Recruitment Marketing: Do We Understand What Generation Z Expects From Its Future Employers?

Zehetner, Andreas; Zehetner, Daniela

doi:10.20472/iac.2019.049.047

Cited by 4 publications

(4 citation statements)

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“…Table 2 presents the results of the questionnaire, which reveals the perception of happiness at work among people in categories [20][21][22][23][24][25][26][27][28][29], what young people believe to oversee the happiness of the employee and what environmental factors have the greatest impact on the feeling of happiness at work.…”

Section: Study Resultsmentioning

confidence: 99%

“…In addition, it is precisely due to previous positive experience that happiness determines success at work (Rahmi, 2019). At present, generation Y, which is increasingly firm at holding positions in the market, also very often becomes the subject of scientific debate, frequently because their expectations for future work and future employers are completely different (Zehetner, Zehetner, 2019). As organizations now employ at least 3 different generations of employees, managers of organizations need to understand the expectations and wishes of their employees, ensure a working and friendly working environment, effectively resolve conflicts, ensure effective implementation of the company's objectives and ensure smooth management.…”

Section: Introductionmentioning

confidence: 99%

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Happiness at Work: Evidence of Young People’s Expectations from Lithuania

Bakanauskienė

Zagurskytė

2021

Management of Organizations: Systematic Research

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The article aims to: 1) assess young people’s general perception of happiness at work; 2) identify their most important features of happiness at work; 3) highlight the impact of demographic factors on expectations. The results of the study revealed that the most important features of happiness for young people in Lithuania are as follows: communication with colleagues, independence in achieving one’s goals and matching the organizational activities with the employees’ values; whereas demographic factors do not affect the expectations of happiness at work.

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Section: Study Resultsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Happiness at Work: Evidence of Young People’s Expectations from Lithuania

Bakanauskienė

Zagurskytė

2021

Management of Organizations: Systematic Research

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“…It has also been suggested that Generation Z is more intrinsically motivated than previous generations (Mahmoud et al, 2020). Moreover, researchers found that within the workplace, Austrian Generation Z is concerned with questions about how their team operates, what the typical workday looks like, and how varied and thrilling their job is or will be (Zehetner & Zehetner, 2019).…”

Section: Generation Zmentioning

confidence: 99%

Work and Espoused National Cultural Values of Generation Z in Austria

Aldjic¹,

Farrell

2022

EJMI

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Purpose: Employers face the challenge of preparing for a new, upcoming generational cohort that is different in its expectations of the workplace, which goes hand-in-hand with its values. Therefore, Generation Z in Austria must receive detailed attention because it will make up a significant proportion of the workforce in the future. Questions will emerge about how to recruit this cohort or how to retain them. This research fills this gap by analyzing their espoused national cultural values and corresponding work values while considering the implications of the SARS-CoV-2 pandemic. Design/Method/Approach: This quantitative research surveyed 137 Austrians from Generation Z. Findings: The results show a low Power Distance score, concluding that Austrian Generation Z does not prefer unequally distributed power; a low preference for Collectivism, a higher preference for Uncertainty Avoidance, and lower Masculinity. In terms of work values, Austrian Generation Z demonstrated the strongest preference for intrinsic and social rewards and emphasized the importance of offering benefits such as remote work opportunities and flexibility in scheduling work. Theoretical Implications: This study shows that espoused national cultural values impact work values in the context of Austrian Gen Z. Thus, both the espoused national cultural framework and the work values framework can be considered suitable for investigating values differences. Practical Implications: Human Resources practices should be adapted to successfully recruit and retain Austrian Generation Z. Originality/Value: This research is among the early attempts to not only understand how espoused national cultural values and COVID impact the work values of Generation Z in Austria. Research Limitations/Future Research: The smaller sample size and the over representation of females impact the extent to which findings can be generalized to all of Generation Z in Austria. Future research should expand the sample within Austria and internationally. Acknowledgments: This paper is the further development of the first author's thesis. Thank you to all of those who contributed to and supported these efforts. Paper type: Empirical

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“…Recruiters must embrace a marketing perspective and marketing tactics to hire and keep the best talent. Thus, Recruitment marketing is a discipline that focuses on reaching out to potential candidates through various means to create a competitive advantage (Zehetner & Zehetner, 2019). Many organizations embrace this discipline to attract talented workers as the War for Talent becomes more severe.…”

Section: Recruitment Marketingmentioning

confidence: 99%

Recruitment Marketing - a Bibliometric analysis

Kandoth

Shekhar

2022

J. Professional Business Review

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Purpose: The purpose of the study is to conduct a Bibliometric analysis of Recruitment Marketing. Theoretical framework: Recruitment Marketing is a technique that has evolved recently to nurture candidates before they apply for a job. Understanding and applying recruitment marketing techniques is essential to retain a talent pool. Since Recruitment Marketing is a new strategy, there is still much to research and discover. Design/methodology/approach: The current scenario of publications from 2000-2020 on Recruitment Marketing listed in the Clarivate Web of Science database was explored in this bibliometric study. To build a bibliometric map, descriptive and inferential statistical methods were utilized. Bibliometric analysis was performed using R-based software Biblioshiny. Findings: The findings revealed that the topic is not well established in the literature but has scope for growth in the coming future. The results reported that only very few studies were undertaken in the area of recruitment marketing globally. USA and Australia are the countries which contributed articles in this area when compared to other countries. The most commonly used words are 'loyalty,' 'attraction,' and 'conceptual-model'. New developments in recruitment marketing have not been sufficiently studied and understood logically and concisely. This study utilized a conceptual framework to organize and analyze the field's various research streams and themes. These themes and subthemes have suggested research recommendations and crucial research areas. Research, Practical & Social implications: Authors recommend in-depth study for the future and identify the areas that need more exploration. The current study can help researchers and recruiters to analyze the upcoming recruiting trends and strategies. Originality/value: The study is found to be primary and original research that contributes to the bibliometric representation of recruitment marketing.

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Recruitment Marketing: Do We Understand What Generation Z Expects From Its Future Employers?

Cited by 4 publications

References 0 publications

Happiness at Work: Evidence of Young People’s Expectations from Lithuania

Happiness at Work: Evidence of Young People’s Expectations from Lithuania

Work and Espoused National Cultural Values of Generation Z in Austria

Recruitment Marketing - a Bibliometric analysis

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