Talents have important strategic significance. Talent attraction and cultivation is an important determinant of regional revitalization and development. All localities regard talent attraction and acceptance as their important work.

  In recent years, the state and local governments have successively introduced a series of preferential policies and effective measures to promote the cultivation and introduction of talents in the western and northeastern regions, and have significantly improved the talent ecology of these regions.

  However, compared with economically developed regions such as the eastern coastal areas, the natural trend of "people go to high places and economically developed regions" is still strong. In addition, the climate, altitude and other location characteristics of the western (especially the northwest) and the northeast have caused the number, quality and "density" of talents in these regions to be seriously insufficient, but the working years of talents are also relatively short, and the talent team is still relatively short. The construction of a talent team has become an important task that universities, research institutions and leading enterprises in these regions must work hard for a long time.

  The author believes that in the western and northeastern regions, especially in the northwest regions, stabilizing and using talents is equally important as attracting talents, and even more, it is necessary to persevere and implement policies in a solid and effective manner.

  For universities, research institutions and innovative enterprises in the western and northeastern regions, we must make comprehensive efforts in the following aspects and promote them systematically in order to counter the trend in the natural trend of talent flow.

  First, build an integrated talent policy and work system for "stable training and citation". The concept of "talent is the first resource" will be implemented in all aspects and links of identifying talents, eloquence, respecting talents, using talents, protecting and stabilizing talents, and will be reflected and implemented in specific work such as working conditions, start-up funds, settlement costs, student resources, salary and benefits, pension insurance, health care, children's enrollment, and spouse employment.

  The second is to optimize the mechanism for attracting and using talents, and create a combination of hardness and soft model that combines "full-time, full-time, full-hearted investment" and "not seeking everything, but seeking what to use". Improve the talent service system, rely on peer experts to identify talents, require management departments to respect talents, strengthen the use and protection of departments and departments, and comprehensively achieve the goal of stabilizing talents.

  The third is to strengthen national strategic guidance and build a regional talent highland. Make full use of the country's preferential support policies for talent attraction in the western (including the Northeast) region (including part-time jobs of academicians and establishment of academician workstations), national talent applications and evaluation; for scholars who come to work in the eastern region, they must also establish bases and teams so that these scholars can "can't stop" and "want to go back" at the end of the employment period, and even after they return to the eastern region after the employment period, they can "not seek where they are, but only seek what they do."

  Fourth, pay more attention to the introduction and exchanges of overseas scholars (especially foreign scholars). Relatively speaking, foreign scholars attach more importance to the characteristics of disciplines and research advantages, and are relatively calm about the region. Therefore, we must highlight the discipline characteristics and advantages of the research institutes in the western region, widely attract foreign scholars to understand these institutions and move around frequently, and thus form the influence and attraction within the academic community.

  Fifth, highlight unique advantages, use scientific research platforms to gather talents, and do a good job in talent reserve. Highlighting key points and leading the whole are the most important of which is to give full play to the school's strengths, discipline characteristics, professional advantages and influence, and take the scientific research base as a platform to lead or participate in important national and international scientific research projects, so as to create a good atmosphere of stabilizing talents through the use of talents and developing. At the same time, we must pay attention to undergraduate education, improve the quality of graduate training, and work hard to students, so that the best of them can become the largest "talent reserve library" for future return to school and feed back to the area.

  Sixth, create a talent ecosystem where "the nearest is happy, and the far away comes". Treat every talent well, and cannot "recruit a son-in-law and run away the son." While paying attention to introducing talents, we must care for every person on duty to form a talent culture that "everyone can become a talent and everyone can display their talents."

  At the same time, it is recommended that national and local governments at all levels should not only increase their emphasis on the western and Northeast regions in the process of selecting various national talent projects, specialize in setting up "tracks" or leaving places, and increase a certain proportion of reward funds for selected talents to attract and encourage a group of high-level talents and outstanding young talents to flow to the western and Northeast regions; it should also forward-looking deployment of a number of national research bases and major R&D projects in response to the natural and humanistic endowments of the western and Northeast regions, and combine national strategic needs, so as to attract high-level talents to work and start businesses in the western and Northeast regions; it should also give full play to the role of the country's macro-control, formulate and introduce wage allowance policies that are more conducive to the flow of talents to the west and northeast, so that the pension standards for talents in the western and northeast regions will not be linked to the local social average wages, and ensure that their benefits are not lower than or even higher than those in the eastern region. At the same time, local governments at all levels in the western and northeastern regions should further refine talent policies, coordinate and systematically consider and deploy all types of talents, continuously improve their concern, support and investment in talents, and establish special policies and green channels for talent housing, medical care, spouse employment and children's enrollment. (Author: Yan Chunhua, an academician of the Chinese Academy of Sciences and former president of Lanzhou University)

[Editor in charge: Wang Qi]