In the recruitment process, it is necessary to identify the personal characteristics of candidates (including the savvy characteristics that Cantonese people may possess) and use their advantages. The principles of science and fairness need to be followed to avoid regional stereotypes. Here are some general suggestions to help you evaluate the strengths of candidates more professionally： --- ### **1. Avoid regional labels and pay attention to specific capabilities** -**No preset regional characteristics**: Cantonese people have a variety of groups, and generalizations with "shrewdness" may produce prejudices. It is recommended to focus on specific abilities (such as business sensitivity, cost awareness, negotiation ability, etc.) rather than geographical identity. -**Clarify job requirements**: Analyze what characteristics the position requires (such as market development, financial management, and resource integration capabilities), and then conduct targeted investigations through interview questions. --- ### **2. Evaluate the actual abilities related to "savvy"** If the position requires candidates to have keen business acumen or efficient execution ability, they can be evaluated in the following ways： -**Scenario simulation questions**： -*Case*: "How to use the lowest budget to promote a new product in the Guangdong market?" " - *Inspection points*: cost control, local resource utilization, innovative thinking. -**Questions about past experience**： -Candidates are required to share **specific cases** (such as successful negotiation experience, cost-reducing and efficiency-enhancing measures), observe their details, control and result orientation. -**Behavioral interview method**： -Question: "Please describe your experience of saving costs by optimizing the process. "Pay attention to its analysis of the problem and the logic of implementing the landing. --- ### **3. Cultural adaptability assessment** -**Dialects and local networks**: If you need to explore the Guangdong market, you can examine the candidate's understanding of local business culture and network resources (but avoid excessive dependence on regional background). -**Flexibility and adaptability**: By asking "How to deal with the differences between north and south customers?" "Etc., to assess their cross-cultural communication skills. --- ### **4. Practical suggestions for taking advantage of your strengths** -**Job matching**: Arrange candidates who are good at resource integration in business development positions, and those who are good at calculation in finance or operations positions. -**Complementary teams**: Combine the characteristics of candidates to form a diversified team (such as matching macro-strategic and detail-execution talents). -**Training and development**: Provide advanced training for its areas of advantage (such as market analysis and negotiation skills). --- ###**Precautions** -**Compliance**: Avoid directly asking about sensitive information such as region and family background, and focus on job-related capabilities. -**Diversity**: Team building needs to take into account different backgrounds to avoid homogenization. Through structured interviews and scientific assessment tools (such as professional personality tests and case studies), candidates' characteristics can be more objectively identified, rather than relying on geographical labels. The ultimate goal is to achieve personnel matching and maximize the common value of individuals and organizations.