This study critically examines GHRM practices to propose how a Swiss financial institution can incorporate ecological sustainability into its recruitment and promotion processes. Furthermore, it explores the perspectives of Millennials and Gen Z job applicants on Green Recruitment Practices (GRP) and whether GRP impacts candidates' job preferences. Therefore, this thesis examines the effectiveness of GRP and Green Promotion Practices (GPP) and provides practical guidance to organizations.

After a literature review, a quantitative research study was conducted. The first survey captured 225 responses from job seekers and employees, predominantly from Millennial and Gen Z demographics. A second survey engaged 10 human resource (HR) professionals, primarily from the financial sector, providing insights into the industry's adoption of GHRM practices. Finally, a comprehensive evaluation was performed on the financial institution's existing Green Recruitment Practices to suggest practical recommendations for effective adoption.

This study revealed that, while nearly one-third of respondents consider an organization’s ecological efforts in their job search, there is only a moderate positive correlation between the implementation of GRP and the attraction of Millennial and Gen Z candidates. Although 38% of respondents showed a preference for companies practicing GRP, over two-thirds still viewed these practices as non-decisive when choosing between similar job offers. These findings challenge the common belief that younger job seekers prioritize organizational sustainability in their employment decisions. The gap between the adoption of GRP & its influence on job selection suggests that, while sustainability is important, other factors may play a more significant role in final employment choices. However, the study suggests that increasing the transparency & visibility of sustainability initiatives during the recruitment process could better align corporate values with the expectations of younger job seekers. Therefore, clearly communicating the organization’s commitment to sustainability in job postings or during HR interviews may help attract top talent and mitigate the risks associated with greenwashing.