Recruiting 4.0. The change in recruitment based on the expectations of Generation Z

Table of Contents

1 Introduction

1.1 Problem statement

1.2 Objective

1.3 Structure of the paper

2 Change in the world of work

2.1 First and Second Industrial Revolutions

2.2 Digital Revolution – Working World 4.0

2.3 Demographic change

2.3.1 Historical development

2.3.2 Shortage of skilled workers – the "War of Talent"

3 The transformation of recruitment

3.1 Recruitment

3.1.1 Classic recruitment

3.1.2 Limits of classic recruitment

3.2 Personnel marketing and employer branding

3.3 E-Recruiting in the Age of Digitalization

3.3.1 Opportunities of e-Recruiting

3.3.2 Limits of e-Recruiting

4 Changing values from Generation X to Generation Z

4.1 The generational concept

4.2 Characteristics: Generation X – "Digital Immigrants"

4.2.1 Characteristics, defining events and values

4.2.2 Requirements for the world of work

4.3 Characteristics: Generation Y – "Digital Natives"

4.3.1 Characteristics, defining events and values

4.3.2 Requirements for the world of work

4.4 Characteristics: Generation Z – "Digital Natives 2.0"

4.4.1 Characteristics, defining events and values

4.4.2 Requirements for the world of work

5 Challenges for Recruiting 4.0

5.1 Analysis of the current situation

5.2 Determination of target group-oriented requirements

5.2.1 Current studies in recruiting

5.2.2 Social Media / Social Networks

5.2.3 Artificial Intelligence / Chatbots

5.2.4 Mobile Recruiting: Application via app / one-click application

5.2.5 Employer Review Portals

5.3 Development of new strategies

6 Critical consideration and conclusion

Objectives and Research Themes

This thesis examines the fundamental transformation of recruitment processes in the face of digital change and shifting generational values. The central objective is to analyze how companies must adapt their HR strategies to effectively attract and retain Generation Z, given their specific requirements for security, structure, and a clear separation between professional and private life.

• Evolution of the world of work from the Industrial Revolution to Industry 4.0.
• Generational shift in values from Generation X to Generation Z.
• Challenges posed by demographic change and the "War for Talent".
• Strategic development of employer branding and target group-oriented recruiting measures.
• Evaluation of digital instruments such as social media, AI, and mobile recruiting applications.

Excerpt from the Book

Summary of Chapters

1 Introduction: Introduces the impact of digitalization and demographic change on the modern working environment, establishing the research problem and objectives.

2 Change in the world of work: Provides a historical overview of industrial revolutions and the digital transformation, including demographic developments and the shortage of skilled labor.

3 The transformation of recruitment: Explores the shift from traditional to digital recruitment methods, highlighting the importance of employer branding and personnel marketing.

4 Changing values from Generation X to Generation Z: Analyzes the psychological and behavioral differences between generations, focusing on the specific expectations of Generation Z.

5 Challenges for Recruiting 4.0: Examines practical implementation strategies for modern recruiting, covering AI, mobile apps, and social media approaches.

6 Critical consideration and conclusion: Summarizes the findings and discusses the necessity for companies to adapt recruitment strategies to the unique needs of Generation Z.

Keywords

Recruiting 4.0, Generation Z, Employer Branding, Digitalization, Demographic Change, War for Talent, Personnel Marketing, Artificial Intelligence, E-Recruiting, Human Resource Management, Work-Life Blending, Mobile Recruiting, Employee Retention, Digital Natives, Strategic Recruitment

Frequently Asked Questions

What is the fundamental focus of this thesis?

The thesis investigates how companies must redesign their recruitment strategies to meet the changing expectations of Generation Z in the era of digitalization and demographic change.

What are the primary thematic fields covered?

The work covers the evolution of the world of work, the transformation of recruitment processes, generational value shifts, and specific strategies for modern HR management.

What is the primary objective of the research?

The goal is to provide actionable recommendations for Recruiting 4.0 that help companies secure the necessary talent despite an aging workforce and the specific demands of younger generations.

Which scientific methods are utilized?

The research relies on an analysis of current studies, literature reviews on generational management, and evaluation of existing recruiting instruments within the context of digital transformation.

What does the main body of the work address?

The main body evaluates the shift from classic to e-recruiting, explores the unique characteristics of Generations X, Y, and Z, and examines innovative recruiting technologies.

Which keywords best characterize this work?

Key terms include Recruiting 4.0, Generation Z, Employer Branding, Digitalization, and the War for Talent.

Why does Generation Z reject typical business networks?

The text suggests that Generation Z perceives some established business networks as dubious due to privacy concerns and a desire for a strict separation of professional and private life.

What role do employer review portals play for Generation Z?

These portals provide transparency and allow candidates to check the credibility of an employer's image against the actual experiences reported by employees.

How does AI influence the recruitment process according to the research?

AI offers potential for time and cost savings in applicant pre-selection, though it requires further development to achieve high accuracy and objective evaluation of atypical CVs.