↑ Return to Talent


What can we learn from this comparison? Looking at the regions individually, the way the policies are structured manifest a clear difference in priority setting. We see regions that set priorities in strategic plans (ESP), programmes (NED), projects (GER), examples of cooperation (SWI) or a combination of them (NOR). Not many regions have a global strategy related to the talent are the exception: (GER) and (SPA), even in partners with years of experience like (NED) or (SWI). Not unexpectedly, all regions emphasise the necessity of cooperation. It is observed that in the good practices in countries with experience in results, especially (NED), (GER) and (SWI), there is a network of collaboration between the public and private sectors. Typical are its strong networks were government, business and knowledge institutes work closely together.

Policy domains

An overview of the main regional priorities and activities per policy theme is given in the Table below.



The four main approaches

Earlier we identified 4 main policy approaches:

  1. Retention of (under)graduates from local educational institutions (especially but not exclusively higher education) by active labour market and housing & amenities policies (amongst others)
  2. Attraction of graduates from elsewhere by active labour market, housing & amenities policies and the facilitation of (long-distance) commuting, supported by place-marketing
  3. Encouraging re-migration of local citizens who moved out to study and work elsewhere.
  4. Attraction of undergraduates by the establishment of graduate education institutions (like outposts from established university course)

We can conclude that in general, policies take the attraction and retention of talent as an aim, affecting in a direct or indirect way in the other approaches. Most attention is paid to approaches 1, 2 and 4, less to group 3.

General conclusion

The tendency in policy approach is to use ‘talent’ in an instrumental way but the policy perspectives in the regions often manifest a richer, more varied socio-economic use of ‘talent’. There is a tendency to copycat though. It is necessary to search for the right balance between local pathways and learn from other regions, between ‘bespoke’ and ‘boilerplate’ solutions. Last but not least there is a need for a more inclusive policy approach. The current project will contribute to the development of such policy approaches. 

Key elements of  this approach can be found under the various menu items on top.