{"id":2392,"date":"2026-10-08T12:30:14","date_gmt":"2026-10-08T12:30:14","guid":{"rendered":"https:\/\/www.hrspot.co.in\/blog\/?p=2392"},"modified":"2026-10-08T12:30:16","modified_gmt":"2026-10-08T12:30:16","slug":"how-to-attract-gen-z-talent","status":"publish","type":"post","link":"https:\/\/www.hrspot.co.in\/blog\/how-to-attract-gen-z-talent\/","title":{"rendered":"How to Attract and Retain Gen Z Talent: What HR Must Change"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Every generation arrives at work with its own expectations. Baby Boomers wanted job security. Gen X wanted work-life balance and a clear ladder. Gen Z, born between 1997 and 2012, wants something harder for employers to fake: proof that the work means something, a manager who gives feedback more than once a year, and the flexibility to have a life outside the job.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The numbers from India are striking. In Deloitte&#8217;s <a href=\"https:\/\/www.deloitte.com\/in\/en\/issues\/work\/genz-millenial-survey-india-2026.html\" target=\"_blank\" rel=\"noopener\">2026 Gen Z and Millennial Survey<\/a>, 99% of Indian Gen Z respondents said a sense of purpose matters to their job satisfaction, and 48% had already turned down an employer over a conflict with their personal beliefs. Nearly half your shortlist, in other words, is screening you as hard as you are screening them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This article covers what Gen Z actually wants from work, how they differ from Millennials, and the specific changes HR teams need to make to attract and keep them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Key takeaways<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Purpose is close to universal for Indian Gen Z, and nearly half have rejected an employer over values.<\/li>\n\n\n\n<li>Authenticity beats polish: Gen Z checks whether a company does what its careers page claims.<\/li>\n\n\n\n<li>Annual appraisals don&#8217;t work for this cohort. Continuous feedback does.<\/li>\n\n\n\n<li>AI is already part of how they work and learn, and they expect their employer to keep up.<\/li>\n\n\n\n<li>Visible career pathways and real responsibility are the strongest retention levers.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"who-is-gen-z\" class=\"wp-block-heading\" style=\"font-size:27px\">Who Is Gen Z in the Workplace?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/en.wikipedia.org\/wiki\/Generation_Z\" target=\"_blank\" rel=\"noopener\">Generation Z<\/a> covers those born roughly between 1997 and 2012. The oldest are now in their late twenties and moving into team lead roles; the youngest are still in college. They are the first cohort who have never known a world without the internet, smartphones and social media, and that shapes how they communicate, learn and judge employers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For HR teams in India, this group is now the default fresher hire. Any organisation recruiting at entry level is already building its Gen Z strategy, whether deliberately or by accident.<\/p>\n\n\n\n<h2 id=\"gen-z-vs-millennials\" class=\"wp-block-heading\" style=\"font-size:22px\">Gen Z vs Millennials: What Actually Differs<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Both generations grew up around technology, so they are often treated as one group. They aren&#8217;t.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th><\/th><th>Millennials (1981\u20131996)<\/th><th>Gen Z (1997\u20132012)<\/th><\/tr><\/thead><tbody><tr><td>Technology<\/td><td>Adopted the internet and social media as they grew up<\/td><td>Never knew a world without them<\/td><\/tr><tr><td>Communication<\/td><td>Detailed email, scheduled calls, in-person discussion<\/td><td>Short, visual, direct: chat, voice notes, screen recordings<\/td><\/tr><tr><td>Platforms<\/td><td>Facebook, LinkedIn, long-form<\/td><td>Instagram, YouTube, short-form video<\/td><\/tr><tr><td>Feedback<\/td><td>Accepts periodic reviews<\/td><td>Expects continuous, immediate feedback<\/td><\/tr><tr><td>Social issues<\/td><td>Supports ethical brands through spending<\/td><td>Vocal publicly, expects employers to act and be accountable<\/td><\/tr><tr><td>Career view<\/td><td>Climbing the ladder at one employer<\/td><td>Skills-first, willing to move if growth stalls<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The practical difference for HR: a Millennial may quietly tolerate a slow, opaque process. A Gen Z candidate will drop out of it and tell their batchmates why.<\/p>\n\n\n\n<h2 id=\"what-gen-z-wants\" class=\"wp-block-heading\" style=\"font-size:27px\">What Gen Z Wants From Work<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">1. Purpose, Backed by Evidence<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z wants to know what their work adds up to. But a mission statement alone does nothing. Having grown up with full visibility into how companies behave, they check whether an employer&#8217;s actions match its claims, and they are quick to call out the gap.