相較於過去世代而言，千禧世代在想法與行為上有其獨特之處，如何吸引此世代求職者之應聘意願儼然成為現今企業求才之重要議題。回顧過往招募甄選研究多從企業角度之選才策略與人才辨識角度出發，鮮少由求職者之心理需求角度進行探究，準此，本研究根據社會認同理論與資源保存理論，以102位大四應屆畢業生為受試對象，透過實驗設計方式針對不同求職者可能關切之心理需求進行招聘資訊之情境設計，試圖檢視不同身份認同基準與企業資源對於千禧世代求職意願之可能影響。研究結果顯示，身份認同基準與企業資源規模對千禧世代求職意願具有重要影響效果，若千禧求職者可感受之未來可獲得資源越豐富，其求職意願也越高，否則求職者將僅能依據可反映其身份認同基準高低之求職資訊進行求職決策選擇。

The thinking and behavior of millennials are different from those of previous generations. Attracting the willingness of millennial job seekers has become a crucial topic in today's corporate recruitment. Most of the previous researches started from the perspective of the supply side, but this research believes that the demand side of applicants should be explored. To understand how identity awareness and enterprise resources affect the job seeker willingness of millennials, this research draws on social identity theory and resource conservation theory, using two companies of different sizes and their basic images as well as the applicant's external and internal motivations as the basis for the experimental design. The object of this research are senior graduates, using experimental situation and collecting questionnaires to analyze, and a total of 102 valid questionnaires were collected. The results of this study find that, if employers provide more comprehensive corporate resources, identity awareness is indeed no longer a factor that interferes with the job hunting of millennials. It is verified that small-scale enterprises can still use good corporate resources to attract them, and large-scale companies should also continue to maintain a good working environment and human resources to strive for opportunities to recruit talents.