Interregional mobility of talent in Spain: The role of job opportunities and qualities of places during the recent economic crisis

This paper seeks to extend our knowledge of the drivers behind talented workers’ mobility within the Spanish urban system and the patterns they may follow. For this purpose, the stock and flows of creative workers (selected on the basis of either the industry-based or occupational approaches) are studied at different spatial scales while also considering the influence of local characteristics as a source of attracting and retaining forces. The study is based on the analysis of a quite novel longitudinal micro-database from the Spanish Social Security office. Under the conditions of lower mobility of creative workers compared with other geographical contexts –a trend worsened by the economic crisis– we show that job opportunities, especially in connection with workers’ social networks, emerge as the most influential attracting factor. Thus, beyond the classic idea that agglomeration economies benefit all residents, we found evidence that the biggest cities, and Madrid in particular, had become “escalator regions”, propelling the careers of young creative workers that had been attracted to them. On the contrary, the influence of urban amenities seems limited to the retention of talent. This research aims to contribute to dealing with the challenge of upgrading local productive forces after the economic crisis and to develop tailor-made talent attraction and retention strategies.Fac. de Geografía e HistoriaTRUEMinisterio de Ciencia e Innovación (MICINN)/FEDERpu

Knowledge Spillover Agents and Regional Development

It is widely recognised that knowledge and highly skilled individuals as "carriers" of knowledge (i.e. knowledge spillover agents) play a key role in impelling the development and growth of cities and regions. In this paper we discuss the relation between the mobility of talent and knowledge flows. In this context, several issues are examined, including the role of highly skilled labour for regional development, the features that characterise knowledge spillovers through labour mobility, the key factors for attracting and retaining talent as well as the rise of "brain gain" policies. Although the paper deals with highly skilled mobility and migration in general, a particular attention will be paid to flows of (star) scientists.Series: SRE - Discussion Paper

A New Agenda for a New Michigan

Outlines a plan to build a high-prosperity Michigan focused on knowledge-based enterprises by creating a culture and making public investments that foster, attract, and retain talent. Offers strategies for education, business environment, and leadership

Knowledge Spillover Agents and Regional Development

It is widely recognised that knowledge and highly skilled individuals as “carriers” of knowledge (i.e. knowledge spillover agents) play a key role in impelling the development and growth of cities and regions. In this paper we discuss the relation between the mobility of talent and knowledge flows. In this context, several issues are examined, including the role of highly skilled labour for regional development, the features that characterise knowledge spillovers through labour mobility, the key factors for attracting and retaining talent as well as the rise of “brain gain” policies. Although the paper deals with highly skilled mobility and migration in general, a particular attention will be paid to flows of (star) scientists.DYNREG

The Talent Connection

The battleground of international competitiveness in the 21st century is innovation, and cities are increasingly viewed as the foremost places where innovation takes place. For cities to flourish and enjoy a sustainable future in a high velocity, knowledge intensive, networked economy, they must continually re-invent themselves, and that requires talent, deep resources of human capital, which may not be adequately provided from local resources alone. The paper demonstrates that the talent pool is the crucial asset that can attract firms, creates new levels of enterprise, and enables a city to re-invent itself as it is buffeted by increasing technological, social and environmental pressures. But attracting talent alone is not enough, a city must connect with it too as highlighted in the previous submission two. In this periodical article which builds on the paper published in IMPP in 2008, the author describes the practical actions and programs that cities need to apply to develop local talent, attract international talent, retain it, and above all connect these resources and their associated networks to local firms and institutions

Metropolis on the margins: talent attraction and retention to the St. John’s city-region

The objective of this research is to examine the factors that influence the attraction and retention of creative and highly educated workers in a small-sized Canadian city. The study examines two hypotheses: that the social dynamics of city-regions constitute the foundations of economic success in the global economy; and, that talented, highly educated individuals will be attracted to those city-regions that offer a richness of employment opportunity, a high quality of life, a critical mass of cultural activity and social diversity. The hypotheses are explored through in-depth interviews with creative and highly educated workers, employers and intermediary organizations. The evidence from the interviews suggests mixed support for the hypotheses. In view of these findings, we contend that the specificities of place must be more carefully theorized in the creative class literature and be more carefully considered by policy-makers designing policies directed towards attracting and retaining talented and highly educated workers

H-1B Visas Essential to Attracting and Retaining Talent in America

H-1B temporary visas have been an essential avenue for allowing high-skilled foreign nationals to work in America. The "Gang of 8" Senate immigration bill would dramatically change employment-based immigration policy, attempting through a variety of means to discourage or, in some cases, prohibit the use of H-1B visas, while providing more employer-sponsored green cards (for permanent residence). Research indicates measures to restrict the use of H-1B visas are not based on sound evidence and would represent a serious policy mistake that would shift more work and resources outside the United States and harm the competitiveness of U.S. employers

Human capital and higher education: how does our region fare?

The number of people in a given state or region with a college education varies across the nation. States in the Third Federal Reserve District (Pennsylvania, New Jersey, and Delaware) compare favorably with the nation on measures of college education and the three states as a whole are close to the national average. Despite its average ranking in educational attainment, the area is a premier location for colleges and universities. In “Human Capital and Higher Education: How Does Our Region Fare?” Tim Schiller evaluates the region’s standing with respect to college education by reviewing data on individual and social returns to education, looking at college education as a stimulant to local economic growth, and comparing the tri-state area with the nation as a source of and a destination for college graduates.Education - Economic aspects ; Human capital

Knowledge-workers and the sustainable city: the travel consequences of car-related job-perks

Attracting firms in knowledge and technology intensive (KTI) sectors is highly desired at both the national and the regional level as a powerful engine of economic growth. Due to fierce competition in KTI sectors and national taxation policies, KTI firms often attract high-quality employees by offering car-related job perks as additional incentives to wage. In Canada, car allowance is offered by 46% of the employers to attract highly-skilled workers. In Israel, 61% of knowledge-workers in the KTI sectors receive a company-car with respect to 16% of workers in other sectors. In the U.K., car-related job perks are offered by 18% of the employers. This study focuses on the impact of car-related job-perks on the travel behavior of knowledge-workers. The importance of this issue derives from the impact of the travel behavior of knowledge-workers on congested transportation networks in metropolitan areas, as knowledge-based economy tends to concentrate mainly in metropolitan regions. This study applies discrete choice models in order to analyze the impact of company-cars and car allowances (reimbursement of fuel and parking expenses) on commute and leisure travel of knowledge-workers. The analyzed data consist of 750 observations, retrieved from a revealed-preferences survey among KTI workers who work and reside in the Tel-Aviv metropolitan area in Israel. Results show that car-related job perks are associated with (i) high annual mileage, (ii) high propensity of using the car as main commute mode, (ii) long commute distances and travel times, (iii) high trip chaining frequency in commuting trips, and (iii) high frequency of long-distance weekend leisure trips. Result also show that KTI workers generally prefer the car or non-motorized transport modes over the bus system. These results suggest that the development of sustainable knowledge-based cities should consider (i) the replacement of car-related job perks by other incentives, (ii) the provision of pedestrian and cyclist friendly infrastructures, and (iii) public transport improvements.

Michigan's Transition to a Knowledge-Based Economy: Second Annual Progress Report

Based on updated data from metropolitan areas nationwide, highlights the need for Michigan to develop its knowledge-based, high-wage industries. Reiterates an agenda to attract and retain talent through public investment, education reform, and leadership