How to make your resume sound more human

February 20, 2018

Resumes are professional documents... to some extent. But they are not contractual, and they are not set in stone. Think of resumes as more of a personal promotion. You are marketing yourself to a company. So, have you ever seen a successful marketing campaign without any personality? Are any marketing campaigns packed with jargon based around IT or project management? Probably not.



It can be difficult to understand that a resume can sound like you at the same time as being professional. In fact, it’s better if it sounds like you, otherwise you’re just going to sound like everyone else trying to get the job. The time is over when we try to be too careful or tame in our resumes.

My best advice would be to look and understand yourself and your story. You are not made up of a list of skills and work experience. You’re not your degree/s or even your job title. These things need to be on your resume, but not in such a boring way. For example, in your summary, instead of saying: ‘Highly motivated individual with excellent experience in Cyber Security Architecture’ (hello, every other Cyber Security expert will be saying the same thing). Say something like: ‘After graduating from university I worked in Cyber Security for two years before I became a Cyber Security Analyst. However, my passions drove me to Cyber Security Architecture and I found that my skills and expertise were enhanced and most valuable within this role.’


Not every hiring manager is going to love your tone of voice, it’s just like meeting people in the flesh. Not everyone likes everyone. And that’s okay. The goal is to appeal to a company that does have an interest in your unique character and feels they connect with you. When a company is drawn to you by your resume, it is likely you will be a good fit there. 


So, what can we do to make a resume more human?


Don’t be afraid to use the word ‘I’. After all, you’re telling them about yourself. There is nothing stranger than meeting a person in real life who talks about themselves in third person. Use ‘I’ as if you would in regular conversation.


Don’t use ‘professional’ jargon. Sometimes, this is the hardest habit to break. Somewhere along the way we have all picked up ways to sound more suitable for business, ways to sound smarter, ways to sound more professional. You can still be professional without using words like results-orientated or paradigm. Just use the words you would naturally to describe things. More often than not they say what you need to say.


Tell a story. Even in IT, where our skills are everything, we still learnt them somewhere and for some reason. We still got great at them by working somewhere or by being taught by someone (even if we were self-taught). Communicate your skills and experience in full sentences.


Avoid praising yourself. Talking about your achievements and your proficiency through the use of storytelling is enough. You don’t need to use adjectives that make you sound more powerful – it will already be apparent.


Write like you speak to your boss or colleagues. Usually, when speaking to team members about work-related topics, we naturally speak in a more professional tone than usual. But we still sound like ourselves. When you finish writing your resume try to read it back and see if it feels like you. If it doesn’t, look back at a few of these points and try again.

Now that you’re happy with your resume, head over to our job search and find the perfect role for you. 

By Mimi Petrakis May 20, 2026
In 2026, the conversation around IT recruitment in Australia is shifting. While hiring demand remains strong across areas like cybersecurity, cloud, and digital infrastructure, the real challenge facing organisations is no longer just attracting talent — it’s building a sustainable workforce that can grow and adapt over time. For years, businesses have focused on filling immediate skill gaps. But with ongoing shortages in critical tech roles, organisations are now recognising that retention is just as important as recruitment. High turnover not only impacts delivery timelines but also drives up costs and erodes institutional knowledge. Employers who prioritise employee experience, career development, and flexible work are seeing stronger retention outcomes and gaining a competitive edge in a tight market. Workforce sustainability is quickly becoming a key business priority. This means moving beyond reactive hiring and thinking more strategically about how teams are structured, supported, and developed. Leading organisations are: Adopting hybrid workforce models (contract + permanent) Investing in upskilling and internal capability development Shifting toward skills-based hiring rather than rigid role definit ions Building pipelines of talent rather than hiring only when gaps appear This approach not only reduces hiring pressure but also creates more resilient, future-ready teams. Relying solely on reactive recruitment is becoming increasingly risky. With demand for specialist skills remaining high, waiting until a role becomes critical can lead to long hiring timelines and missed business opportunities. Instead, organisations are taking a more proactive approach, planning workforce needs and partnering with recruitment specialists who understand the market. In today’s environment, successful businesses are those that treat talent as a long-term investment, not a short-term fix. This means aligning hiring strategies with broader business goals and ensuring the right balance between immediate delivery and future capability. At Peoplebank , we work with organisations to go beyond traditional recruitment, helping build sustainable workforce strategies that combine access to high-quality talent with long-term planning. Ready to strengthen your team? Use our one-step Submit a Role form today and let our specialists connect you with the right talent to support your business now and into the future.
By Mimi Petrakis May 5, 2026
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