Abstract

As the new generation, Gen Z, graduates and moves into the workforce - employers must adapt their recruitment practices to acquire top talent. To adapt, employers must understand their target audience’s job-seeker and organizational characteristics and address these attributes in recruitment marketing job descriptions to elicit person-organization fit, ultimately, garnering top talent to apply to their organization. Using Deloitte’s Gen Z studies as a basis for personenvironment fit, this MRP seeks to be an extension of their studies to see if employers are, in fact, utilizing the specific content in their job descriptions with the primary research question: Do employers’ online recruitment marketing communications rhetorically address personorganization (P-O) fit characteristics to attract the new generation Z, workforce?

Highlights

  • 92% of human resources (HR) professionals believe that emotional and social skills are increasingly important – an area Generation Z (Gen Z)’s struggle with the most (Deloitte, 2017, p. 4; Kick, Contacos-Sawyer & Thomas, 2015)

  • Through a quantitative frequency count of P-O terminology, this MP questions whether employers are addressing the needs of Gen Z's in their recruitment marketing communications to draw in talent

  • After applying the deductive coding structure, within the fifty job descriptions, the quantitative frequencies demonstrate that person-organizational characteristics are present in employers’ online recruitment communications

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Summary

Introduction

Author’s Declaration for Electronic Submission of a Major Research Paper I hereby declare that I am the sole author of this MRP. I authorize Ryerson University to lend this MRP to other institutions or individuals for the purpose of scholarly research. I further authorize Ryerson University to reproduce this MRP by photocopying or by other means, in total or in part, at the request of other institutions or individuals for the purpose of scholarly research. Using Deloitte’s Gen Z studies as a basis for personenvironment fit, this MRP seeks to be an extension of their studies to see if employers are, utilizing the specific content in their job descriptions with the primary research question: Do employers’ online recruitment marketing communications rhetorically address personorganization (P-O) fit characteristics to attract the new generation Z, workforce?

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