The Effect of Employer Branding and Digital Recruitment on Generation Z’s Job Application Intention: The Mediating Role of Candidate Experience

Abstract

Keywords

References

• Azzatillah, A., Nada, L., Rahmadina, D. S., Chairunnisa, C., & Savira, D. A. (2024). Technology acceptance model theory on intention to use e-recruitment. Jurnal Fokus Manajemen Bisnis, 14(2), 241–255. https://doi.org/10.12928/fokus.v14i2.11014.
• Banjarnahor, A. R. (2021). Technology acceptance model and theory of planned behavior: Mapping literature review. Golden Ratio of Mapping Idea and Literature Format, 1(2), 134–166. https://doi.org/10.52970/grmilf.v1i2.91.
• Choudhury, M. M. (2024). Signaling theory: An approach to organizational behavior research. Journal of Accounting, Business and Management (JABM), 31(2), 98–120.
• Diningrum, W., & Suratman, A. (2026). Pengaruh employer attractiveness dan e-recruitment terhadap minat melamar kerja dengan corporate reputation sebagai variabel mediasi pada mahasiswa tingkat akhir. Jurnal Manajemen Pendidikan dan Ilmu Sosial, 7(2), 1791–1809.
• Ekhsan, M., & Fitri, N. (2021). Pengaruh employer branding terhadap minat melamar pekerjaan dengan reputasi perusahaan sebagai variabel mediasi. Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA), 1(2), 97–107. https://doi.org/10.47709/jebma.v1i2.992.
• Fatah, A. (2026). Pengaruh employer branding, e-recruitment, dan corporate reputation terhadap minat melamar kerja pada mahasiswa generasi Z di Universitas Wijaya Kusuma. Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan, 7(2), 15. https://doi.org/10.53697/emak.v7i2.3740.
• Jones, D. A., Willness, C. R., & Heller, K. W. (2016). Illuminating the signals job seekers receive from an employer’s community involvement and environmental sustainability practices: Insights into why most job seekers are attracted, others are indifferent, and a few are repelled. Frontiers in Psychology, 7. https://doi.org/10.3389/fpsyg.2016.00426.
• Mandic, G. (2022). The impact of e-recruiting on the person-organization fit in the hiring process [Johannes Kepler University Linz]. https://epub.jku.at/download/pdf/7945904.pdf.
• Nikolaou, I. (2021). What is the role of technology in recruitment and selection? The Spanish Journal of Psychology, 24, e2. https://doi.org/10.1017/SJP.2021.6.
• Noviriani, A. W., & Wirakartakusumah, A. (2023). The effect of employer attractiveness, social media use and business sustainability on the intention to apply for a job to start-up companies. Keynesia: International Journal of Economy and Business, 2(2), 69–78. https://doi.org/10.55904/keynesia.v2i2.867.
• Nugroho, A., & Apidana, Y. H. (2023). Analisis technology acceptance model (TAM) pada aplikasi e-learning (Studi kasus pada mahasiswa Universitas Putra Bangsa). Journal of Digital Business and Management, 2(2), 64–72.
• Permatasari, E. P., & Ahsani, R. F. (2026). Analysis of the effect of e-recruitment, employer branding, and corporate reputation on the interest of generation Z in applying for jobs (Survey of fresh graduates in Surakarta City). 19(1).
• Pitaloka, R. T., & Moko, W. (2024). Pengaruh employer branding, social media, dan corporate reputation terhadap intention to apply job. Jurnal Kewirausahaan dan Inovasi, 2(4), 1173–1184. https://doi.org/10.21776/jki.2023.02.4.19.
• Pramudya, R. M. L. R., Setyorini, N., & Kurniawan, B. (2024). Pengaruh e-recruitment, kompensasi, lingkungan kerja dan reputasi perusahaan terhadap minat melamar kerja (Studi pada fresh graduate di Semarang). Jurnal Ilmiah Manajemen, Bisnis, dan Ekonomi Kreatif, 3(2), 67–80.
• Putra, R., & Agussalim, M. (2025). Peran employer branding dalam menarik talenta unggul di era revolusi industri 5.0. Jurnal Akademi Akuntansi Indonesia Padang, 5(1), 131–142. https://doi.org/10.31933/ty8a3d42.
• Rokhmah, P. N. A., & Wijayanto, A. (2025). Employer branding 4.0: Daya tarik dan retensi generasi Z di dunia kerja digital. Dalam Book Chapter Manajemen SDM Jilid 1 (Vol. 1).
• Sathyanarayana, S., Mohanasundaram, T., Shanthi, D., & Rajendra, P. (2024). The effectiveness of e-recruitment adoption: A TAM approach examining user perspectives. SDMIMD Journal of Management, 87–99. https://doi.org/10.18311/sdmimd/2024/41928.
• Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006.
• Sipahutar, M. A. (2025). A systematic literature review of candidate experiences in digital-driven green recruitment practices. 6(1).
• Sivertzen, A.-M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: Employer attractiveness and the use of social media. Journal of Product & Brand Management, 22(7), 473–483. https://doi.org/10.1108/JPBM-09-2013-0393.
• Suhardi. (2025). Pengaruh employer branding, media sosial dan e-recruitment terhadap minat melamar kerja generasi Z di kota Pontianak. JIMU: Jurnal Ilmiah Multi Disiplin, 03(04), 1046–1052.
• Suryana, A. I., & Rosnani, T. (2026). The influence of recruitment digitalization and candidate experience on job application interest in Indonesia. Economi: Journal Economic and Business, 5(1), 65–69.
• Vinayak, P. C., Khan, B. M., & Jain, M. C. (2017). Role of signalling theory in potential applicant attraction: An employer branding perspective. International Journal of Emerging Research in Management and Technology, 6(4), 230–233. https://doi.org/10.23956/ijermt/V7I3/0188.
• Wicaksono, S. R. (2022). Teori dasar technology acceptance model (1 ed.). CV Seribu Bintang.
• Zahrudini, N., & Afrianty, T. W. (2020). The impact of electronic recruitment towards employer branding through candidate experience (Survey on recent graduates of Business Administration, Faculty of Administrative Science, University of Brawijaya Batch 2013). Wacana, 23(1).
• Zhafira, H., & Ahmadi, M. A. (2024). Pengaruh digital e-recruitment dan human resource management terhadap kepuasan kerja karyawan baru. Jurnal Manuhara: Pusat Penelitian Ilmu Manajemen dan Bisnis, 3(1), 68–79. https://doi.org/10.61132/manuhara.v3i1.1465.

