Objectives:
In response to the escalating global talent shortage, companies are increasingly exploring novel strategies to attract and retain valuable employees. Generation Z, the youngest cohort of potential candidates, requires distinct recruitment strategies due to their unique motivations and attitudes toward work compared to older generations. This study aimed to evaluate the role of Green Intellectual Capital (GIC) in attracting Generation Z candidates.

Material and methods:
The empirical research was conducted using a diagnostic survey method. The research tool was a custom-designed questionnaire made available to respondents via Google Forms. The study included 185 Generation Z students from the University of Siedlce. The obtained data were analyzed comparatively, taking into account the respondents' form of study.

Results:
The results obtained that green employer branding (EB) is important to the young generation. It was found that individual components of Green Intellectual Capital (GIC) can encourage Generation Z representatives to apply for jobs. This is an interesting finding from both an academic and professional perspective. Identifying these elements of employer attractiveness is crucial for organizations to attract and retain talented employees.

Conclusions:
The study shows that GIC has the potential to improve recruitment efficiency, which is especially important in the context of a skilled labor shortage. This research contributes valuable insights to the ongoing discussion on talent attraction. It provides new information about the expectations of Generation Z, which will soon constitute a significant portion of the workforce. It helps understand how the youngest generation of employees perceives organizations. As a result, the findings can be useful for management in designing actions aimed at improving EB.