Regional advantages, character traits one hirer isn’t ignoring

Growing up outside of the major metro cities gives job candidates an edge over those with arguably greater access to opportunities and networking, according to one business leader.

Certain characteristics developed from growing up regionally are setting workers apart from the crowd, Shelley Friesen has found.

The founder and director of Melbourne Social Co said: “Growing up regionally appears to offer an innate appreciation of the small things and develops additional grit and determination that can be such an asset within an organisation. A lot comes down to life experience, something that simply can’t be faked in a cover letter.”

In the same way, Friesen said those with regional backgrounds often display maturity and wisdom from pursuing the opportunities they’ve come across, which manifests as self-motivation.

“Living regionally often means leaving home at 18, and so I often deal with people who already arrive to be with a certain amount of life experience and are used to figuring things out without much scaffolding,” she said.

Like many sectors, the marketing industry operates quickly and relentlessly, with Friesen finding that “being resilient is a huge character trait that is required … their reference points might be smaller in comparison, but the ones who break through want more because of that, and they’re less likely to coast”.

While Friesen stresses that the focus should always remain on finding the right person for the job – regardless of previous or current postcode – she said that offering flexible working arrangements helps avoid a needlessly narrowed talent pool. Similarly, supporting workers relocating or travelling into the office as needed can also have a mutual benefit for workers and employers.

Reflecting on common misconceptions employers hold about regional hiring, Friesen identified the belief that coming from a smaller hometown means a smaller ceiling, adding: “I’ve actually found the opposite, in that it fuels ambition.”

“I’m also conscious that laid back doesn’t mean low drive – it’s good to have different characters within a business, and you certainly need those whose more natural disposition is to bring calmness,” she said.

“Those with a regional background can also be unfairly tarnished as not being polished or lacking a bit of exposure to the ‘real world’, but actually their genuine life experience is likely to serve them well and be more advanced.”

For both employers and potential employees, Friesen reinforced the importance of considering regional upbringings as a strength, rather than a categorical and practical difference.

In the same way, taking steps to support employees through offering development programs, networking and mentorship can have a positive impact on individuals and organisations, as can being flexible or offering hybrid work.

Highlighting the value that regional workers bring to organisations, Friesen said: “I’ve found that grit and ambition seem to be innate qualities possessed, along with being self-driven.”

“From a character perspective, I typically find they are down to earth, easy to get along with and possess good values – all of these will never be on performance metrics, but they’re crucial to how I run my business.”

Want to see more stories from trusted news sources?
Make HR Leader a preferred news source on Google.