Author Biographies

• Ainiyah Aprelianingrum, Universitas 17 Agustus 1945 Surabaya

  Master of Management Study Program, Faculty of Economics and Business, Universitas 17 Agustus 1945 Surabaya, Surabaya City, East Java Province, Indonesia.

• Sagung Ayu Dwianjani Trisna Indraswari, Universitas 17 Agustus 1945 Surabaya

  Master of Management Study Program, Faculty of Economics and Business, Universitas 17 Agustus 1945 Surabaya, Surabaya City, East Java Province, Indonesia.

• Siti Mujanah, Universitas 17 Agustus 1945 Surabaya

  Master of Management Study Program, Faculty of Economics and Business, Universitas 17 Agustus 1945 Surabaya, Surabaya City, East Java Province, Indonesia.

• I Made Suparta, Universitas 17 Agustus 1945 Surabaya

  Master of Management Study Program, Faculty of Economics and Business, Universitas 17 Agustus 1945 Surabaya, Surabaya City, East Java Province, Indonesia.

License

Copyright (c) 2026 Ainiyah Aprelianingrum, Sagung Ayu Dwianjani Trisna Indraswari, Siti Mujanah, Made Suparta

This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

This is an open-access journal. All articles are distributed under the terms of the Creative Commons Attribution 4.0 International License (CC BY 4.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

Under this license, you are free to:

• Share: Copy and redistribute the material in any medium or format.
• Adapt: Remix, transform, and build upon the material for any purpose, even commercially.

Attribution Requirements:
You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.

Copyright and Retention:
Authors retain copyright without restrictions and grant this journal the right of first publication under an open-access model. The journal retains non-exclusive publishing rights for archiving, indexing, and scholarly dissemination.

Usage Statistics