By Emily Henion, Senior Search Consultant at Hunter Crown

I recently read a book about the importance of play, especially for adults, and I can’t stop thinking about how much it applies to recruiting, particularly in technical industries like water and wastewater. And not just the kind of play we associate with kids or games, but the kind that shows up in how we create, collaborate, and solve problems.

As adults, and especially in recruiting, we don’t always leave much room for play. We optimize, streamline, and structure everything. But play is where curiosity lives. It’s what allows us to see connections that don’t seem obvious, to approach conversations with energy instead of routine, and to build genuine rather than transactional relationships. It’s how we explore, experiment, and connect. It’s what fuels curiosity and innovation. Somewhere along the way, we trade play for process, and creativity takes a hit.

But in recruiting? Play might be our secret weapon.

When I talk to hiring managers, they’re looking for more than experience, they want adaptability, curiosity, and people who think beyond the job description. And when I talk to candidates, the ones who stand out are the ones who play with ideas. They ask “what if,” try new things, and aren’t afraid to experiment.

Play is also what helps candidates and hiring teams loosen up. When we make space for it, whether that’s a spark of creativity in outreach, an unexpected question in an interview, or simply a more human tone in communication, we invite authenticity. And authenticity builds trust, which is where all great hires start.

So take that walk, sketch that idea, ask the offbeat question in your next interview. You might be surprised by what it unlocks.