As the pillar of the national economy, the construction industry is in the critical stage of intelligent, green and digital transformation while absorbing employment and serving the regional economy, also faces the real challenge of talent outflow to within the system and other popular industries. In this context, campus recruitment has become the primary channel for construction companies to solve the talent dilemma. This article focuses on human resource managers in construction companies and recent graduates, directly addressing the profound impact of economic structural transformation and diverse employment choices (such as the popularity of civil service exams and the allure of large internet companies) on the career choices of civil engineering students, and uses NVivo12 software to conduct qualitative analysis, aims to deeply analyze the contradictions and tensions in the employment value orientation of this group in the context of the new era. The research not only organizes its diverse orientations but also closely integrates with the job characteristics and real dilemmas of the architectural industry, constructing an Employer Value Proposition (EVP) model that is both specific to the industry and responsive to the times in campus recruitment. The application strategy proposed herein aims to help enterprises achieve differentiated breakthroughs in the fierce competition for talent, enhance recruitment efficiency, and ultimately realize the internal unity of organizational transformation goals and individual career value..