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Patagonia is the standard example: employees connect their daily work to environmental commitments the company demonstrably funds and acts on. The lesson for a mid-sized Indian employer isn&#8217;t to copy Patagonia, it&#8217;s to be specific. &#8220;We train 2,000 students a year and 70% get placed&#8221; means more to a Gen Z candidate than &#8220;we are passionate about excellence&#8221;.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">2. Growth They Can See<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This is an ambitious, learning-focused cohort, and they leave when the path forward goes blurry. Notably, Deloitte found that 44% of Gen Z favour steady progress over rapid promotion, so this isn&#8217;t impatience. They want to know what the next two roles look like and what skills get them there.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Accenture&#8217;s structured career pathways and learning platforms, and Google&#8217;s development programmes, work because the route is visible. A smaller organisation can achieve the same with a one-page competency map per role and a quarterly conversation about it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">3. Flexibility and Protected Wellbeing<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z will work hard, but they don&#8217;t accept that long hours are proof of commitment. Deloitte&#8217;s global data shows stress and burnout are the single most cited barrier to taking on leadership (50% of Gen Z), with workload and work-life balance close behind. Another 58% report digital fatigue from constant alerts and switching between tools.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hybrid arrangements, predictable hours and genuine respect for time off do more for retention here than a wellness webinar.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">4. An Employer That Keeps Up With Technology<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">AI is not a future consideration for this group. Deloitte&#8217;s <a href=\"https:\/\/www.deloitte.com\/global\/en\/about\/press-room\/deloitte-2026-gen-z-and-millennial-survey.html\" target=\"_blank\" rel=\"noopener\">2026 global survey<\/a> of 22,595 respondents found 74% use AI in daily work, up from 57% a year earlier, and 79% use it to find learning and development opportunities. In India the figure is higher still, with 93% of Gen Z using AI day to day.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Meanwhile, about a third say their organisation isn&#8217;t prepared for AI-driven change. An employer running a paper-based onboarding process in 2026 is making a statement about itself, and Gen Z reads it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">5. Inclusion That Shows Up in Practice<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Gen Z treats diversity and inclusion as a baseline, not a benefit, and they are more willing than previous generations to raise discrimination openly rather than absorb it. They notice who is on the interview panel, who gets promoted and whether complaints go anywhere.<\/p>\n\n\n\n<h2 id=\"how-to-attract\" class=\"wp-block-heading\" style=\"font-size:27px\">How to Attract Gen Z Talent: 6 Changes for HR<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">1. Rewrite Your Employee Value Proposition<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Lead with growth, mentoring, flexibility and what the work contributes to, rather than with perks. Say what is actually true about your workplace, including the hard parts. Overselling only brings forward the resignation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">2. Make the Hiring Process Fast and Digital<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Mobile-friendly applications, video interviews, practical assessments instead of abstract aptitude tests, and a reply within 48 hours at every stage. A hiring process that takes six weeks loses Gen Z candidates to employers that took six days. The structure behind this is covered in our <a href=\"https:\/\/www.hrspot.co.in\/recruitment-hr-management-course.php\">recruitment certification<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">3. Let Current Employees Do the Talking<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employee stories, team videos and honest walkthroughs of the interview process build more credibility than a brochure. Gen Z trusts a two-minute phone video from someone doing the job more than a corporate film.