Survey: 1-in-5 job seekers leverage their regional identity in resumes

Do hiring managers judge candidates based on regional background? According to our data, yes—and it appears to influence hiring decisions more than candidates might expect.

Key findings

Top 5 states where regional stereotypes influence the most:

1. New York (46%)
2. Kansas (44%)
3. Nebraska (43%)
4. Louisiana (40%)
5. California (34%)

Top 5 states where regional stereotypes influence the least:

1. West Virginia (7%)
2. Mississippi (11%)
3. New Mexico (11%)
4. Oregon (11%)
5. Maine (13%)

The subtle bias of regional identity

A substantial 63% of those surveyed believe that hiring managers subconsciously judge candidates based on their regional background. 

Certain regional personality traits can be identified more easily than others, such as the South’s warm hospitality, the fast-talking ambition of the Northeast, or the laid-back creativity of the West Coast, and it seems they do seem to carry some weight in hiring decisions.

Industries where regional traits matter most

When asked which industries value regional personality traits the most when it comes to hiring decisions, the results were revealing:

• Hospitality/Sales (42%) – In client-facing roles where the ability to be personable and make strong connections with clients is key, Southern charm and relationship-building skills appear to be highly sought after.
• Tech/Startups (22%) – West Coast creativity and a willingness to take risks make a strong impression in the world of innovation, where there’s no such thing as a wrong idea.
• Corporate/Finance (20%) – The reputation the Northeast has for ambition and directness suits high-pressure corporate environments; you have to be hard-nosed when you’re dealing with huge sums of money, after all.
• Manufacturing/Healthcare (16%) – The reliability and teamwork-focused mindset of the Midwest are valued in industries where stability and collaboration are key.

A double-edged sword: regional background as an advantage and a hindrance

It turns out that regional identity can actually be a hindrance when it comes to job searching, as well as a help. 

Forty-three percent of respondents admitted that they believed their regional background had influence when it came to securing a job, in one way or another. 

This would seem to suggest that while there are undoubtedly some regional traits that fit in well with particular industries, some others might create unconscious biases in hiring managers.

Does regional background shape career choices?

Interestingly, more than one-half of respondents (57%) believe their regional background has influenced the line of work they’ve pursued. 

This could be due to various factors, such as exposure to opportunities in a particular industry, cultural norms in the region, or even personal values that have been shaped by the environment they’ve grown up in. 

As an example, someone raised in the Midwest might be drawn toward manufacturing or healthcare, or a candidate from Silicon Valley may gravitate to tech startups due to the large number of them in the region.

Final thoughts: how can candidates navigate regional bias?

Candidates can’t change where they’re from, but understanding how their regional identity might influence hiring decisions can be a valuable asset. 

“Savvy job seekers should emphasize the characteristics associated with their regional background that align with their desired line of work, while also demonstrating their ability to adapt to different workplace cultures,” says resume.io career expert Amanda Augustine. 

In turn, hiring managers should be mindful of potential regional biases— and strive to evaluate candidates based solely on their skills and experience, rather than stereotypes.

Today’s diverse job market needs to find a balance between the authenticity of regional identity and adaptability. In an ideal world, the hiring process would be much more inclusive, so it’s important to recognize these biases, whether you’re a job seeker or a hiring manager.