Recruitment process pledges sourcing of valuable assets to exemplify boundless contribution to a company. The existing gap within inconsistent employee performance of the IT company relies under appropriateness of applicants to the position, company culture, and clients. Thus, the study aims to develop the recruitment process through Multiple Criteria Decision-making methods, namely multilevel Analytic Hierarchy Process (AHP) and Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS). The framework consists of three levels separated by 1^st level sub-criteria of grammar skills and comprehension skills, 2^nd level sub-criteria of experience, overall impression, spoken English, profile presentation, pre-written skills, education, and visual presentation, and 3^rd level sub-criteria of written communication skills and analytical reasoning skills. Sequence of aforementioned sub-criteria in each level were arranged from highest to lowest weight percentage whereas multilevel AHP and TOPSIS produced the same order but with different sub-criteria values. Rank proximity between the two methods produced an average of at least 82.41% closeness. Consequently, multilevel AHP was more applicable in three level recruitment sub-criteria identification whereas TOPSIS was more appropriate for the entire framework of recruitment process. The recommended strategies systematically increase efficiency of recruitment process and credibility of applicants.

Maela Madel Cahigas

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Application of Multiple Criteria Decision-making Methods in the Human Resource Recruitment Process