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">4. Give Real Work Early<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Nothing drives a young hire out faster than three months of filing. Unilever&#8217;s Future Leaders Programme works because participants own real projects with visible outcomes. Scaled down, that means giving a new joiner a small piece of live work in month one and explaining where it fits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">5. Replace Annual Appraisals With Continuous Feedback<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This is the single highest-impact change most HR teams can make. Short monthly check-ins, pulse surveys and immediate feedback after a project suit how Gen Z works, and they improve performance management for everyone. See our guide to <a href=\"https:\/\/www.hrspot.co.in\/blog\/tips-to-make-performance-evaluation-more-effective\/\">making performance evaluation more effective<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"font-size:22px\">6. Build Learning Into the Job<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Self-paced modules, certifications and stretch assignments signal that the company invests in people. LinkedIn&#8217;s <a href=\"https:\/\/learning.linkedin.com\/resources\/workplace-learning-report\" target=\"_blank\" rel=\"noopener\">Workplace Learning Report<\/a> is consistent on this: career progress is the top motivation to learn, and when advancement stalls, people leave. Our post on <a href=\"https:\/\/www.hrspot.co.in\/blog\/ways-to-boost-your-employees-developments\/\">boosting employee development<\/a> covers the low-cost versions.<\/p>\n\n\n\n<h2 id=\"in-practice\" class=\"wp-block-heading\" style=\"font-size:27px\">What This Looks Like in Practice<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The shift isn&#8217;t theoretical. A few patterns that show up repeatedly when Gen Z joins an established team:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>In a marketing team:<\/strong> new hires move idea-sharing onto collaboration tools and push short-form video campaigns, reaching an audience the existing channels were missing.<\/li>\n\n\n\n<li><strong>In an IT firm:<\/strong> younger developers introduce automation in project tracking and default to asynchronous collaboration, cutting delivery time and pulling senior staff into better tools.<\/li>\n\n\n\n<li><strong>In an HR department:<\/strong> digital onboarding and pulse surveys replace quarterly feedback forms, and satisfaction scores rise because problems surface while they&#8217;re still small.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The common thread is that Gen Z hires tend to upgrade the way the whole team works, provided someone senior is willing to listen.<\/p>\n\n\n\n<h2 id=\"mistakes\" class=\"wp-block-heading\" style=\"font-size:27px\">Mistakes That Drive Gen Z Away<\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Mistake<\/th><th>What to do instead<\/th><\/tr><\/thead><tbody><tr><td>Values on the website, nothing behind them<\/td><td>Publish something specific and measurable, even if modest<\/td><\/tr><tr><td>Six-week hiring process with silences<\/td><td>Reply at every stage within 48 hours<\/td><\/tr><tr><td>Feedback once a year<\/td><td>Monthly check-ins and feedback after each project<\/td><\/tr><tr><td>Vague &#8220;you&#8217;ll grow here&#8221;<\/td><td>A written path with the skills each step needs<\/td><\/tr><tr><td>Treating flexibility as a favour<\/td><td>A clear, written hybrid or hours policy<\/td><\/tr><tr><td>Busywork for the first quarter<\/td><td>Real responsibility in month one, with support<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"faq\" class=\"wp-block-heading\" style=\"font-size:23px\">Frequently Asked Questions<\/h3>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list \">\n<div id=\"faq-question-1791458488951\" class=\"rank-math-list-item\">\n<h4 class=\"rank-math-question \">What does Gen Z want most from an employer?<\/h4>\n<div class=\"rank-math-answer \">\n\n<p>Meaningful work, visible career growth, regular feedback and flexibility. In India, 99% of Gen Z told Deloitte that a sense of purpose matters to their job satisfaction, and nearly half have turned down an employer over a values conflict.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1791458521401\" class=\"rank-math-list-item\">\n<h4 class=\"rank-math-question \">Why do Gen Z employees change jobs so often?<\/h4>\n<div class=\"rank-math-answer \">\n\n<p>Usually because growth stalls, feedback is absent or the job doesn&#8217;t match what was promised at interview. It is less about loyalty than about the absence of a reason to stay.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1791458549849\" class=\"rank-math-list-item\">\n<h4 class=\"rank-math-question \">How should managers give feedback to Gen Z?<\/h4>\n<div class=\"rank-math-answer \">\n\n<p>Frequently, specifically and in short conversations rather than long formal reviews. Say what was good, what to change and what the next step is. Waiting for the annual appraisal wastes most of the year.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1791458584131\" class=\"rank-math-list-item\">\n<h4 class=\"rank-math-question \">Is Gen Z harder to manage than previous generations?<\/h4>\n<div class=\"rank-math-answer \">\n\n<p>Not harder, but less tolerant of practices that were always weak. They ask for clarity, feedback and purpose, which most employees wanted and few requested out loud.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1791458610929\" class=\"rank-math-list-item\">\n<h4 class=\"rank-math-question \">How can a small company compete with large employers for Gen Z talent?