In the recruitment process, any stereotype based on geography may cause prejudice and even lead to the risk of discrimination. In view of the so-called "people from Jiangsu and Zhejiang regions are refined" labels, companies should return to the essence of business and establish a scientific and fair recruitment system. The following are strategic suggestions to avoid regional bias and optimize the quality of recruitment at the same time： ###1. **Build a standardized evaluation system** 1. **Job competency model** Clarify the hard skills (such as programming ability, foreign language proficiency), soft qualities (such as cross-departmental collaboration, innovation ability) and cultural adaptability (such as sharing corporate values) required for the position. Use a structured interview question bank to reduce the subjective judgment of the examiner. 2. **Introduction of objective assessment tools** Use professional psychological assessments (such as the Big Five personality test), case analysis tests, or situational simulation (such as the group business sand table) to quantify candidates' problem-solving skills rather than relying on regional impressions. ###2.**Design of mechanism to avoid unconscious bias** 1. **Anonymous resume screening** Hide the information about the place of origin, graduation institution, etc. in the resume that may trigger associations, and focus on work experience and project results. Some companies have used AI tools for initial screening to reduce human interference. 2. **Cross-interview system** Arrange for interviewers from different backgrounds to form a group, and set up multi-party verification during the evaluation process to avoid personal preferences affecting the results. For example, HR examines cultural adaptability, and business departments assess professional skills. ###3.**Make positive use of regional characteristics and transform them into employment advantages** 1. **Rational interpretation of regional characteristics** If you need to expand the market in specific regions (such as Jiangsu and Zhejiang), priority can be given to talents who are familiar with the local business environment, but they need to be based on actual business needs (such as dialect ability, local resource network), rather than the general "savvy" label. 2. **Diversified team building** Take the initiative to combine team members from different regional backgrounds, and use differences in thinking to stimulate innovation. For example, pragmatic executors complement each other with strategic talents, rather than a single regional orientation. ###4. **Risk Control and Employer brand maintenance** 1. **Compliance review** Regularly review recruitment tactics and evaluation records to ensure that there are no expressions of suspected regional discrimination. China's "Employment Promotion Law" clearly stipulates that there shall be no regional discrimination. 2. **Transparent communication** The principle of "meritocracy" is clearly publicized on the recruitment page, and the cases of internal employees of multiple origins are displayed to strengthen the fair image of the company. ###5. **Long-term talent strategy** -**School-enterprise cooperation** Establish internship bases with universities in many places to observe the true abilities of candidates through practice and reduce preset judgments. -**Internal flow mechanism** Allow employees to transfer jobs across regions, prove their abilities with actual performance, and avoid excessive speculation during recruitment. **Case reference**: When a cross-border e-commerce company formed a supply chain team in the Yangtze River Delta, it clearly required candidates to have "bonded warehouse landing experience" rather than "Jiangsu and Zhejiang household registration". 30% of the final applicants came from other provinces, but they were all selected because of their practical ability. Up to standard. The true competitiveness of an enterprise lies in transforming diverse individual characteristics into organizational capabilities, rather than pursuing a single label. Focusing on verifiable performance outputs is the core of efficient recruitment.