Ling, F Y Y and Lew, E J Y (2026) Strategies to recruit and retain generation z in the built environment sector. Engineering, Construction and Architectural Management, 33(1), pp. 713-731. ISSN 0969-9988
Abstract
Purpose – Generation Z built environment (BE) undergraduates and graduates (Zoomers) are the latest cohort entering the job market. Existing research has yet to comprehensively explore approaches for attracting and engaging Zoomer employees within the BE sector. This study aims to identify effective strategies for recruiting and retaining Zoomers in the BE sector. Design/methodology/approach – A mixed-methods research design comprising survey and interviews with Zoomers was employed. Data were collected from Zoomers via an online survey using a structured questionnaire and interviews. Findings – The first finding, job flexibility, is the most important job motivator. Zoomers seek hybrid work arrangements, and a mix of fieldwork and desk bound work. The second finding, "earned media" (and not "owned media"), is an important way to attract Zoomers. As savvy digital natives, Zoomers rely on reviews about the organization posted on independent online platforms or employees' own social media accounts. The third finding is the diminishing role of family in Zoomers' decision-making about their careers. Research limitations/implications – The findings are limited to Zoomers' views about recruitment and retention within the BE sector. Practical implications – Recommendations are offered to organizations on strategic job redesign and increasing "earned media" to attract Zoomers. Originality/value – The findings contribute to understanding Zoomers' approach to recruitment and retention based on Herzberg's motivation-hygiene theory. Herzberg's hygiene factors, which are essential benefits such as salary and career progression, remain important. The novel finding is the discovery of specific human resource (HR) practices that Zoomers consider to be hygiene factors, whereas older generations view them as "good-to-have" motivators. This underscores the intergenerational divergence in attitudes towards recruitment and retention in the BE sector.
| Item Type: | Article |
|---|---|
| Uncontrolled Keywords: | built environment; generation z; herzberg's two-factor theory; human resource management; recruitment; retention |
| Index terms: | research design, retention, platform, recruitment, redesign, built environment, media, motivator, social media, undergraduate, survey, motivation, human resource management, strategy, interview, questionnaire, methodology, decision-making, career, human resource |
| Subjects: | research methods, digital design, psychology, curriculum development, sociology, decision analysis, infrastructure and transport systems, management, professional development, technology adoption, research design and methodology, data collection methods, design methods |
| Topics: | Risk Management, Education, Business Strategy, Research Practice, Information Management, Design Practice, Urban Studies, Digital Applications, Human Resources |
| Descriptive scope: | 5 PCTEA |
N.B. Descriptive scope is a count of how many of the five facets of empirical research are indicated by the words used in title, abstract and keywords. It is not intended as a judgement on the research; merely a count of the kind of word we would expect to indicate Phenomenon, Concepts, Theoretical framing, Empirical techniques, Analytical techniques. If all five are present, then a code of “5 PCTEA” will indicate this. If you feel the coding for this record is questionable, we welcome discussion around the terms we matched or the way we categorized them. The facet you would expect may not be coded, or a facet may be coded inappropriately. This can also bear on a larger question, of which facets should be treated as defining in construction management research. Please get in touch, and we will look at it. More details here