Knowledge Hub
Access point to tools, resources, and publications
Knowledge sharing is at the core of the Harnessing Talent Platform. To this end, the Knowledge Hub offers a repository of collected publications, studies, data sources and tools, which offer insight into different thematic areas that are linked to attracting, retaining and developing talent as well as to the different facets of demographic change.
The Knowledge Hub is aimed at helping policy makers and other stakeholders at regional and national level in taking informed decisions about increasing the attractiveness and competitiveness of their region and in better managing the changes that come with a shrinking working-age population, which is impacting various sectors that would, in consequence, need investments and reforms.
The Hub is organized according to several thematic areas stemming from the Communication on Harnessing Talent in Europe’s regions and the actions implemented through the Talent Booster Mechanism, which are linked to Cohesion Policy intervention fields.
Users will be able to filter resources depending on their primary thematic area of interest; but it will also be possible to filter according to the type of resources (policy documents, studies, case studies, interactive tools, databases etc.), the territorial level of the information provided (e.g. municipal, regional, national, etc.), as well as by name of the publisher. The keyword function allows the user to search by a thematic area or sub-area of interest.
Learn more about NUTS (Nomenclature of territorial units for statistics)
Better governance
Implementing effective governance frameworks is crucial for harnessing talent. Making a region attractive involves fruitful collaboration among various stakeholders, including government, businesses, academia, and civil society. The challenge lies in transforming attractiveness into a shared project by aligning development goals among different parties – at both regional, national, and supra-national level – and ensuring equitable public investments. Better governance also pertains to the perceived level of transparency and accountability within the policy-making process. Moreover, the quality and effectiveness of public administration and public governance is one of the key factors driving the regions’ attractiveness for investment. One crucial aspect of governance at the regional level also pertains to land use policies, which, if skillfully designed, can reduce inequalities and foster attractiveness.
Competitiveness and innovation
Diverse and innovative business environments are crucial to foster talent attraction and retention. As stressed in the Communication on Harnessing Talent in Europe’s regions, creating new economic perspectives and corresponding high skilled job opportunities is a precondition for tertiary-level educated people to remain in their territories. Within this context, Smart Specialization Strategies can serve to spur technological and social innovation, lead to the development of new technologies, as well as support the consolidation of regional value chains. By building on existing competitive advantages, regions can create spaces for high value-added activities that, in turn, demand skilled labour.
Enhanced, innovation-driven productivity – understood as output per worker or output per hour worked – is also needed to mitigate the impact of a shrinking working-age population. As the EU workforce shrinks, value added per worker must increase in order to support economic growth, maintain current standards of living, and ensure fiscal sustainability. This points to the need for measures that bolster start-ups and entrepreneurial ventures. Appropriate governance structures and physical facilities are necessary to reinforce research and development, and to facilitate knowledge transfer between academia, industry, and society.
Demographic dynamics and migration
Acute demographic transformations are taking place in our societies and our economies. Overall, the population in the EU is declining and ageing. The situation appears to be even more challenging in regions where years of sustained emigration among the young and skilled workforce has taken place. Harnessing talent in this context involves adapting to evolving dynamics by facilitating the reconciliation of work and private life to foster the realisation of family plans, to support healthy and active ageing, and to attract and integrate talent from within and outside of the EU. As labour shortages persist and intensify, legal migration from third countries as well as associated recognition of qualifications play a role in securing the needed competence profiles. Moreover, as life expectancy across the Union reaches unprecedented highs, it will also be important to invest in the silver economy and establish a longevity society.
Digital and physical connectivity
Enhancing digital and physical connectivity is crucial for creating opportunities for talent to thrive in various regions. This involves significant investments in infrastructure, such as high-speed internet and robust transportation networks, which are essential for facilitating access to markets, education, and employment opportunities. A better broadband connection, for instance, not only creates more economic opportunities for companies and enables teleworking but also supports the development of novel service delivery methods, enhancing access to essential services like healthcare and education, thereby raising living standards.
In addition to digital infrastructure, transport facilities play a pivotal role in connecting people and businesses. Efficient and reliable transportation networks, including roads, railways, and public transit, are vital for ensuring the mobility of individuals and goods. They enable residents of small and medium-sized cities to access larger economic centres, increasing their employment prospects and access to diverse services. Enhanced inter-regional connectivity can also help reduce regional disparities by making less developed areas more attractive for investment and residence.
Green and just transition
Climate risks pose significant challenges that could deepen regional inequalities and accelerate emigration. Areas prone to environmental hazards, such as flooding, droughts, or extreme weather events, may face greater economic and social instability. This instability can deter investment, reduce property values, and limit job opportunities, further exacerbating economic disparities between regions. As environmental conditions deteriorate, residents may be forced to migrate to areas perceived as more stable that offer better living conditions, thus leading to a potential brain drain and loss of talent in affected regions. In this context, improving environmental quality by advancing the green transition is not only essential for enhancing quality of life but also for maintaining the livability of regions facing the highest risk of climate impacts.
Harnessing talent within the framework of the green transition requires investing in green skills development, fostering innovation in sustainable technologies, and employing the natural capital of regions as factors of attractiveness. The development of new industries can enable the diversification of a region’s economic fabric, the upskilling and reskilling of their labour force, thus stimulating their dynamism and attractiveness. This, in turn, leads to the creation of new jobs with promising career prospects and good wages.
Jobs and skills
To mitigate the risk of growing talent development traps, it is crucial to increase the supply of high-quality jobs (labour demand) and enhance skills (labour supply) in the labour market. On the supply side, many regions are faced with labour shortages in a variety of occupations. These include highly skilled posts (particularly with respect to the profiles needed to advance the twin digital and green transition), but also professions that do not require tertiary education (such as truck drivers, tradesmen, or nurses). This entails the necessity for initiatives that support skills development within the population in a purposeful and data-driven manner. This implies a careful tailoring of the educational offering to respond to existing vacancies, with an emphasis on life-long learning to increase the resilience of local workforces. Consideration must also be awarded to inclusive labour market policies. Developing policies that promote equal opportunities and support workforce integration is essential for harnessing talent, especially for underrepresented groups such as women, migrants, and people with disabilities. Initiatives related to talent mobility and the return of skilled residents can also increase the supply of labour.
On the labour demand side, increasing the availability of high-quality jobs will be vital to ensure that the existing workforces are effectively utilised, rewarded and retained, thereby preventing a mismatch between the supply and demand of labour. In this regard, the role of SMEs in the provision of high-quality employment remains pivotal, and they must continue to be supported to fulfil their high potential for job creation.
Quality of life and equal access to essential services
To become or remain attractive places to live and work, regions must create environments which are conducive to a high quality of life. This entails a guarantee of equal access to quality services and infrastructure – such as early childhood education and care, education and training, health- and long-term-care, affordable housing and cultural services, transport, and energy supply – as a key precondition for territorial development, as these play a crucial role in the global competition to attract and retain talent.
Access to quality public services is particularly relevant for ensuring well-being in rural areas. However, rural regions, particularly remote ones, often face challenges due to lower population density and higher service delivery costs. The same argument holds for private service delivery, which also have a great impact on standards of living. Professional services, retail and grocery stores, as well as hospitality and leisure are faced with similar disincentives in more remote places. Innovative approaches, such as integrated service delivery and the use of digital tools, are essential to overcome these barriers.