Global Competition for Talent – Competition for Survival
Global Competition for Talent – Competition for Survival

Author(s): Alexi Alexiev
Subject(s): Economy, Business Economy / Management, Human Resources in Economy, ICT Information and Communications Technologies
Published by: Икономически университет - Варна
Keywords: global competition; human resources; talent; international mobility; innovation; brain drain; sustainable development
Summary/Abstract: The global competition for talent has become a central theme in the 21st-century knowledge economy. This paper, based on the OECD publication The Global Competition for Talent: Mobility of the Highly Skilled (2008), explores how the mobility of highly skilled individuals shapes international competitiveness, sustainability, and corporate governance. We analyze talent flows as both opportunities and threats for national economies, discuss sustainability reporting and board diversity as key corporate dimensions influenced by talent dynamics, and propose a Sustainability Disclosure Index (SDI) as a framework for assessing institutional responses. Through comparative insights from developed and emerging economies, the paper emphasizes that attracting, retaining, and integrating highly skilled professionals is not merely an economic challenge but also a condition for long-term survival in an interconnected world. Background and aim: The global competition for highly skilled talent has become a critical driver of national competitiveness, innovation, and economic growth. This study aims to examine the factors influencing the international mobility of highly skilled professionals and to analyze how countries and organizations can effectively attract and retain top talent in a rapidly globalizing world. Scope: The research primarily draws upon the OECD’s 2008 and 2024 report The Global Competition for Talent: Mobility of the Highly Skilled, focusing on trends in skilled migration, policy responses, and organizational strategies. Limitations include the reliance on existing secondary data and reports, which may not capture the most recent developments in talent mobility. Methods: The study adopts a multidisciplinary approach, integrating economic, sociological, and policy perspectives. A conceptual framework is developed, incorporating sustainability practices and board diversity as factors influencing talent attraction. The Sustainability Disclosure Index (SDI) is introduced as a tool to assess the transparency and commitment of countries and organizations toward sustainable practices. Results: Findings indicate that nations and organizations with comprehensive sustainability strategies and diverse leadership structures attract higher numbers of skilled professionals. The SDI demonstrates a positive correlation between transparency in sustainability and talent inflows.Conclusions: Effective talent management requires combining ethical governance, inclusive leadership, and clear sustainability reporting. Originality: This paper uniquely links sustainability reporting and board diversity to the global competition for talent, providing a novel perspective on talent attraction. Practical implications: Policymakers and business leaders can use these insights to design strategies that enhance their competitiveness in attracting global talent.

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