In summary, the project has reached the targets and objectives set out at the start. The Intellectual Outputs have been produced, and the project has reached a broad target group in the respective countries. Attendance to workshops and events have generally reached the tartgets, in some areas the number of participants has widely exceeded expectations.The Recruit Potential-project has addressed the challenge that the future labour market demand for specific skills in certain professions, will in many cases be higher than the supply. At the same time, there will be large categories of individuals that are outside of the labour market. The project has been directed towards a change in the employers’ strategies. A change that can result in more inclusive recruitment demands, were also individuals without all the skills traditionally required for a position could be employed. People would be recruited on their potential and then educated by the employer to reach the skills required for the position. The long-term effects of such a change in strategies are that employers will have a larger potential supply to choose from when recruiting for new positions. This will support social inclusion since groups usually not considered for an employment would now more often be given the opportunity. With inclusive HR-strategies, both for recruitment and inhouse VET, disadvantage groups like refugees, disabled, young people without experience, people with low formal education could be recruited on their potential instead of formal qualifications and experience. Barriers from the employer side could be lowered and more people included onto the labour market. The project has been targeted towards VET-training of Human Relations staff and management involved in HR-processes and special focus was on recruitment. HR-staff, Recruiters, HRBP, other HR-specialists and management are in the centre of the recruitment process and even if management usually are responsible for recruitment decision, HR-staff have a considerable influence on strategies, guidelines and policy in this area. The project Intellectual outputs are as planned;- IO1 a Classroom Course Curriculum for Inclusive HR-strategies with teachers’ packs and assessment tools. The Curriculum support the possibility to increase knowledge on the topic and promote a change in attitudes among HR-staff and management. - IO2 an Open online training course available online in different languages (English, Swedish, Portuguese and Latvian). The development of the IOs have been driven through five transnational meetings. The TNM were the project's focal points where experiences has been exchanged in a transnational setting, but also dedicated to input and feedback on the intellectual outputs. To ensure relevance for stakeholders not participating directly in the project local stakeholder groups has been set up to guarantee a link between the project and VET-stakeholders at partner level. The intellectual outputs contribute to HR personnel to reach a better understanding of the concept of Inclusion and how it could be integrated in core processes, such as recruitment and inhouse continuous VET. Through the Open online training course, the results can be used internally by organisations. Through dissemination and Multiplier Events the project has promoted the uptake . The project has been performed by five partners. Three partners are local public authorities, represented by HR specialists and management. One was a foundation partner, specialized in HR training courses and one a technical partner specialized in development of online courses and Open Educational Resources. The partners come from Sweden, Portugal, UK, Latvia, and the Netherlands.