as the main determinants in employee recruitment, while also highlighting the importance of integrity, effective communication, and Islamic personality values. This study contributes to the development of a competency-based and Islamic values–driven recruitment model that can serve as a reference for other Islamic banking institutions.
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