Every entrepreneur who respects himself and his business is aware of the need to properly select a professional, cohesive team. That is why attracting a worthy candidate is a topical topic for everyone at all times. True, there are isolated exceptions. So, after the scandalous case with the disclosure of classified information by ex-National Security Agency employee Edward Snowden, the United States decided to play it safe: to prevent the leak of classified materials, 90 percent of system administrators working in the fields of the NSA will be replaced by robots. However, despite the advantages of modern robotics, there is one obvious drawback - soulless mechanisms do not know how to create ideas, while the demand for creative employees is increasing significantly every year... So, in order to attract a worthy candidate to the company, the employer needs: 1. Create attractive conditions. While actively searching for a job, the applicant in most cases evaluates the attractiveness of working conditions, be it official registration for calculating work experience, stable wages, annual paid leave, etc. Thus, the main attractive circumstance may be the registration of an employee in accordance with all norms of labor legislation with a guarantee of a full social package: annual paid leave, payment for maternity leave and temporary disability (sick leave), contributions to pension and other funds. Situation: A recent university graduate or a young mother appears before the employer as an applicant for a position. Compliance with labor standards will be a decisive factor for a promising employee who is looking for a job seriously and for a long time. Important: When meeting a candidate, voice the attractiveness of the working conditions! 2. Train a potential employee. Today, staff training is preferred by a clear majority of companies, both small and medium-sized businesses. If in large enterprises even staff units are designated for these purposes, small companies prefer to periodically use the services of a third-party hired specialist. This form of cooperation does not create visible economic damage, and allows new employees to be trained and prepared for work in a qualified manner. 3. Provide an opportunity for career growth. A well-known army proverb says: “The bad soldier is the one who does not dream of becoming a general.” To paraphrase it, we can safely say: “A bad worker is one who does not dream of becoming the head of a company!” Indeed, as numerous sociological surveys show, the vast majority of modern young people expect career growth in the pragmatic 21st century. Possible growth up the hierarchical ladder makes it possible to “catch on” to the organization, convince yourself of the need for such work, and a long-term and fruitful stay in a new workplace. Often, the opportunity for career growth is a starting option for yesterday’s graduates. Experienced specialists have slightly different needs and wishes. In any case, if there is an organization development plan for the next 5-10 years, each employee will have his own personal motivation for further growth. Career growth can be either vertical or horizontal. Situation: A successful company systematically expands its boundaries and capabilities. Just yesterday she dealt exclusively with design issues. Today he is already improving his construction skills. In this case, staff rotation cannot be avoided. So why not hire an “experienced” ordinary employee with great potential and “inner spark” for the position of head of a new department?! It is quite possible that the former accountant will prove himself to be an excellent manager and will take the newly commissioned hotel complex to a new high level. You just have to take a closer look at your colleagues and correctly assess their potential. Or, working at an industrial enterprise, an ordinary shop worker !