İnsan Kaynakları Gözünden Y ve Z Kuşaklarının İşe Alım Süreçlerinin Değerlendirilmesi

The aim of this study is to evaluate the recruitment processes of Generations Y and Z from the perspective of human resources professionals and to examine the attitudes, expectations, and differences related to these generations within the context of recruitment processes. In today’s business world, the expectations, behavioral characteristics, and work values of different generations vary significantly; therefore, this situation necessitates a reconsideration of recruitment processes. The study was conducted using a qualitative research method, and the data obtained from in-depth interviews with human resources professionals were analyzed. The findings indicate that the attitudes and expectations of Generations Y and Z differ in terms of their expectations for flexible working conditions, need for rapid feedback, importance attributed to work–life balance, and their relationship with technology. In addition, it has been determined that these generations exhibit different tendencies regarding organizational adaptation, commitment, and career expectations. As a result of the study, it has been revealed that human resources professionals need to take generational differences into account in recruitment processes. In this context, it has been determined that conducting recruitment processes with a more flexible, candidate-oriented, and unbiased approach is of significant importance. Furthermore, considering generation-specific expectations and tendencies is considered important in terms of establishing healthier communication with candidates and strengthening mutual understanding.