Performance is something that can be measured from various things. Performance can also be used as a benchmark for control within an organization. Control is needed so that the organization can run smoothly and can also achieve the goals and vision and mission set by the organization. So far, performance has only been measured in a traditional way that emphasizes the financial aspects. Such a method cannot describe the actual situation of an organization nor can it be used as a means of control. Failure to carry out recruitment and job placement will affect employee performance which in turn becomes an obstacle to the process of achieving goals. Recruitment and work placement systems that are carried out properly and in accordance with the needs aim to achieve organizational goals and avoid difficulties in finding and training employees. Based on the results of research on recruitment, it is known that the answers of respondents who assessed the 2 dimensions described in 8 indicators on average respondents stated strongly agree as many as 7 indicators with an average value of 64.61% and those who expressed disagreement were I indicator with an average value. 60.50% average then the results of research on employee performance, it is known that the answers of respondents who assessed the 2 dimensions described in the 7 indicators on average respondents stated strongly agree as many as 6 indicators with an average value of 52.11% and those who expressed disagreement were I indicator with an average value of 39.50%. So that the employee performance results are in accordance with the hospital's vision and mission, especially in the recruitment process, it is carried out in several stages so that the employee search process is in accordance with specifications and understands the duties and responsibilities of their work
Keywords: Recruitment, Employee Performance