CAN GREEN RECRUITMENT AFFECT EMPLOYEE PERFORMANCE IF MODERATED GREEN TRAINING BASED ON THE SDG?

Context: The image above indicates that if the researcher decides to formulate a Green Recruitment variable argument, it can have a positive relationship and a significant influence on employee performance. Then the researchers modified this variable into Green Recruitment by adding Environmental & Natural elements with the aim of creating a company that upholds Sustainable Development. Objective: The main objects in this article are Green Recruitment, Employee Performance, and Green Training which are formulated by Green Recruitment as an Independent variable, Green Training as a Moderation variable, and Employee Performance as an Independent variable. Method: This research is quantitative research with an exploratory approach which uses a number of previous studies, especially the five studies mentioned above and the addition of two other studies regarding Green Recruitment. The data used in this research is primary data that researchers obtained from PT. Musi Hutan Persada in Indonesia has 300 employees. These data were analyzed using the smart PLS 4.0 analysis tool. Results: The Green Recruitment variable can have a positive relationship and a significant influence on Employee Performance. This is because the P-Values in the first row are positive and are below the 0.05 significance level, namely 0.043. Apart from that, in the next row the P-Values also point to positive and are below the 0.05 significance level, namely 0.000. These results indicate that the Green Recruitment variable can have a positive relationship and a significant influence on employee performance and the Green Training variable can strengthen the influence of the Green Recruitment variable on employee performance. These results are due to recruitment which has a high nuance in protecting the environment, usually has high social sensitivity and concern and ultimately improves employee performance. The resulting employee performance is not just ordinary employee performance like employee performance in other studies, but employee performance that is nuanced and combined with aspects of caring for nature and the environment. Therefore, the first and second hypotheses


INTRODUCTION
Recruitment is carried out to add and attract prospective new employees to the work unit through recruitment systems and procedures determined by the company.The implementation of the recruitment system for prospective employees is intended so that the company can obtain quality employees who are able to realize the company's goals.According to Gomes (p.105) in (Mangkunegara 2013)recruitment is the process of searching for, finding and attracting applicants to be employed in and by an organization.Meanwhile, according to (Supriyanto 2019) in (Suwatno 2011b)recruitment is the process of searching for and attracting prospective employees who are able to apply as employees.According to Mangkunegara (p. 33) in \ (Suwatno 2011a) defines recruitment as a process or action carried out by a company to obtain additional employees which goes through stages that include identifying and evaluating sources of employee attraction, determining the company's employee needs, employee selection, placement and orientation processes.
Therefore, it can be concluded that recruitment is the action or process of an organization's efforts to obtain additional employees for the company's operational purposes.According to Hamali (Lina 2020)  According to Simamora (p. 214) in (Mariska, Halin, and Veronica 2023) the recruitment process has several objectives, including: 1) To attract a large group of job applicants so that the company will have a greater opportunity to select prospective workers who are deemed to meet the requirements.company qualification standards.2) The post-appointment goal is the income of employees who are good performers and will remain with the company for a reasonable period of time.3) Recruitment efforts should have a spillover effect, namely the general image of the company should improve and even unsuccessful applicants should have a positive impression of the company.
Meanwhile, according to Sunyoto (p.94) in (Wildan, Saleh, and Imron 2020) a good recruitment program needs to serve many purposes, including: 1) Recruitment as a tool for social justice.In this case, recruitment is carried out by giving proportional consideration to parties who need to be protected, who are very likely to be in a position to be disadvantaged as a result of recruitment, if left unchecked.2) Recruitment as a technique to maximize efficiency.This recruitment is an employee withdrawal which is usually carried out strictly.The aim of recruitment is to attract quality prospective employees, so that if they are accepted they can meet the company's demands.3) Recruitment as a political responsiveness strategy.This is adjusted to turmoil in a country, problems at the border, political policy changes that are made.With changing

2018). Then the researchers modified this variable into Green Recruitment by
adding Environmental & Natural elements with the aim of creating a company that upholds Sustainable Development (Sapengga 2016).This research is quantitative research with an exploratory approach which uses a number of previous studies, especially the five studies mentioned above and the addition of two other studies regarding Green Recruitment, namely (Andika 2023) & (Purwaningsih, Tarto, and Candraningsih 2023).The data used in this research is primary data that researchers obtained from PT. Musi Hutan Persada in Indonesia has 300 employees (Tambrin, Sudarsono, and Ayuningsih 2021).These data were analyzed using the smart PLS 4.0 analysis tool with the hypothesis formulation below (Sapengga 2016).

