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    Characteristics and recruitment strategy of generation Z in industry trades: an example of the welder profession
    (İstanbul Gedik Üniversitesi, 2023) Sanogo, Farouck Oumar; Kesik, Ahmet; Sipahi Döngül, Esra
    Generation Y and Z may show different tendencies in the job market and prefer different management approaches. Generation Z can enter the language of economic actors with or without anxiety. It seems that more and more articles are being published on the web about the new generation, which is defined as "Z", "C" (for Communication, Collaboration, Connection and Creativity) or "digital immigrants", according to sociologists, corresponds to the population born since 1995. Generation Z have different aspirations from their elders Millennials or Generation Y, want to be entrepreneurial, pragmatic, community, and digital natives. They desire personal and professional fulfillment through a desire to live in project mode. At the same time, the environment of industrial professions is undergoing a profound and continuous change with technological innovations, especially in the welding sector. The emergence of new professions, more liberal and adapting to these young people, is distancing them from industrial occupations. Since labor shortages are quite common, an aging workforce and a lack of new talent can create challenges in supplying a qualified workforce. Because labor shortages can affect companies' growth and productivity goals, workforce planning is important to deal with such challenges. Although this issue is current, this phenomenon has been increasing at dizzying rates for several years. It is essential that employers mobilize large-scale tools to counter this reality. Indeed, Generation Z teens are currently conducting their first hire interview. Recruitment channels are proliferating, the uberization of recruitment is emerging, and candidates are offered a great diversity in terms of recruitment methods. The evolution of expectations and behaviors requires professionals to adapt internally to integrate the arrival of this new generation of young people. Therefore, the recruitment process should be rethought by companies and those engaged in the welding sector, taking into account the attractiveness of the profession of the sector. On the other hand, changing labor dynamics can be a matter of concern not only for employers, but also for professionals in the trade. Changes in the job market mean that trade professionals may face new challenges in terms of their skills, know-how and competitive advantages. What are the solutions to attract young people and become an attractive employer? Since Generation Z is a natural product of the digital age, communication preferences may be different from other generations. Hiring new generations in the future to meet the needs of the profession requires getting to know Generation Z and deciphering their expectations and ways of working. This thesis aims to propose a change in recruitment methods to professionals in the industrial sector, mainly in the welding profession, or, if necessary, to human resources departments. In this thesis, "Personal Information Survey, Business Research Information Survey and Business Attraction Center Information Survey" were used. Survey analysis was carried out on the questionnaire forms filled out by 152 volunteer participants, most of whom were university and graduate students. The analyzes were analyzed with SPSS 21.0 program and studied at 95% confidence level. In the analyzes, the frequency and percentage values of the categorical variables were determined. The relationship between university, gender and age and categorical variables was analyzed by Chi-square test. The results obtained by the analysis of the data were interpreted by comparing them with the findings obtained by the literature review. When choosing a company for a job or internship application, there is a significant relationship between paying attention to the expectations criterion and the university where the university is studied. When choosing a company for a job or internship application, there is a significant relationship between paying attention to the criteria of difficulties and the university where the student is studied. There is a significant relationship between the university visited and the choice of field of education. There is a meaningful relationship between the university attended and what is important in the workplace or in a job. There is a meaningful relationship between thinking about the knowledge needed before choosing to engage in commerce and the university attended. There is a significant relationship between age and job or internship search status. As the age increases, the tendency to look for a job or do an internship also increases. There is a significant relationship between age and knowledge of resource trade. As the age increases, the level of knowledge also increases. To go further within this framework, this also proposes to the authorities' different tools and arguments aimed at responding to the inadequacies of attractiveness faced by the welding profession. Thus, it is hoped that the proposed solutions will meet the expectations of Generation Z, who are eager to satisfy their desires every day. Although studies of Generation Z's communication preferences and habits provide a general understanding, every individual may be different, and generalizations may not always apply. Everyone's communication preferences can vary depending on factors such as personality, experiences, and cultural differences. In conclusion, although this thesis is by no means an in-depth organizational diagnosis, it does represent an analytical support for companies and SMEs that enables them to take the necessary measures to counter today's reality.