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This study aims to analyze the influence of social media use, technology utilization, and e-recruitment on the interest of Generation Z in career opportunities in applying for jobs. Gen Z has a high reliance on technology and social media, which has an impact on the way they search for and apply for jobs. The method used in this study is a quantitative method. The data source in this study uses primary data. The data collection technique uses a google form questionnaire. The population in this study is active students who take their TA thesis. Even 2023/2024 at the Faculty of Economics and Business, Prof. Moestopo University (Religious). The sample in this study is 30 people. The sampling method is random sampling. The data analysis in this study uses multiple linear regression using validity test, reliability test, classical assumption test and t-hypothesis test and determination coefficient test. The results of the study show that the use of social media, the use of technology, and e-recruitment have a positive influence on Generation Z's interest in career opportunities in applying for jobs. Social media plays a role in disseminating vacancy information widely. Generation Z relies heavily on social media as a source of information and a means to explore career opportunities. Technology, such as online job search platforms, social media, and digital communication tools, provides easy access and quick information, thereby increasing their interest in finding and applying for jobs. Generation Z tends to be more interested in the recruitment process that is carried out online compared to conventional methods.

The aim of this study is to find out what factors can increase employer branding and job pursuit intentions from one of the banks in Indonesia. The data in this study were distributed to 114 respondents and evaluated using the PLS-SEM analysis technique. This study found no effect between product brand and job pursuit intention, but this effect changed when using employer branding. Meanwhile, the corporate brand was found to affect job pursuit intention either through employer branding or not. This study proposes developing a model by incorporating TPB theory into the previous framework. The findings of this study reveal that individual control can determine job pursuit intention. We make several contributions, such as (1.) Re-examining the inconsistency of findings from previous studies; (2.) Development of the initial research framework by adding individual control factors (subjective norms and perceived behavioral control), which we adapted from the TPB theory; (3.) We map out how the three communication channel functions (HR Internal Communication, Corporate Communication, and Marketing Communication) can collaborate for the company to get employees with high skills to continue to innovate and become the best workplace. For this reason, this research will provide practical and academic contributions that can be used as a reference for Bank management and further research.