BACK GROUND ANALYSIS
Recruitment is carried out to add and attract prospective new employees to the work unit through recruitment systems and procedures determined by the company.The implementation of the recruitment system for prospective employees is intended so that the company can obtain quality employees who are able to realize the company's goals.According to Gomes (p.105) in (Mangkunegara 2013)recruitment is the process of searching for, finding and attracting applicants to be employed in and by an organization.Meanwhile, according to (Supriyanto 2019) in (Suwatno 2011b)recruitment is the process of searching for and attracting prospective employees who are able to apply as employees.According to Mangkunegara (p. 33) in \(Suwatno 2011a) defines recruitment as a process or action carried out by a company to obtain additional employees which goes through stages that include identifying and evaluating sources of employee attraction, determining the company's employee needs, employee selection, placement and orientation processes.
Therefore, it can be concluded that recruitment is the action or process of an organization's efforts to obtain additional employees for the company's According to Simamora (p.214) in (Mariska, Halin, and Veronica 2023) the recruitment process has several objectives, including: 1) To attract a large group of job applicants so that the company will have a greater opportunity to select prospective workers who are deemed to meet the requirements.company qualification standards.2) The post-appointment goal is the income of employees who are good performers and will remain with the company for a reasonable period of time.3) Recruitment efforts should have a spillover effect, namely the general image of the company should improve and even unsuccessful applicants should have a positive impression of the company.
Meanwhile, according to Sunyoto (p.94) in (Wildan, Saleh, and Imron 2020) a good recruitment program needs to serve many purposes, including: 1) Recruitment as a tool for social justice.In this case, recruitment is carried out by giving proportional consideration to parties who need to be protected, who are very likely to be in a position to be disadvantaged as a result of recruitment, if left unchecked.2) Recruitment as a technique to maximize efficiency.This recruitment is an employee withdrawal which is usually carried out strictly.The aim of recruitment is to attract quality prospective employees, so that if they are accepted they can meet the company's demands.3) Recruitment as a political responsiveness strategy.This is adjusted to turmoil in a country, problems at the border, political policy changes that are made.With changing conditions, it is very possible that sectoral human resource needs will also change (RUSLANTO 2018).
Based on the explanation above, researchers believe that recruitment can influence employee performance.A number of previous (RUSLANTO 2018); modifies the Recruitment variable to become Green Recruitment.There are two previous (Andika 2023) & (Purwaningsih, Tarto, and Candraningsih 2023) which discuss Green Recruitment.However, between the two studies, there is nothing that links Green Recruitment with employee performance and green training.Therefore, this research aims to analyze the influence of Green Recruitment on Employee Performance which is moderated by the Green Training variable.

VALIDTY TEST
Although researchers believe that Green Recruitment can also have a positive relationship and a significant influence on Employee Performance, Recruitment has a positive relationship and a significant influence on Employee Performance through the results of a number of previous studies.This assumption must be proven first through a validity test as a first step.Following are the results of the validity test in this article (Sarstedt et al. 2014):      improves employee performance.The resulting employee performance is not just ordinary employee performance like employee performance in other studies, but employee performance that is nuanced and combined with aspects of caring for nature and the environment.Therefore, the first and second hypotheses in this study can be accepted.

