Attracting Generation Z talent has become harder for employers in many
sectors. This study examines which employer attributes most influence
undergraduate students' decision to apply for a job, focusing on four that are
commonly proposed in the talent attraction literature: corporate social
responsibility, employer brand, employee benefits, and career development. The
framework draws on Social Cognitive Career Theory and Signalling Theory. The
analysis extends an Indonesian-context model to an internationally diverse sample
of business undergraduates at SolBridge International School of Business in South
Korea. Data from sixty respondents were analysed using multiple linear
regression in IBM SPSS Statistics, after validity, reliability, and classical-
assumption testing. Career development was the strongest predictor of intention to
apply. Employee benefits also had a significant positive effect. Corporate social
responsibility and employer brand, while both included in the model, did not show
a significant influence once the other two attributes were accounted for. The four
predictors together explained about two-thirds of the variance in intention to apply.
For employers competing for internationally educated Generation Z talent, the
results suggest that concrete career paths and clear benefit packages do more to
drive applications than broad value statements about social responsibility or brand
identity. Recruitment communication should reflect that focus.