Abstract:     Today is an era relying on S&T. As the foundation of the intelligent resources, talents play a key role in promoting the development of society and economy. Thus, in order to obtain and maintain long-term competitive edge, what we basically need is the irresistible attraction to talents. How to attract outstanding technological talents to meet the needs of economic construction and social progress has become an important part of the future development strategies for the countries and regions all over the world. The research on influence factors of talent attraction in urban is mainly concerned with policy, economy, culture, infrastructure and so on. At present, even though the existing studies have concluded that the degree of talent attraction of a country or region is the joint effort of these multiple factors above, they are mostly qualitative description and lack of quantitative analysis. Besides, evaluations from a single point have dominated the recent studies and few comprehensive analyses are proposed to support their ideas. What′s more, most researches have the problems only explaining the current situation of talent attraction in a certain area and lacking the analysis of the dynamic changes of the influential factors. According to the current characteristics of China′s human resources, we analyze the pivotal role of talent movement and development in the process of the entire talent attraction evaluation. Therefore, this paper regards the two aspects as the most general attractions of urban talents. 
    This paper is based on the scientific data-driven idea and concerned with some official policies trying to attract talents as well as related research on the talent attraction evaluation index system, during which we fully consider about the principle of scientific, operability and systemic selection of indicators. Finally, this paper establishes a three-layer talent attraction index system, including the first level of talent mobility and talent growth, the second level of 12 secondary indicators such as economic status, natural environment, living environment and so on, and the third layer of 46 indicators like total GDP, per capita GDP, and GDP growth rate. On the basis of designing the evaluation index system of the regional overall attractiveness of talents, we plan to transfer the collected data into no-dimensional forms and determine the weight of indexes, and then the talent attraction model is constructed to quantify the talent attraction level in different regions. We gather amount of macroeconomic data from six cities including Beijing, Shanghai, Guangzhou, Shenzhen, Hangzhou and Suzhou from 2012 to 2016 and use the proposed model to calculate the talent attraction level of the six cities during this period and mainly make in-depth analysis of Shenzhen. 
    From the vertical dynamic perspective, combined with the measures taken by Shenzhen talent attraction work, we can find that the level of its population environment, social security, technological development condition, cultural environment and talents′ value realization is on the rise. However, in terms of public services, living conditions, and consumption levels, there is a slight downward trend, so the municipal government of Shenzhen should give policy bias and support for these respects. From the horizontal static perspective, the attractiveness of talents in Shenzhen has been always remaining at a pretty higher level. There is not much difference between Shenzhen and the best city in each year. But after further research on the results of the first-level indicators, some questions have occurred that Shenzhen is not good at training talents in spite of its outstanding attractiveness of talent flow, which conveys that Shenzhen has great appeal to external talents while it could not retain them well. Although Beijing has a moderate performance in the attractiveness of talent flow, it is overwhelmingly superior in the level of talent cultivation attraction, which forms a positive circle of retaining talents and attracting more talents to come, so the city′s comprehensive ability to attract talents keeps rising year by year. Suzhou has gained the steady development of strong momentum and basically remain a high position in recent years, because it achieves a balance between the flow and cultivation of the talents. The other three cities perform poorly and even have shortcomings in the considered aspects, which restricts their attraction to talents with no doubt and in turn affects the economic and social development of these cities. The local government needs to be vigilant. 
    In the early era of Economic Special Zone of China, Shenzhen has attracted tens of thousands of talents in various fields with great policy support and wage advantages, and realized the rapid development of the city. However, with the growing momentum of other cities, the halo has gradually faded in Shenzhen. In order to create greater glories, on the one hand, the city must continue to take the geographical advantages of coastal and special economic zones, and constantly improve its industrial support, employment security as well as public service management, so that to create a vivid competitive city card to attract more talents. On the other hand, short-term talent attraction is far from enough. What is more vital is to localize the existing talents. To complete the transformation of their identity consciousness as soon as possible, we can optimize the urban comprehensive environment, improve the industrial structure chain, and create a career development space and thus strive to establish their home awareness and sense of belonging. After that, the talents can be attracted and used better by us, and finally ensure the sustainable development of the city. In short, this research builds a three-layer index system of talent attraction and then sets up a model to quantify the degree of city′s talent attraction and applies it to some typical cities in China. Through horizontal and vertical comparative analysis, combined with the actual situation of regional development, it confirms the scientificity of the evaluation results. This paper can provide some suggestions for countries and regions to attract talents in order to achieve further development. Simultaneously, it extends the research scope of establishing the evaluation index system, which makes some contribution to improve the theory of quantitative assessment.

Key words: talent attraction, indicator system, evaluation model, principal component analysis