How to Recruit Like a Human Being

You need to stand out from the pile to recruit the right candidate, especially in the current market. And one of the most effective ways to do that is actually quite simple. Be entirely, openly yourself.

I’ve written hundreds of job ads over the years, and for a long time they all followed a similar formula. But in today’s candidate market, that formula is not working the way it used to.

Employers are feeling the pressure. Roles are harder to fill, expectations have shifted, and there is a growing frustration around finding the right fit, not just any fit.

At Sage & Cedar HR Consulting Services, we see this often. Businesses are doing all the “right” things on paper, but still not attracting the right people. The difference usually comes down to how the opportunity is being communicated.

So what if we approached recruitment differently?

What if, instead of following the standard template, we focused on recruiting like a human being?

That is exactly what I did recently.

The unexpected gets results

When I needed to recruit, I knew it was not going to be quick or easy. The market was competitive, and I needed to do something different to stand out.

What I did not expect was just how strong the response would be.

Where many roles are currently receiving fewer applications, this approach attracted more than 60 interested candidates. My shortlist was longer than many employers’ full application pools.

The difference was not the role itself. It was how it was communicated.

1. In a sea of sameness, show people why they would want to work with you

One of the most common pieces of feedback I received was how clearly the job ad reflected the heart and culture of the business.

That was intentional.

When candidates are reading multiple listings that all sound the same, the ones that feel real and human stand out immediately. Bringing personality into your recruitment process helps people understand not just what the role is, but what it actually feels like to be part of your team.

2. Show how the role will impact their life

Salary matters, but it is no longer the differentiator it once was.

Candidates are looking for more than a list of responsibilities and a pay bracket. They want to understand what the role will give them beyond that. What will their day look like? How will they feel working in your business? What kind of environment are they stepping into?

When people can clearly picture themselves in the role, they are far more likely to engage with it.

3. Show more of you, and you’ll get more of them

Recruitment is not a one-way process anymore.

Candidates are assessing you just as much as you are assessing them. When you show more of yourself, your values, your story, and how you operate, it creates space for more honest and meaningful conversations.

It shifts the dynamic from a formal interview to a genuine exchange, which ultimately leads to better outcomes on both sides.

4. Be clear about who you are looking for, and who you’re not

Time is one of the most valuable resources in any business.

A well-written job ad should not just attract the right candidates, it should also filter out the wrong ones. Being clear about the type of person you are looking for, and the type of environment you offer, helps ensure alignment from the beginning.

Not everyone will be the right fit, and that is exactly the point.

5. Flexibility is important, but it needs to be balanced

Flexibility is one of the most talked about aspects of work right now, and for good reason.

But in a competitive market, it is easy to overpromise flexibility in an attempt to attract candidates. When this happens, you can end up attracting people who are more interested in the flexibility than the role itself.

The key is to communicate flexibility honestly, while still being clear about expectations and what the role requires.

Recruitment does not need to feel overly complex or transactional.

At its best, it is simply about connection. Understanding what your business needs, communicating that clearly, and creating an environment where the right people can see themselves thriving.

If you are finding it difficult to attract the right candidates, or your recruitment process is not delivering the outcomes you need, this is exactly the kind of work we support our clients with at Sage & Cedar HR Consulting Services.