For the aprimorao and perfectioning of the knowledge already acquired by the organization if it makes necessary that the human resources search in the work market profiles of differentiated professionals, who we treat in the organization with talentos, and, stops as much, is important that let us understand as these talentos can be motivated to participate of the processes of conscription and election of the organization? Which would be the techniques and the forms of spreading that could dispertar in the talentos the curiosity to know the organization? To start first we need to understand what this I publish target it desires and/or it waits that the organization disponibilize for itself and of the social environment as a whole. However, to know the necessities that these talentos have and what they wait of the companies, we need placing in them in the position of an employee, of a talent; all professional as what if it waits to find in an organization is at least a organizacional climate that facilitates the performance of the activities, and chances of professional growth. The Internal conscription is the search for the professional who if concentrates in the proper company, through remanejamento of collaborators who can be transferred, be promoted or still transferred with promotion. The types most common of internal sources are: Notification of the vacant to be filled; vacant notice in opened arrive at the collaborators through posters; messages in the Intranet, among others; indication made for the employees of the company, former-employees and candidates who had participated of processes. This type of conscription is an excellent option for the company, therefore in general lesser demand cost and minor time in the choice of the candidate, this amongst other advantages as: Valuation of collaborators, performance and potential already known, exploitation of investments made in staff training. The External conscription already deals with the search of the professional rejection of the company, in the work market.