In the recruitment process, screening based on regional characteristics or group impressions may be at risk of stereotypes, but it can be combined with scientific talent evaluation methods to rationally use objective factors of regional professional tendencies (such as historical industry background, skill inheritance, etc.). The following are suggestions from the perspective of objective analysis and recruitment strategy： --- ###**1. Understand the background factors of "northerners are suitable for heavy industry"** 1. **Historical industry foundation** The north (such as Northeast and North China) is the traditional base of our country's heavy industry (such as steel and machinery manufacturing). Local residents may be exposed to related skills earlier due to their family or educational environment, forming a technological inheritance advantage. 2. **Physical adaptability** Some heavy industry positions (such as metallurgy and mining) have high physical strength requirements. The statistical difference in the average height/physical fitness of people in the north may be magnified as a group impression, but it should be noted that individual differences are much greater than regional differences. 3. **Cultural factors** Areas with a strong heavy industry culture may prefer to advocate the professional values of "hard-working and hard-working", but it is necessary to avoid absolutizing cultural labels. --- ###**2. Scientific recruitment strategy recommendations** #### 1. **Clarify the core requirements of the position** -**Distinguish between physical strength and skill requirements**: If the position does require high-intensity physical strength (such as handling and outdoor work), you can pass a physical fitness test instead of regional screening. -**Technical positions**: More attention should be paid to hard indicators such as professional skills certificates and work experience, rather than regional background. #### 2. **Optimize recruitment channels** -**Targeted school-enterprise cooperation**: Cooperate with technical colleges and universities in heavy industrial cities in the North (such as Shenyang University of Technology and Harbin University of Technology) to attract talents with professional training backgrounds. -**Industry Association resources**: Contact the industry talent pool through organizations such as the China Iron and Steel Industry Association. #### 3. **Structured interview design** -**Scenario simulation test**: Evaluate actual capabilities by simulating work scenarios (such as equipment operation and team collaboration). - **Stress resistance assessment**: Heavy industry often needs to deal with emergencies, and stress interviews or case studies can be used to test the resilience. #### 4. **Avoid the risk of discrimination** -**Compliance**: Strictly abide by the "Labor Law" and shall not indicate geographical restrictions in the recruitment notice. -**Data-driven**: Use job performance data to verify the correlation between geography and work performance, rather than relying on subjective impressions. #### 5. **Flexible strategies that take advantage of regional advantages** -**Cultural adaptation publicity**: When recruiting in northern industrial cities, it can emphasize the resonance of values such as corporate history and technological inheritance. -**Returnee talent plan**: Attract the return of Northern technical talents working in the field and provide resettlement benefits. --- ###**3. Case reference** -**The practice of a heavy machinery group**： Set up "skilled personnel training bases" in Shanxi, Liaoning and other places, jointly customize courses with local vocational colleges, and directly recruit outstanding students after graduation, not only to ensure professional matching, but also to fulfill social responsibilities. -**International corporate experience**： When recruiting miners in the Ruhr Region of Germany, candidates who adapt to the underground environment are selected through the "working environment tolerance test", rather than relying solely on geography or gender. --- ###**Four, key reminders** -**Avoid stereotypes**: There are also excellent shipbuilding workers in Jiangsu, Zhejiang and Shanghai, and there is no shortage of top mining engineers in Yunguichuan. There is no inevitable connection between talent ability and region. -* *Dynamic view of changes**: With the upgrading of the industry, the demand for automation and intelligent skills in heavy industry has surpassed the traditional physical requirements. By focusing on the essential needs of the position and designing a scientific evaluation system, enterprises can recruit suitable talents more efficiently, while maintaining the social responsibility of fair employment.