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Fearing that they will lose their best， a number of cities around China， second- and third-tier cities in particular， are rushing to provide an array of favorable policies to attract top talent. Wuhan， capital city of central China’s Hubei Province， announced last year that it will try to retain 1 million college graduates in the next fi ve years with such policies. Chengdu， in southwest China’s Sichuan Province， is granting permanent residence registration to young people with a bachelor’s degree or above. It has built public apartments for them， as well as 20 hostels that provide seven-day free accommodations for job seekers. In Xi’an， capital of northwest China’s Shaanxi Province， those with bachelor’s degrees are able to register as permanent residents on a smartphone app. To date， more than 20 cities have joined the talent battle.
However， there are concerns that preferential policies on housing， permanent residence registration and government subsidies are not enough to retain talent. Equally important are city living conditions and the overall working environment that will allow young people to make good use of their knowledge and skills. Thus， a city must roll out effective measures to ensure young college graduates have promising prospects so that they don’t leave to look for better opportunities elsewhere.
Another problem lies in the fact that some cities compete for talent not because they really need it， but because they want to build up their prestige. As a result， many of those lured to these cities by various promises are unable to fi nd suitable employment， leading to a waste of talent.
Many have aired their opinion on the ongoing campaigns in the Chinese media.
Getting the talent
Xing Yan （Sohu.com）： Nowadays， innovation is a decisive factor in the success of an industry， and talent makes innovation possible. The fact that many cities have extended preferential treatment to talent shows that these cities have realized its importance.
Attracting talent to second- and thirdtier cities is great， but we hope they are not doing so just because other cities are competing for talent. They must be able to provide suitable jobs and a good working environment for industrial innovation and city development. They must also be responsible for the talent’s basic living conditions so that these young college graduates feel comfortable in the cities and want to work and stay there. What talent tends to value most is the potential of a city and bright career prospects. Therefore， in order to retain talent， cities need to accelerate the upgrading of urban infrastructure and the cultural atmosphere， among other things. Wang Yaohui （People’s Daily）： For decades， talent has been unevenly distributed across the country. Western regions and hinterlands that are in urgent need of talent keep falling short as less desirable living conditions in these areas are shunned by talented people. Meanwhile， numerous people compete for jobs in big and fi rst-tier cities like Beijing， Shanghai and Guangzhou， which are already saturated. This battle among Chinese cities has actually unveiled the longstanding issue of talent distribution in China.
Today， second- and third-tier cities are competing for college graduates， but they are not the only talent available. People who have gained excellent skills in certain work areas fall into this category as well， including entrepreneurs and white- and blue-collar workers.
Besides， there are a number of factors at play in a city’s success； talent is only one of them. Cities should not forget the tens of thousands of ordinary people contributing to their development. They also deserve good treatment.
Win-win results
Tian Xiaodian （Voc.com.cn）： It’s widely felt that this is a prime time for talent. Upon graduation 10 years ago—even before I had fi nished the procedures for leaving school and the city where my college was based—my hukou， or household registration， was transferred to my hometown. The city was afraid that college graduates would add pressure to local employment markets. Today， it is possible for graduates to get residence registration by simply presenting their college diplomas in certain cities.
Behind this change of attitude toward college graduates is a growing sense among cities that they are an asset critical to local economic growth， both in terms of production and consumption. Their arrival adds to the chances of a city taking off. However， it is reported that despite their sincerity and numerous favorable policies， many cities are unable to retain talent， even though they were initially successful.
Actually， what young college graduates need is not only favorable policies in housing or residence registration. They are eager to fi nd proper jobs that will tap into their potential. They will surely leave when they find that the city that has attracted them offers no suitable platform for their personal development.
Cities must also be administratively efficient. If a city doesn’t keep upgrading its management system， it will be unappealing to young people from the start. In reality， cities must try to improve themselves in all aspects. A city with poor infrastructure， a terrible natural environment or little cultural appeal is unlikely to retain talent， since they won’t see any hope in such a city. Thus， while favorable policies are necessary， cities should pay more attention to their overall environment. Otherwise， even if they have successfully recruited some talent， these young people will leave sooner or later.
