Brain Circulation Competing for Human Capital

B R A I N F L O W - B R A N D P R O J E C T

Dana Králová , PhD student Department of Human Geography, Charles University in Prague

High mobility

 The highly educated exhibit high rates of mobility  Fear of the skilled exodus from periphery  Temporal movements (Williams and Baláž 2005)  Not only brain drain and brain gain but rather brain exchange – BRAIN CIRCULATION

Brain circulation – brain exchange  Uncertain plans - temporality of spatial decision - circular mobility  Dynamic and flexible brain circulation  Difficult to measure and control  Sequential migration behaviour   Subsequent is related to previous Growing networks and opportunities

Nature of mobility differs

 Which type of highly skilled is the periphery trying to attract?

 Mobility level depends on many factors:  Life cycle phase  Gender (Faggian et al. 2007)  Field of study  The level of education, grades (Venhorst et al. 2010)

Best graduates may stay in the periphery

 Several employers in the peripheral areas are able to

retain the best graduates

- true for humanities, not true for economics  Role of universities / educational institutions - building and retaining the human capital - potential employer in periphery - judge the productivity of a candidate  Preventing education-job mismatch (Hensen et al. 2008)

Alumni networks

 Network analyse   Spatial extend – national / transnational Degree of concentration – institutional / regional  Directional bias of flows – net migration rate balance  Core role of Alumni networks – competing for talent   Keeping in touch with the lost ones Knowledge exchange Attraction - promotion  Spreading information

Thank you for attention

 Alumni networks can spread

the attractiveness of a region

 Saskia Dankwart follows