In recruitment, it is recommended not to simply rely on stereotypes about a certain region to "adjust strategies", but to start from the following aspects to ensure that the recruitment process is fair and effective, and truly attract outstanding talents that meet the needs of the company: 1. Clarify core capabilities and job requirements: • First, analyze the core responsibilities of the position and formulate evaluation standards from the aspects of professional skills, work experience, communication skills, and innovation awareness; • Formulate clear and quantitative assessment indicators to ensure that all applicants are evaluated according to the same standards, rather than based on regional labels. 2. Establish a diversified information collection mechanism: • Use a variety of assessment methods such as structured interviews, case analysis, and skill tests to fully understand the characteristics and capabilities of each applicant; • Collect as much real data and past performance as possible, and avoid using "one-size-fits-all" regional labels to judge talents. 3. Pay attention to individual differences rather than regional stereotypes: • Although some regions may have unique advantages in certain industries or fields, this advantage cannot be simply generalized to all people in the region; • Companies should maintain an open mind and focus on the potential, learning ability and matching degree of job seekers from an individual perspective. 4. Strategies for attracting target talent groups: • If companies find that there is a concentration of talent in certain regions, they can appropriately strengthen recruitment publicity and school-enterprise cooperation in the region, but the publicity should focus on corporate culture, career development and challenging projects, rather than simply emphasizing the abstract label of "smart"; • Provide a competitive development platform and incentive mechanism so that job seekers can choose to join the company on their own, provided that they have clear personal promotion space and work value. 5. Train the recruitment team to prevent bias: • Regularly organize anti-bias awareness training to enable recruiters to fully understand the limitations of stereotypes and ensure fairness and objectivity during the interview and screening process; • Establish an internal review mechanism to regularly evaluate whether there is regional or other non-job-related bias in recruitment decisions. In general, companies should use the actual ability and development potential of talents as the standard when recruiting, and not make preconceived judgments based on regional stereotypes. Adjusting recruitment strategies based on data, job requirements and corporate strategic goals can not only meet the needs of corporate development, but also ensure fairness and transparency in the recruitment process.