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If your recruitment pitch to a 22-year-old engineer from a top university starts with, "Look how cheaply you can live here," you have already lost. But too often, that’s the message we’re selling in the Midwest. In an effort to compete for talent who might be headed to the coast, many regional employers have made "low cost of living" a key part of their Employee Value Proposition (EVP). Our largest employers have relied on being able to pay competitive salaries and the though

4 Strategic "Plays" for Employers and Educators to help keep top talent in the Great Lakes. For years, the Great Lakes accepted that ‘brain drain’ – having more working age talent leave a state or region than enter – was a given. For the best and brightest in the region, the lure of dynamic coastal cities, big-name companies, and high-paying jobs led to many more young people choosing to leave the region than stay. Our colleges and universities did a good job bringing young p

The Great Lakes Human Capital Network exists to facilitate the missing conversation about the future of work in our region. Our goal is to bring together leaders across Policy, Business, and Education to engage in cross-sector dialogue around how we make the Great Lakes region the best place to live and work.