<![CDATA[This study examines the recruitment process for Generation Z fresh graduates in Indonesia, focusing on the skill mismatch constraints employers face, how organizations determine specific qualifications for entry-level positions, and the implications of these dynamics for quality of hire. Using a qualitative approach with a literature review method, this study synthesizes findings from national and international peer-reviewed journals published between 2017 and 2025 concerning skill mismatch, Generation Z work readiness, soft-skill and hard-skill gaps, and quality-of-hire measurement in Indonesian and global labor markets. The review shows that recruitment of Gen Z fresh graduates is constrained by a persistent gap between the technical competencies taught in higher education and the soft skills demanded by employers, particularly communication, adaptability, and self-management. Organizations increasingly define essential and desirable qualifications through structured job analysis, yet many still rely on rigid and unrealistic requirements that widen the mismatch. These constraints translate into slower time-to-productivity, higher early turnover, and lower managerial satisfaction, three core dimensions of quality of hire. The study recommends that organizations adopt skills-first recruitment supported by people analytics and closer industry-university collaboration to narrow the skill mismatch and improve quality of hire.]]>
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