Design of an Employee Recruitment System Based on the AHP-MOORA Algorithm Case Study of PT XYZ

The development of internet-based information technology has had a positive impact on human survival. One of the benefits of the Internet is support in building an employee recruitment system that is oriented towards good corporate governance. PT XYZ is a company that has been recruiting manually. Therefore, it is necessary to build an internet-based system for the employee recruitment process. This research uses the Analytical Hierarchy Process - Multi-Objective Optimization based on Ratio Analysis (AHP-MOORA) algorithm to determine the best applicants based on several criteria. The criteria used in this research are age, academic certificate, highest level of education, and work experience. The results of this study show that age and academic certification are priority criteria based on weight assessment using the AHP approach. Furthermore, five applicants became samples in application testing. The MOORA test results showed that three applicants had the highest scores. This research concludes that the application of the AHP-MOORA algorithm can provide objective results in determining applicants who meet the specified criteria.


Background
The development of internet-based information technology has had a positive impact on human survival, based on the survey.BPS Socio-Economics. in 2021, explains that the number of internet users in Indonesia has increased since 2018 [1].This is also supported by the level of Internet penetration in Indonesia which is experiencing a positive increasing trend [2].This trend has become momentum in the development of internet-based systems in Indonesia.
Human Resource Development cannot be separated from the presence of the internet.The presence of the internet encourages Human Resources to accelerate the achievement of industrial revolution 4.0.One of the functions of the Internet in implementing good corporate governance is how to build an appropriate employee recruitment system, by the principles of accountability and adhering to business ethics [3].
PT XYZ is one of the companies that has not maximized the role of the Internet in the employee recruitment process.So far, the recruitment process carried out by companies still uses conventional patterns with paper forms or hard copies so the archive process is still not well organized.Apart from that, the recruitment process becomes ineffective because each stage of recruitment must go through the first stage of the process, namely candidate screening the company does not have clear data and information so the screening process takes a long time and is difficult to find candidates who truly meet the company's criteria.Based on this, it is necessary to build an internet-based system to facilitate the recruitment process in the company.
A good recruitment system will produce quality human resources.The development of an internet-based employee recruitment system has been carried out by previous research.Some examples of the use of the internet in developing employee recruitment systems include the use of the K-nearest algorithm for recruitment of BPJS employees using a multiple criteria approach [4], the use of rapid application development (RAD) in building a database in one company [5] and the weight product approach (WP) to assist in determining employee recruitment [6].However, this research uses another approach because it requires weighting of each criterion in a relatively short time and a high level of selectivity.
The employee recruitment design system built in this research uses the Analytical Hierarchy Process -Multi-Objective Optimization based on Ratio Analysis (AHP-MOORA) approach.This method is considered capable of answering the problem because of the choice of criteria [7] and has a high level of selectivity [8].This method has been tested in many previous studies for identifying farmer groups that meet the criteria for assistance [9], selecting quality providers (vendors) [10], and selecting potential scholarship recipients [11].Based on this information, the aim of this research is how to build an AHP-MOORA-based employee recruitment system at PT XYZ.

Research Methods
This research uses the AHP-MOORA algorithm to help companies design a Laravel-based security unit (security guard) recruitment information system that is capable of sorting a list of prospective employee candidates with objective and accurate assessment results.The stages of this research are as follows: The initial stage of this research is problem identification.The problems found were based on the results of observations made by researchers in the Human Resources General Affairs (HRGA) division of PT XYZ, where the data collection method chosen was interviewed.This interview aims to obtain an in-depth understanding of the implementation of information systems with the ultimate aim of gaining insight into user needs and the extent to which the results that have been achieved are in line with expectations.
The next stage in this research is determining a solution to solve the problem.The author uses the waterfall system development method and the tools used to design the system are Unified Modeling Language (UML).The algorithm used is AHP-MOORA, and the program was created using PHP and MySQL with the Laravel framework.The mechanism for implementing the AHP-MOORA algorithm is as in figure 2:

