The Global Talent Competitiveness Index for 2022, published annually by the Portulans Institute and INSEAD, analyzes 133 countries and 175 cities to understand how regions attract and retain skilled people.
Talent competitiveness refers to a country or territory developing, attracting, and strengthening human capital that supports productivity and well being. Public and private decision makers should use the insights from this index to assess policy effectiveness, guide priorities, and prevent brain drain.
According to the survey, Switzerland has led in attracting and keeping talent for the sixth consecutive year. Following Switzerland are Singapore, Denmark, the United States, the Netherlands, Norway, Finland, Australia, and the United Kingdom. Spain ranks 29th, with Germany at 14, Belgium 16, France 19, Japan 24, and Portugal 26. Italy is the other major European country behind this group.
A second ranking, the IMD World Talent Rankings for 2022, produced by the IMD World Center for Competitiveness, confirms Switzerland as a global leader in talent attraction and retention among the 63 economies studied for a sixth straight year. Sweden, Iceland, Norway, and Denmark follow. Spain sits at 32, with France and Portugal showing notable gains this year.
Both indices rely on three core criteria: the strength and ongoing investment in the education system and its quality; the financial appeal driven by wages and quality of life to retain local talent and attract foreigners; and the readiness and competencies of the workforce overall.
Spain has historically shown limited investment in R&D and innovation, and public policy has not consistently created incentives to attract and keep talent. Many Spanish doctors move to the United States, the United Kingdom, or Germany, where salaries are higher and working conditions, facilities, and research opportunities are more robust. This situation contributes to a perceived decapitalization of the health system and fuels a sense of stagnation. Authorities have not always provided the minimum incentives needed to retain top professionals.
Such gaps in policy and talent retention slow progress toward national excellence and often push the economy toward a service-centered model. This creates a cycle where leading specialists leave Spain, leaving gaps in universities and research ecosystems and creating young professionals who become part of a talent outflow that reinforces the problem. The stakes are high because a robust talent base is essential for a thriving middle class and long-term competitiveness. If the state and autonomous communities recognize that enhancing treatment of professionals across sectors is a fundamental task, the country can stabilize its workforce and strengthen the knowledge economy rather than drift toward a service-only model.
In light of these insights, looking outward to successful international models can be instructive for Spain. Some foreign approaches incorporate innovation elements that could be adapted to the local context. Rather than engaging in ideological clashes, the focus should be on identifying practical, effective pathways that reinforce domestic talent and attract global expertise. By embracing proven strategies and tailoring them to Spain’s needs, the country can nurture its talent pool and drive durable progress instead of chasing elusive, unsustainable reforms.