Z世代在當今時代開啟了職場偏好之新規範。學者們刻苦鑽研組織品質、工作機會以及招募流程如何相互影響應徵情況。然而，有些研究已經探索過徵才公告的這些特徵是否基於公司吸引力之影響，從而促進求職。身為一名未來招募人員，本人該如何確保應徵者之期望與我方所提供能相符。吸引合適加入公司，帶來人資動力以及創新能力，以規劃長期策略並確保組織績效。我相信擁有一個優秀的員工團隊至關重要，也是公司最寶貴的資產。缺乏了它，企業無法保持競爭優勢。吸引潛在應徵者之初步階段對於這一目標極為重要。應徵者於招募過程的最初步驟評估就業相關訊息，而公司則管理其僱主品牌，以說服合適求職者加入公司候選資料庫。在此背景下，我認為招募廣告與導致應徵的公司吸引力之間存在相關性。因此，本文將研究求職者對職缺盼望之因素，以及徵才公告中的詳情如何影響其應徵與求職。
關鍵字：Z世代、徵才公文、職缺、應徵、求職、公司吸引力

Generation Z has opened a new norm in terms of workplace preferences in the current era. Scholars work tirelessly to investigate how organizational qualities, job opportunities, and recruitment processes mutually produce job applications. However, few studies have researched if these characteristics of recruitment posts are based upon the influence of the organization's attraction, and therefore promote job pursuit. As a potential recruiter, I wonder how to ensure applicants’ expectations match what we can offer. Attracting suitable applicants to the organization brings positive human resources and innovative capabilities to plan a long-term strategy and secure organization performance. I believe that it’s vital to have a good workforce. This is the organization's most precious asset. Without it, a business can’t have a competitive edge. The early stage of enticing potential applicants is critical for this goal. Individuals evaluate employment-relevant information during the initial steps of the recruiting process, while firms manage their employer brand to convince appropriate job seekers to join an organization's candidate pool. Against this background, I argue that there is a correlation between job advertisement and organization attractiveness leading to application. Thus, I will research what elements in the job vacancy job seekers expect to see and how the details in job posts influence their job application and job pursuit.
Keywords: Generation Z, recruitment posts, job vacancy, job application, job pursuit, organization attraction

Thesis Approval Sheeti
Acknowledgementii
Abstract (Mandarin)iii
Abstract (English)iv
List of figuresvii
List of tablesvii
Introduction1
1. Literature review3
1.1. Signalling Theory3
1.2. Person-Organization Fit (PO)5
1.3. The Elaboration Likelihood Model (ELM)6
2. Methodology9
2.1. Method of data collection9
2.1.1 In-depth Interviews9
2.1.2 Ethnographic observation15
2.2. Method of analyzing16
2.3. Research Participants17
2.3.1 Basic information of participants17
2.3.2 Hochiminh University of Economics18
2.3.3 National Sun Yat-sen University19
2.4. Framework21
3. Generation Zers (Vietnam vs Taiwan)22
3.1. Generation Zers in Vietnam22
3.2. Generation Zers in Taiwan24
4. Empirical results26
4.1. Key elements in Job advertisement26
4.1.1 Economic value (EV)26
4.1.2 Development and Training value (DV)35
4.1.3 Social and interest value (SV)41
4.1.4 Application value (AV)51
4.2. Influence of Job ad on intention to apply57
4.2.1 Influence of key values in Job ad on intention to apply58
4.2.2 Influence of details in Job ad on intention to apply60
5. Conclusion63
References65
Appendix68

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