The current workforce faces the biggest generational diversity ever. The newest generation –Generation Z is gaining strength and occupies a significant proportion of the labor pool. It is inevitable to provide space for studying factors influencing this cohort in academia otherwise students will lack current knowledge from their study fields. This study focused on university graduates belonging by age among the generational cohort of Generation Z, and their interaction with talent managers during recruitment. Specifically, I intended to answer, “How is a perception of university graduates constructed by talent managers in the recruitment phase?”. Data was collected through interviews and a focus group to answer the question. The Person-Organization Fit Theory (P-O Fit) was chosen as the theoretical framework for this study. Two supporting theories – Social Cognitive Theory and Signaling Theory were included to provide robustness and depth of the findings. Based on the theoretical framework and the literature review, three guiding propositions were formulated. The key findings are summarized under the guiding propositions and discussed throughout the theoretical framework. The findings denote that the perceptions are constructed by observing, interpreting signals, and adopting characteristics of Gen Z from literature. Significant differences exist between constructing perceptions of university graduates as objective, subjective, or perceived fit. For further research, it is recommended to investigate how perceptions are constructed from the viewpoint of university graduates and collect data suitable for studying the fit from the other perspective.