System and User Interface Preparation
Based on the results of interviews with selected respondents, it is known that there are criteria determined in this research as in table 1

Last Education Benefit
The criteria for candidates who will be the focus of this research consist of age, academic certificates, work experience, and recent education.Each criterion has a scale that describes the quality of the candidate so that the company can determine the quality of prospective workers.The scale used includes very good, good, acceptable, and poor with the following ranges as in table 2: The criteria specified in Tables 1 and 2 will be implemented in the system which will later be managed by the admin.Admin will be given access to manage applicant data as a reference for inclusion in the database.This system supports integration with data from interviews and psychological tests for each candidate, making it easier for admins to determine which employees will enter the next stage.The architecture of this system is as in figure 3.   The scenario that has been built above needs to be implemented into the system and the user interface configured.Primarily a system needs to be started from the login window.Admin login is used to enter the admin page.If the username and password are correct, the admin can enter the admin page, if they are incorrect the message "incorrect username or.The coding in Figure 6 explains that the system will call the getLogin function which is used to check the username and userpass entered by the admin.If the username and user are found, they will be directed to the wait.phppage, whereas if they are not found, the message "wrong username or password" will be displayed.and return to the index.phppage and delete the login session.
Admins who have logged into the system will be directed to the dashboard.Menu that can be selected according to initial planning.The criteria data page is used by the admin to manage assessment criteria data in the system.The appearance and coding are presented as in figure 7: The coding in Figure 9 explains the process of adding criteria data where the data input by the admin in the view is sent to the controller using the POST method.If the data is complete then the DB system: table('criteria')->insert ([]); to add data to the database and redirect back to the data criteria page.
The last page in this system is the page for calling qualified participants.This page is used by the admin to see successful candidates in the Laravel-based information system for monitoring recruitment activities for security forces (security guards).The appearance and coding are as in figure 9:  The black box testing results in Table 10 show that the system is running well.The entire menu can be accessed and get the title of success.The next test is the AHP-MOORA approach.The first stage is to compare criteria based on their importance.By AHP rules, all possibilities will be compared and assessed for their scale of importance.If option (a) is considered to be more important than another option (b), then option (a) will be given a value of 9, while option (b) will be given a value of 1/9.These calculations will be processed in the application to produce priority weights for each option which will be the basis for determining the right employee candidates to be recruited by the company.
The results of the assessment criteria are attached as follows.Based on Figure 14, it is known that 3 applicants have the highest criteria in fulfilling the aspects determined by the company.These applicants are applicants 3, 4, and 5.This indicates that these three applicants are worthy of entering the next stage.

Conclusion
This research concludes that the application that has been built can provide clear references because the applicant ranking process is measurable and transparent based on the AHP-MOORA approach.
The AHP-MOORA algorithm in this application runs well by producing concrete calculations so it is hoped that the selected applicants will be superior job candidates who will have an impact on the progress of PT XYZ in the future.

Figure 1 .
Figure 1.Flow chart of Research StagesThe initial stage of this research is problem identification.The problems found were based on the results of observations made by researchers in the Human Resources General Affairs (HRGA) division of PT XYZ, where the data collection method chosen was interviewed.This interview aims to obtain an in-depth understanding of the implementation of information systems with the ultimate aim of gaining insight into user needs and the extent to which the results that have been achieved are in line with expectations.

Figure 2 .
Figure 2. Application of the AHP-MOORA algorithm in research

Figure 4 .
Figure 4. Use case diagram model admin

PFigure 5 .Figure 6 .
Figure 5. Display of the system login page

Figure 7 .Figure 8 .
Figure 7. Display of the criteria data dashboard page

Figure 9 . 3 85Figure 10 .
Figure 9.View the page for participants who passed

Table 1 .
: Representation of candidate criteria

Table 7 .
Scenarios manage successful candidates

Table 8 .
Black box testing