Action areas
The action areas within the Cross-border Talent Bridge project focus on talent retention and attraction, policy impact, and cross-border collaboration.
Together, we aim to develop a cross-border cooperation model, map the factors and barriers affecting talent mobility, and create a long-term cross-border talent strategy.
Four key action areas
As partners in the Cross-border Talent Bridge project, we focus on developing solutions in four key action areas:
- talent retention
- talent attraction
- policy impact
- cross-border collaboration and strategy
We collaborate closely to address the various barriers that hinder the attraction and retention of international talent. By pooling our resources, we aim to create sustainable solutions that benefit both organizations and individuals in the Greater Copenhagen region.
Work packages and activities
The project is structured around the following work packages and activities.
- Matchmaking events
- Kick-start job programs
- Mentorship program
- Welcome event for internationals
- Summarize the existing mapping of competence needs within tech (med-, food-, bio-tech) and life science.
- Seminar series on talent attraction: for companies to attract and recruit talent.
- Attraction campaigns and career portal.
- Gather information on barriers, administrative and legislative hinders, for talent retention and attraction in Sweden and Denmark.
- Work with policy impact and dialogue with the Nordic council of ministers, Greater Copenhagen, and relevant national-level authorities.
- Develop work methods for collaboration among the partners.
- Identify key factors that form the basis for a long-term strategy to increase the mobility across the Öresund.
- Seminars and workshops regarding lessons learned and best practices.
- Final seminar presenting lessons learned and long-term strategy, where relevant stakeholders on a regional and national level are invited.
Expected results & long-term effects of the project
Within this project, we aim to foster international talent by simplifying retention processes, promoting a unified labour market perception, improving recruitment attitudes (especially in SMEs), and increasing awareness of the region as a career destination, encouraging more talent to stay post-studies or employment.
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