<p dir="ltr">With the accelerating pace of Baby Boomer retirements from the workforce, agricultural companies need to understand how to recruit and retain the upcoming generation of workers. The generation currently entering the workforce has been labeled Generation Z. The purpose of this study was to describe workplace attractiveness factors for FFA members belonging to Generation Z. Research questions were: 1) What factors of employer attractiveness is considered important to FFA Alumni belonging to Gen. Z and 2) What is the relationship between the respondents’ demographics and the factors/values of employer attractiveness?</p><p dir="ltr">The population for this study were past FFA members between the ages of 18 and 25 who were a part of one of three groups: American Degree recipients, FFA Alumni, or Forever Blue Network. This study was conducted in the spring of 2023 using Qualtrics. Conclusions from this study include agricultural employers must incorporate the five workplace attractiveness values into their organizational culture, policies, and practices; Generation Z employees who are unwilling to move for the job are less likely to be willing to meet company expectations beyond a typical work week; and Generation Z employees with a BS degree value a supportive company.</p><p dir="ltr">Agricultural employers can use the findings from this study to tailor their recruitment strategies and the findings can also guide School-Based Agricultural Education in its preparation of students for agricultural careers while ensuring the industry's continual growth and relevance by aligning education, career pathways, and employer engagement with the preferences of Generation Z.</p>

Insurance companies provide financial protection to the general population, but their workforce challenges may destabilize the companies to the point of financial distress. Senior insurance company leaders lack effective strategies to recruit skilled professionals. With contingency theory and resource-based view theory as the framework, the focus in this multicase study was the exploration of the recruiting strategies of human resources (HR) managers in New York City area insurance companies. Four insurance company HR managers were recruited via a purposeful and snowball sampling method for semistructured interviews. These interviews were analyzed through a reflective interpretation process, which was guided by the van Manen method. Additional data were gathered through document analysis of the managers' companies' job postings. Participants reviewed the transcription of the interview by member checking and verifying the commonly identified patterns. The findings included themes such as applying strategy vs. tactics to job postings, building the pipeline before the need arises, and target marketing for the multigenerational workforce. By implementing executive support for strategic management of the recruitment process, insurance companies can overcome the barriers to recruiting qualified candidates. The findings from this study may influence social change by reducing the literature gap, enhancing the learning amongst companies in the insurance industry, and creating jobs in local communities.