This chapter addresses the question of whether, and to what extent, different generations differ in their perception of factors that make an employer attractive. Using statistical moderation analyses, it is examined whether the relevance of individual attractiveness features — such as work tasks, job security, or corporate culture — varies depending on whether one belongs to Generation Z, Y, X, or the Baby Boomers. Demographic characteristics such as gender and children in the household are also included as control variables to rule out potential spurious effects. The results are presented in detail and evaluated with regard to their practical significance for human resource management.