In this thesis the author gives a guideline for the recruitment process of the Genera-tion Y. This work is primarily aimed at HR manager who are the first ones to be confronted with recruiting the Generation Y.The second chapter deals with the different generations and their different ways of working, as well as with the specific characteristics of each generation.In the third chapter the turnaround in the labor market and demographic changes are highlighted. Because of globalization and the sharp decline in birth rate, it will get increasingly difficult for companies in the future to get well-trained professionals.Based on the above mentioned, the fourth chapter describes the importance of Employer Branding and the implementation of it into the company. It is above all the values and the environment as well as the possibility of each employee to play an important part in the company that play a crucial factor. These companies are now faced with a new business environment.The fifth chapter deals with the subject of talent management, and describes how a company can emerge victoriously in the war for talent.The sixth chapter describes the contribution of the Web 2.0 and the social media to attract the Generation Y. Based on the presentation of Web 2.0 and social media different platforms and recruitment channels are presented.The seventh chapter introduces the new challenges the recruiter 2.0 has to face. Not only did the labor market change, also the image and role of the recruiter has modified.The eighth chapter deals with the implementing of a recruitment process and gives different recommendation of how to write job descriptions and how to deal with the onboarding process.The thesis is concluded with the ninth chapter, which deals with the measurement and the effectiveness of personnel recruiting. Observing and optimizing through periodic performance measurement in the context of personnel controlling.