20 years ago people applied to selection processes by sending a handwritten letter in response to some ad posted in the last page of big pinked papers.

Headhunting Companies recurred to their personal networking and private databases to offer visibility.

Then Internet offered the possibility to apply and receive applications through jobsites and employers received hundreds of CVs from people interested in that change.

For many years the challenge in Talent Acquisition came from identifying those called valid candidates among the inmensity. The final short list used to be characterized for highly heterogeneous candidates coming from different positions. This fact demanded a notable effort to visualize the one who better would perform the mission. Employers were forced to bet for pure Talent.

However Open Technologies 2.0 inverted the paradigma, everybody becomes visible, networks provide full access so the searchers overfly the searched constantly.

It could seem that people is more bias to change their minds nowadays than ever before,.. but taking a further perspective it is not exactly like this, since they are impacted with much bigger amount of opportunities and the ratio they accept, even to explore,.. is much lower.

Internet networks have permitted one and others interact massively and freely. The offer market is wide, specially in certain activities, thus, the main challenge is not just to identifying the potential candidates, but moreover attracting and even beyond, seducing.

Being certain to procure a new enriching scenario worthy to be attended is not only something pleasant but absolutely necessary.