CONCLUSION
The results of the third table of Path Coefficients in this research show that the main objective and also the most urgent in this article is that the Green Recruitment variable can have a positive relationship and a significant influence on Employee Performance.This is because the P-Values in the first row are positive and are below the 0.05 significance level, namely 0.043.Apart from that, in the next row the P-Values also point to positive and are below the 0.05 significance level, namely 0.000.These results indicate that the Green Recruitment variable can have a positive relationship and a significant influence on employee performance and the Green Training variable can strengthen the influence of the Green Recruitment variable on employee performance.These results are due to recruitment which has a high nuance in protecting the environment, usually has high social sensitivity and concern and ultimately improves employee performance.The resulting employee performance is not just ordinary employee performance like employee performance in other studies, but employee performance that is nuanced and combined with aspects of caring for nature and the environment.Therefore, the first and second hypotheses in this study can be accepted.
a good recruitment program includes the following factors: 1) The recruitment program attracts many qualified applicants.2) Recruitment program never compromises selection standards.3) Take place on a sustainable basis.4) Recruitment programs must be creative, imaginative and innovative.Meanwhile, according to(Hany Nurulhadi 2018), the factors that influence recruitment are: 1) Costs and benefits of recruitment.It is necessary to consider the costs incurred and the benefits obtained in choosing the right recruitment method.Because the right recruitment method is if the costs incurred are small and produce Titin, Florid, M., I., Natsir, I., Kalalo, R., R., Elmas, M., S., H., Telaumbanua, E. (2024) Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG? appropriate benefits.2) Time required to fill vacancies.The appropriate recruitment method for filling job vacancies is a recruitment method that can fill job vacancies immediately.3) Quantity and quality of recruitment To determine the success of a company in attracting employees, companies can compare recruitment methods used in the past or compare them with methods used by other companies.According to Rivai (p.158) in (Arviana and Ruswidiono 2022), employee recruitment indicators are: 1) Employee Quality 2) Job Analysis 3) Job Specifications 4) Number of Employee Requirements 5) Costs 6) Legal Considerations.Meanwhile, according to Yulasmi (2016), the indicators for recruitment are as follows: 1) Recruitment Sources 2) Recruitment Methods 3) Recruitment Obstacles 4) Recruitment Media 5) Time and Costs Used.
Figure 1Hypothesis Influence of Green Recruitment on Employee Performance H2: Green Training Can Moderates The Influence of Green Recruitment on Employee Performance 3 RESULTS 3.1 COMPANY BACKGROUND PT.Musi Hutan Persada (MHP) was founded in March 1990, initially as a joint venture company with the Indonesian Government represented by PT.Inhutani V (Persero) with Barito Pacific Group with a share composition of 40:60.In 2015 all shares were controlled by Marubeni Corporation.The company's core business is managing industrial forest plantations to supply raw materials for the wood pulp industry.Based on the Decree of the Minister of Forestry No. 38/Kpts-II/1996 dated 29 January 1996, granted a concession area of 296,400 Ha in South Sumatra Province (Jobnet 2023).Because of the large area of land and its close relationship with the environment, researchers are of the opinion that PT.Musi Hutan Persada is the right choice of company to research.Titin, Florid, M., I., Natsir, I., Kalalo, R., R., Elmas, M., S., H., Telaumbanua, E. (2024) Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG?
operational purposes.According to Hamali (Lina 2020) a good recruitment program includes the following factors: 1) The recruitment program attracts many qualified applicants.2) Recruitment program never compromises selection standards.3) Take place on a sustainable basis.4) Recruitment programs must be creative, imaginative and innovative.Meanwhile, according to(Hany Nurulhadi 2018), the factors that influence recruitment are: 1) Costs and benefits of recruitment.It is necessary to consider the costs incurred and the benefits obtained in choosing the right recruitment method.Because the right recruitment method is if the costs incurred are small and produce appropriate benefits.2) Time required to fill vacancies.The appropriate recruitment method for filling job vacancies is a recruitment method that can fill job vacancies immediately.3) Quantity and quality of recruitment To determine the success of a company in attracting employees, companies can compare recruitment methods used in the past or compare them with methods used by other companies.Titin, Florid, M., I., Natsir, I., Kalalo, R., R., Elmas, M., S., H., Telaumbanua, E. (2024) Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG?According to Rivai (p.158) in (Arviana and Ruswidiono 2022), employee recruitment indicators are: 1) Employee Quality 2) Job Analysis 3) Job Specifications 4) Number of Employee Requirements 5) Costs 6) Legal Considerations.Meanwhile, according to Yulasmi (2016), the indicators for recruitment are as follows: 1) Recruitment Sources 2) Recruitment Methods 3) Recruitment Obstacles 4) Recruitment Media 5) Time and Costs Used.
that must be passed to prove all the researchers' assumptions stated in the Introduction, Research Methodology and Validity Test sections is the reliability test stage.If the validity test stage focuses on each data used in the research, then the reliability test stage focuses on the variables used in this research, namely the Green Recruitment, Green Training and Employee Performance variables with the results below (Ghozali 2016) Titin, Florid, M., I., Natsir, I., Kalalo, R., R., Elmas, M., S., H., Telaumbanua, E. (2024) Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG?
The final door needed to prove all the hypotheses and assumptions that researchers put forward in this article is the Path Coefficient.At this stage the focus is on the hypothesis that the researcher assumes with a multitude of arguments in the Introduction and Research Methodology sections.Following are the Path Coefficient results in this article(Hair 2010): that the main objective and also the most urgent in this article is that the Green Recruitment variable can have a positive relationship and a significant influence on Employee Performance.This is because the P-Values in the first row are positive and are below the 0.05 significance level, namely 0.043.Apart from that, in the next row the P-Values also point to positive and are below the 0.05 significance level, namely 0.000.These results indicate that the Green Recruitment variable can have a positive relationship and a significant influence on employee performance and the Green Training variable can strengthen the influence of the Green Recruitment variable on employee performance.These results are due to recruitment which has a high nuance in protecting the environment, usually has high social sensitivity and concern and ultimately Titin, Florid, M., I., Natsir, I., Kalalo, R., R., Elmas, M., S., H., Telaumbanua, E. (2024) Can Green Recruitment Affect Employee Performance if Moderated Green Training based on the SDG?
Green Recruitment Affect Employee Performance if Moderated GreenTraining based on the SDG?

Table 1
Validity Test

Table 2
Reliability Test