The Basque Country and Navarra exported 35,700 qualified professionals who would like to return. The problem is how and where
Companies argue that one of their main problems when it comes to filling job vacancies is find qualified workers. However, the data suggests that these qualified profiles are forced to leave the country for find better opportunities jobs outside Spain. In fact, a recent study by Artizarra Foundation and Deusto Business School puts precise figures on this mismatch between the situation of qualified talent and its reality. Thousands of professionals trained in Spanish universities and with consolidated careers outside the country they would be willing to return, but the system does not offer them a complete attractive setting to return to. The talent that left. According to the reportmore than 42,000 young people between 25 and 40 years old, trained in universities and higher educational centers in the Basque Country and Navarra, currently work outside their territory of origin. These are not profiles in transition: they are highly qualified professionals, with training in engineering, STEM disciplinesbusiness management or research. However, the key data from this report is the return intention of these professionals. More than 85% of the participants in the study affirm that they would like to return if they found working and living conditions comparable to those they have achieved abroad. If this scenario materializes, the study estimates that up to 35,700 qualified professionals could be recovered. A career developed abroad. Six out of every ten professionals consulted have already accumulated more than six years working in other countries, which implies that they already have consolidated professional trajectories there, competitive salaries and international work experience that is difficult to replicate in the short term. From an economic point of view, its impact is relevant. We are not talking about talent in training, but about already qualified personnel, with high technical knowledge and productive capacity that have been trained in public schools and universities in Spain, but that Spanish companies have not known how to retain. This lack of job opportunities is the key to their departure. Ability to train talent, not to retain it. The contrast appears when crossing the data from the Deusto Business School report with the Cotec Foundation Talent Mapwhich analyzes 55 indicators on talent creation, attraction and retention. In its latest edition in 2023, and maintaining the same territorial framework as the Deusto study, the Basque Country reaches 66.4 points, well above the national average (49.1 points) and only behind Madrid (67.7 points). The conclusions drawn from these data are clear. The Basque Country stands out for the quality of your higher educationtechnical qualification and productive environment. The educational system works well in training talent. The problem comes when that training period ends and that talent compares what you find in your country with what is offered outside. They do not return for the same reason they left. The reasons for the flight of talent are recurring: better salaries, greater professional projection, access to cutting-edge projects and, in the case of scientific profiles, more opportunities to develop a stable research career. As and how they point According to the authors of the Deusto Business School report, these factors do not disappear when the return of that talent is considered. On the contrary. Accumulated experience raises expectations and makes those reasons more visible. The study by Artizarra and Deusto identifies barriers that go beyond employment and connect with structural problems common to an entire generation. Return yes, but where. The price and conditions of housing is one of the main reasons that slows the return of this talent. Returning implies assuming high prices, both for rent as for home purchaseand face it with salaries that do not always compensate for the difference compared to other European markets. For those who have already built a life outside, the opportunity cost is high. The second major barrier to return is the quality of employment. Not so much the absence of work for these qualified profiles, but the difficulty for local companies to match salaries, professional autonomy and recognition of talent. The comparison with international markets is inevitable. A paradox that remains open. The study data supports the spirit of this talent to return because it has not separated itself from its territory and maintains its roots. Most want to return. However, as the authors of the study point out, the biggest problem is an environment that allows doing so without giving up professional and life expectations. From an economic point of view, recovering part of those 35,700 profiles would be an investment that is difficult to match for a labor market that affirms that the shortage of skilled labor It is the stone that prevents them from moving forward. As Joe Biden once said: “Pay Them More“. In Xataka | Spain has such good nurses that it exports them to other countries. The problem is that public health needs 100,000 Image | Unsplash (Philipp hubert)