Labour conditions differ markedly between the Brainflow regions under scrutiny here. This is due primarily to situational factors. Gelderlandand Hedmark are integrated in the larger, top-end labour markets of the Randstad and Greater Oslo respectively. This makes adjustments in the local labour markets relatively easy, subject to a good level of attractiveness

Typically for Twente is its dual labour market. At the one hand, historically, Twente is a strong industrial production region. Part of this production, like textile, moved away to other low wage countries. At the other hand the region is strong in innovative high tech firms and spin offs of the university. Although there is a strong presence of higher education institutes we may conclude that the human capital stock in Twente is relatively small. The Twente employees work in relative low skill professions and are relatively uneducated. A similar remark can be made about the Twente inhabitants. They are relatively uneducated compared to their nationwide counterparts. The Twenteemployers, however, seem to be searching for relatively high skill employees. The skills required for the vacancies they put out are above Dutch average. In the nearby future, this need for higher educated might be growing given by the ambitions the Dutch national government and the regional authorities have with the Twente region. The Twente educational system does not seem to have an answer to this discrepancy. Of the University of Twente graduates a disproportional number of graduates seek their employment outside the region. Through a policy like the Human Capital Route the region is seeking to counter this trend.

NRW and Navarra, are in many ways similar to Twente. Their key aims are to host and present an attractive living environment for talented workers. A substantial part of this effort is devoted to retaining local gradiates, rather than appealing to foreign workers.

In the Greater Basel Region, There is a lack of skilled labour in the region (and Switzerland). The pool of skilled labour is not large enough compared to the demand. The companies recruit the labour force they need, largely through immigration. In Switzerland the foreign workforce (mostly medium and highly skilled labour) increases 3% p.a. The perception of the inhabitants is that there are enough or already too many foreign workers in Switzerland. The companies should try to use the native pool of labour. Thus, the government cannot initiate any measures to attract skilled foreign labour.

We identified some areas that are important labour issues to enhance the possibilities of business to contribute to the attractrion and retention of talent.



Attracting Highly Skilled Labour

Regional attraction of labour is diverse. Studies show, that there are several demands of high-skilled workers in regard to that. Therefore, it is impossible for regions to fulfil all expectation. Thus, regions should not only be interested in the attraction of high-skilled workforce from outside, but concentrate on a broad regional human capital agenda including: …

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Attracting EXPATs

Activities focusing on expats differ widely, which is largely the impact of different policy contexts. In Greater Basel expat initiatives are primarily  geared to nurturing existing expats, since attracting new expats is politically unacceptable (see Labour). In Twente andGelderland, expat activities range from attraction to nurturing.  In Twente, this is undertaken by the the expat centre, working alonside the Career …

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