<\/h4>\n<div class=\"rank-math-answer \">\n\n<p>By offering what big companies struggle to: real responsibility early, direct access to leadership, visible impact and a fast, human hiring process. These cost nothing and matter more than brand name to many Gen Z candidates.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<h2 id=\"conclusion\" class=\"wp-block-heading\" style=\"font-size:27px\">Conclusion<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Attracting Gen Z doesn&#8217;t require reinventing the organisation. It requires doing the basics visibly: say what the work is for, make the hiring process quick and honest, give real responsibility early, provide feedback while it still matters and show people where they can go next.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Organisations that make these changes will find they didn&#8217;t just improve Gen Z retention. They improved the experience for everyone already working there.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Which of these shifts has your organisation already made, and which is proving hardest? Share your experience in the comments.<\/p>\n\n\n\n<h2 id=\"learn-more\" class=\"wp-block-heading\" style=\"font-size:27px\">Build the HR Skills This Shift Demands<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Designing an EVP, modernising hiring and running continuous performance systems are practical HR skills. HR Spot&#8217;s <a href=\"https:\/\/www.hrspot.co.in\/diploma-in-generalist-human-resource-management.php\">HR Generalist course<\/a> covers recruitment, performance management and employee engagement hands-on, and our <a href=\"https:\/\/www.hrspot.co.in\/human-resource-course-in-kolkata.php\">HR courses in Kolkata<\/a> run in both classroom and online formats. Not sure which level fits you? Use the <a href=\"https:\/\/www.hrspot.co.in\/hr-course-finder.php\">HR course finder<\/a> or <a href=\"https:\/\/www.hrspot.co.in\/contact.php\">talk to a counsellor<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Every generation arrives at work with its own expectations. Baby Boomers wanted job security. Gen X wanted work-life balance and a clear ladder. Gen Z, born between 1997 and 2012, wants something harder for employers to fake: proof that the work means something, a manager who gives feedback more than once a year, and the [&hellip;]<\/p>\n","protected":false},"author":70,"featured_media":2398,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"iawp_total_views":7,"footnotes":"","_ppma_block_editor_authors":"{\"authors\":[199],\"author_categories\":{\"199\":\"1\"},\"fallback_author_user\":\"1\",\"ppma_author_box_select\":\"\",\"selected_authors\":[{\"id\":199,\"display_name\":\"Shreya Roy Choudhury\",\"is_guest\":0,\"category_id\":\"1\"}]}"},"categories":[34,114,68],"tags":[],"ppma_author":[199],"class_list":["post-2392","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-management","category-people-organization","category-recruitment"],"authors":[{"term_id":199,"user_id":77,"is_guest":0,"slug":"shreya-roy-choudhury","display_name":"Shreya Roy Choudhury","avatar_url":{"url":"https:\/\/www.hrspot.co.in\/blog\/wp-content\/uploads\/2026\/10\/WhatsApp-Image-2026-10-08-at-17.54.50.jpeg","url2x":"https:\/\/www.hrspot.co.in\/blog\/wp-content\/uploads\/2026\/10\/WhatsApp-Image-2026-10-08-at-17.54.50.jpeg"},"author_category":"1","first_name":"","last_name":"","user_url":"","job_title":"","description":"<p>I am Shreya Roy Chowdhury. I completed my graduation in Communicative English (Major) from Calcutta University, along with an intermediate course from the British Council. After my studies, I gained hands-on experience as a journalism intern at Hindustan Times. I went on to complete my Master\u2019s in English Literature from Burdwan University (D.D.E.). Driven by a strong interest in human resources, people management, recruitment, and HR technology, I\u2019m fascinated by how technology and insights can help us make fairer, smarter people decisions. I\u2019m focused on building a long-term HR career where I can support employees and shape modern company cultures.<\/p>"}],"_links":{"self":[{"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/posts\/2392","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/users\/70"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/comments?post=2392"}],"version-history":[{"count":4,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/posts\/2392\/revisions"}],"predecessor-version":[{"id":2396,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/posts\/2392\/revisions\/2396"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/media\/2398"}],"wp:attachment":[{"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/media?parent=2392"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/categories?post=2392"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/tags?post=2392"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.hrspot.co.in\/blog\/wp-json\/wp\/v2\/ppma_author?post=2392"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}