<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2683-2690</journal-id>
<journal-title><![CDATA[The Anáhuac journal]]></journal-title>
<abbrev-journal-title><![CDATA[The Anáhuac j.]]></abbrev-journal-title>
<issn>2683-2690</issn>
<publisher>
<publisher-name><![CDATA[Universidad Anáhuac del Sur S.C., Facultad de Economía y Negocios]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2683-26902024000200205</article-id>
<article-id pub-id-type="doi">10.36105/theanahuacjour.2024v24n2.2218</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Employer Value Proposition Profile to Attract Generation Z Candidates to Companies in Mexico]]></article-title>
<article-title xml:lang="es"><![CDATA[Perfil de propuesta de valor del empleador para atraer candidatos de la generación Z a las empresas en México]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Colín Flores]]></surname>
<given-names><![CDATA[Carlos]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Madero Gómez]]></surname>
<given-names><![CDATA[Sergio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Colín Núñez]]></surname>
<given-names><![CDATA[Santiago]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Instituto Tecnológico y de Estudios Superiores de Monterrey  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Instituto Tecnológico y de Estudios Superiores de Monterrey  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Instituto Tecnológico y de Estudios Superiores de Monterrey  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<volume>24</volume>
<numero>2</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2683-26902024000200205&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2683-26902024000200205&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2683-26902024000200205&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract There is currently a reported shortage of talent in companies (Manpower Group, 2022), a situation that has put organizations on alert to get the best employees available in the labor market. One of the most commonly used methods to recruit young talent is the headhunting of university candidates. Graduating students are part of Generation Z-or centennial generation-; for this reason, companies should understand the attributes that are attractive to this generational group with the intention of having an adequate value proposition to encourage the recruitment of the best candidates. This study conducted research on a sample of 423 students in the last two semesters of undergraduate studies in business-related careers at two universities in Mexico City, one public and one private, both leaders in Mexico, according to QS (2024). As a result, a profile of the ten most valued attributes by centennial business students was found, which can be used to build an attractive value proposition to attract talented candidates from this generational group. Also, a detailed analysis is presented on the six attractive factors (which are integrated by 27 attributes) for the centennial generational group when evaluating an employer. This allows organizations to review their value proposition and thus improve candidates&#8217; perceptions of the employer&#8217;s brand.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen En la actualidad se reporta una escasez de talento en las empresas (Manpower Group, 2022), situación que ha puesto en alerta a las organizaciones para tratar de conseguir a los mejores colaboradores disponibles en el mercado laboral. Uno de los métodos más usado para reclutar talento joven es la captación de candidatos en las universidades. Los estudiantes que están egresando forman parte de la generación Z o centennial y, por tal motivo, es de interés de las empresas entender los atributos que son atractivos para este grupo generacional con la intención de contar con una propuesta de valor adecuada para fomentar la captación de los mejores candidatos. En este estudio se desarrolló una investigación en una muestra de 423 estudiantes de los últimos dos semestres de licenciatura en carreras afines a los negocios, en dos universidades en la Ciudad de México, una pública y otra privada, ambas líderes en México de acuerdo con QS (2024). Como resultado se encontró el perfil de los 10 atributos más valorados por los estudiantes de negocios centennials, con los que se puede construir una propuesta de valor atractiva para captar candidatos talentosos de este grupo generacional. Adicionalmente, se presenta un análisis detallado sobre los seis factores que resultan atractivos (integrados por 27 atributos) para el grupo generacional centennial cuando evalúan a un empleador, lo que ofrece a las organizaciones la oportunidad de revisar su propuesta de valor y, con ello, mejorar la percepción de los candidatos sobre la marca del empleador.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[employer brand]]></kwd>
<kwd lng="en"><![CDATA[Generation Z]]></kwd>
<kwd lng="en"><![CDATA[centennials]]></kwd>
<kwd lng="en"><![CDATA[talent acquisition]]></kwd>
<kwd lng="en"><![CDATA[J23]]></kwd>
<kwd lng="en"><![CDATA[M12]]></kwd>
<kwd lng="en"><![CDATA[M31]]></kwd>
<kwd lng="es"><![CDATA[marca del empleador]]></kwd>
<kwd lng="es"><![CDATA[generación Z]]></kwd>
<kwd lng="es"><![CDATA[centennials]]></kwd>
<kwd lng="es"><![CDATA[captación de talento]]></kwd>
<kwd lng="es"><![CDATA[J23]]></kwd>
<kwd lng="es"><![CDATA[M12]]></kwd>
<kwd lng="es"><![CDATA[M31]]></kwd>
</kwd-group>
</article-meta>
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