Rong Xiaoping （Eastday.com）： Amid a technological revolution and industrial transformation， in order to promote high-quality economic growth and industrial upgrading， there is a huge demand for top talent. Subsequently， a city that produces and retains the largest number of high-caliber professionals will stand out in the new era as a frontrunner.
While providing various favorable policies to compete for talent， cities must not focus on the amount of talent， but rather the suitability of this talent. They must make clear what kind of talent matches their industrial development agenda since every city has its own objectives. They should not rush to grab talent regardless of their realistic contribution to local development. The talent recruited should play a pivotal role in these cities. Otherwise it will prove a waste.
Conversely， talent should try to be considerate while hunting for jobs. High wages and fi rst-tier cities are attractive， but jobseekers should try to identify a location where their professional knowledge can be brought into full play， which will be important for their own growth. If a second-tier city can provide a bigger platform or more opportunities for their career development， smaller cities or lower wages are not a bad choice for new graduates. The best result is that both the city and the person feel satisfied with their respective choices.
Zhang Li （Gmw.cn）： In the process of competing for talent， some cities rush to grab talent with a master’s degree or above， or graduates from prestigious universities. In reality， however， these cities are unable to provide suitable jobs for these top professionals， or rather， cities have not developed to such a high level as to attract them.
It is the industrial layout and future direction of its development that decide what kind of talent a city needs. In most secondand third-tier cities， the demand for postgraduates and PhDs is much smaller than that of technicians and other skilled workers. A balanced and realistic city talent structure is crucial for its full development.
There is an interrelationship between cities and talent； it is actually a two-way decision. Favorable policies that fully refl ect the realistic development of a city are undoubtedly important， but equally critical are subsequent supportive measures to retain talent. It sometimes happens that someone with a PhD is attracted to a city by favorable policies but can’t find a suitable job even after several months. Therefore， favorable policies are just the first step. It is also imperative to ensure cities do not waste this talent. If a city’s development can’t match the needs of talented people， then it is better not to recruit them.
When a city is able to retain highly qualifi ed personnel that it really demands for its development， these people will make the most of their talent to help boost its growth. Hence， a win-win result is achieved.
However， there are concerns that preferential policies on housing， permanent residence registration and government subsidies are not enough to retain talent. Equally important are city living conditions and the overall working environment that will allow young people to make good use of their knowledge and skills. Thus， a city must roll out effective measures to ensure young college graduates have promising prospects so that they don’t leave to look for better opportunities elsewhere.
Another problem lies in the fact that some cities compete for talent not because they really need it， but because they want to build up their prestige. As a result， many of those lured to these cities by various promises are unable to fi nd suitable employment， leading to a waste of talent.
Many have aired their opinion on the ongoing campaigns in the Chinese media.
Getting the talent
Xing Yan （Sohu.com）： Nowadays， innovation is a decisive factor in the success of an industry， and talent makes innovation possible. The fact that many cities have extended preferential treatment to talent shows that these cities have realized its importance.
Attracting talent to second- and thirdtier cities is great， but we hope they are not doing so just because other cities are competing for talent. They must be able to provide suitable jobs and a good working environment for industrial innovation and city development. They must also be responsible for the talent’s basic living conditions so that these young college graduates feel comfortable in the cities and want to work and stay there. What talent tends to value most is the potential of a city and bright career prospects. Therefore， in order to retain talent， cities need to accelerate the upgrading of urban infrastructure and the cultural atmosphere， among other things. Wang Yaohui （People’s Daily）： For decades， talent has been unevenly distributed across the country. Western regions and hinterlands that are in urgent need of talent keep falling short as less desirable living conditions in these areas are shunned by talented people. Meanwhile， numerous people compete for jobs in big and fi rst-tier cities like Beijing， Shanghai and Guangzhou， which are already saturated. This battle among Chinese cities has actually unveiled the longstanding issue of talent distribution in China.
