In the recruitment process, enterprises should always follow the principles of fairness, impartiality and ability orientation, and avoid forming stereotypes of any regional group. In view of the characteristics of the talent market in Jiangsu and Zhejiang regions, it is recommended to optimize the recruitment process through the following strategies： ####1. Eliminate cognitive biases and establish a scientific evaluation system 1. Organize special training for recruitment team -Carry out compliance training on the "Employment Promotion Law" and "Labor Law" to clearly prohibit regional discrimination -Introduce the Harvard University Hidden bias Test (IAT) to improve the interviewer's self-awareness 2. Build a structured interview model -Design an evaluation system that includes situational simulation (40%), professional testing (30%), behavioral interviews (20%), and cultural matching (10%) -Adopt a double-blind interview mechanism to hide regional information in your resume ####2. Optimize the talent screening mechanism 1. Establish a job competency model -For sales positions: set up commercial sensitivity tests (such as simulated negotiation scenarios) -Technical position: increase on-site coding testing (using platforms such as HackerRank) 2. Introduce third-party evaluation tools -Professional personality test (Holland SDS Professional Tendency Test) -Logical thinking assessment (SHL Logical Reasoning Test) ####3. Strengthen employer brand building 1. Create differentiated attractiveness -In view of the characteristics of Jiangsu and Zhejiang talents that attach importance to career development: set up a "dual-channel promotion system" -Combining the characteristics of the regional economy: the manufacturing industry can highlight the transformation plan of intelligent manufacturing 2. Establish an alumni network plan -Build an internship base with Zhejiang University, Nanjing University and other universities -Organize alumni sharing sessions (the average annual number of participants is 300+) ####4. Transparency of the salary system 1. Implement a broadband salary system -Set up a 12-level rank system, with a salary fluctuation range of ≤30 for each level% -Regularly publish industry salary reports (covering the Yangtze River Delta region) 2. Innovation incentive mechanism -Project-based dividends (cycle ≤6 months) -Dynamic adjustment mechanism of option pool (evaluated once a year) ####5. Compliance safeguards 1. Establish a recruitment audit system -Spot check 20% of employment decision records every quarter - Use AI system to monitor JD expression compliance 2. Set up multiple feedback channels -Anonymous reporting platform (48-hour response mechanism) -Candidate experience research (the recovery rate needs to reach 85%) **Typical case: **After a multinational FMCG company passed a structured interview, the candidate recruitment rate in Jiangsu and Zhejiang increased by 12%, and the employee retention rate increased by 9 months. At the same time, the number of talent complaints decreased by 65%. It is recommended that companies can refer to the "competency passport" system of the world's top 500 companies to establish an evaluation system with skill certification as the core to effectively break through the limitations of regional stereotypes.