Bachelor Thesis from the year 2019 in the subject Leadership and Human Resources - Recruiting, grade: 2,3, University of Applied Sciences Bielefeld, language: English, abstract: Digitization and automation in companies are changing the world of work significantly. This also affects recruiting processes. The aim of this paper is to question previous recruitment measures and to develop sensible recommendations for action for Recruiting 4.0 so that the demands of Generation Z can be incorporated. Demographic change poses major challenges for companies because the changes in recent decades have also led to a shift in generational values. With Generation Z, a new generation is entering the labor market. This generation has a clear idea of how its working world should be shaped. This generation's expectations of their future workplace are shaped by their observations of the older generations around them. However, their expectations contradict previous developments in the world of work. In addition, companies and Generation Z have conflicting visions of the future about how work should be shaped. Companies demand more flexibility, but Generation Z wants security, clear structures and sets limits. In order to convince Generation Z as an employer, future recruitment measures must be redesigned. Companies are forced to deal with Generation Z's expectations of the world of work and to further develop existing measures and strategies in HR work in order to win over the scarce talent.

Résumé
Bachelor Thesis from the year 2019 in the subject Leadership and Human Resource Management - Recruiting, grade: 2,3, University of Applied Sciences Bielefeld, language: English, abstract: Digitization and automation in companies are changing the world of work significantly. This also affects recruiting processes. The aim of this paper is to question previous recruitment measures and to develop sensible recommendations for action for Recruiting 4.0 so that the demands of Generation Z can be incorporated.Demographic change poses major challenges for companies because the changes in recent decades have also led to a shift in generational values. With Generation Z, a new generation is entering the labor market. This generation has a clear idea of how its working world should be shaped. This generation's expectations of their future workplace are shaped by their observations of the older generations around them.However, their expectations contradict previous developments in the world of work. In addition, companies and Generation Z have conflicting visions of the future about how work should be shaped. Companies demand more flexibility, but Generation Z wants security, clear structures and sets limits. In order to convince Generation Z as an employer, future recruitment measures must be redesigned. Companies are forced to deal with Generation Z's expectations of the world of work and to further develop existing measures and strategies in HR work in order to win over the scarce talent.