Today， second- and third-tier cities are competing for college graduates， but they are not the only talent available. People who have gained excellent skills in certain work areas fall into this category as well， including entrepreneurs and white- and blue-collar workers.
Besides， there are a number of factors at play in a city’s success； talent is only one of them. Cities should not forget the tens of thousands of ordinary people contributing to their development. They also deserve good treatment.
Win-win results
Tian Xiaodian （Voc.com.cn）： It’s widely felt that this is a prime time for talent. Upon graduation 10 years ago—even before I had fi nished the procedures for leaving school and the city where my college was based—my hukou， or household registration， was transferred to my hometown. The city was afraid that college graduates would add pressure to local employment markets. Today， it is possible for graduates to get residence registration by simply presenting their college diplomas in certain cities.
Behind this change of attitude toward college graduates is a growing sense among cities that they are an asset critical to local economic growth， both in terms of production and consumption. Their arrival adds to the chances of a city taking off. However， it is reported that despite their sincerity and numerous favorable policies， many cities are unable to retain talent， even though they were initially successful.
Actually， what young college graduates need is not only favorable policies in housing or residence registration. They are eager to fi nd proper jobs that will tap into their potential. They will surely leave when they find that the city that has attracted them offers no suitable platform for their personal development.
Cities must also be administratively efficient. If a city doesn’t keep upgrading its management system， it will be unappealing to young people from the start. In reality， cities must try to improve themselves in all aspects. A city with poor infrastructure， a terrible natural environment or little cultural appeal is unlikely to retain talent， since they won’t see any hope in such a city. Thus， while favorable policies are necessary， cities should pay more attention to their overall environment. Otherwise， even if they have successfully recruited some talent， these young people will leave sooner or later.
Rong Xiaoping （Eastday.com）： Amid a technological revolution and industrial transformation， in order to promote high-quality economic growth and industrial upgrading， there is a huge demand for top talent. Subsequently， a city that produces and retains the largest number of high-caliber professionals will stand out in the new era as a frontrunner.
While providing various favorable policies to compete for talent， cities must not focus on the amount of talent， but rather the suitability of this talent. They must make clear what kind of talent matches their industrial development agenda since every city has its own objectives. They should not rush to grab talent regardless of their realistic contribution to local development. The talent recruited should play a pivotal role in these cities. Otherwise it will prove a waste.
Conversely， talent should try to be considerate while hunting for jobs. High wages and fi rst-tier cities are attractive， but jobseekers should try to identify a location where their professional knowledge can be brought into full play， which will be important for their own growth. If a second-tier city can provide a bigger platform or more opportunities for their career development， smaller cities or lower wages are not a bad choice for new graduates. The best result is that both the city and the person feel satisfied with their respective choices.
Zhang Li （Gmw.cn）： In the process of competing for talent， some cities rush to grab talent with a master’s degree or above， or graduates from prestigious universities. In reality， however， these cities are unable to provide suitable jobs for these top professionals， or rather， cities have not developed to such a high level as to attract them.
It is the industrial layout and future direction of its development that decide what kind of talent a city needs. In most secondand third-tier cities， the demand for postgraduates and PhDs is much smaller than that of technicians and other skilled workers. A balanced and realistic city talent structure is crucial for its full development.
There is an interrelationship between cities and talent； it is actually a two-way decision. Favorable policies that fully refl ect the realistic development of a city are undoubtedly important， but equally critical are subsequent supportive measures to retain talent. It sometimes happens that someone with a PhD is attracted to a city by favorable policies but can’t find a suitable job even after several months. Therefore， favorable policies are just the first step. It is also imperative to ensure cities do not waste this talent. If a city’s development can’t match the needs of talented people， then it is better not to recruit them.
When a city is able to retain highly qualifi ed personnel that it really demands for its development， these people will make the most of their talent to help boost its growth. Hence， a win-win result is achieved.