The promise of a new year brings with it the possibility of a fresh start, new beginnings and maybe new resolutions that may or may not last further that the 2^nd January!  

It’s also a busy time in recruitment as candidates start to re-think their priorities and whether they feel valued in their current jobs. 

If you run a business, do you think you have a good handle on what your team are looking for? 

Maybe they want a promotion or pay rise, a change in direction with their career or maybe (I hope not) they’re just not feeling appreciated enough to come back in the New Year. 

There are few things in life that can provide a bigger dopamine hit (the feel good hormone), than being told you’ve done a great job, reached your targets in good time, are a great team player or, any other part of your job you’ve done well at. Spreading out a bit of gratitude at the end of the year costs nothing compared to not letting your people know they’re appreciated which could potentially cost you a lot more in recruitment, stress, and lost productivity. 

Kindness, Quirks & Capability: Rethinking Neurodiversity in Hiring 

Let’s start with a stat that should make every HR manager sit up straighter: around 15–20% of the global population is neurodivergent. That’s not a niche — that’s a whole lot of untapped brilliance. Yet traditional hiring practices still favour the smooth-talking, CV-polished, handshake-perfect candidate. And in doing so, we risk missing out on some of the most focused, creative, loyal, and detail-oriented minds out there. 

Researchers Dana L. Ott and Miriam Moeller are leading the charge in this space. They co-authored the Autism Employment Playbook, a resource that challenges outdated recruitment norms and offers practical, inclusive strategies for employers. Their work digs deeper into how businesses and organisations can do better — by recognising neurodiversity as an invisible inequality and making inclusion more than a buzzword. Even small accommodations — like offering alternative interview formats or quiet workspaces — can make a massive difference. And when neurodivergent employees thrive, productivity follows. (SAP saved $40 million thanks to a neurodivergent team member’s technical fix. Just saying.) 

EASI NZ was fortunate to attend a recent HRNZ workshop where the Playbook was presented. It was a powerful reminder that 80% of autistic people in Aotearoa want to work, but only 22% are employed. That’s not a talent gap — that’s a systems gap. 

Discover how New Zealand can future-proof its workforce in the age of AI and automation. This blog explores the importance of human skills, flexible education pathways, and the role of employers in building a tech-smart, people-first future.

Hiring someone new is a big step—so how do you know when the time is right? In this article, we explore the key things to consider before growing your team, from aligning with your business strategy to understanding the real cost of bringing someone on board. With right planning, it can be one of the best investments you make, read on if this is where your business is heading.

EASI NZ is excited to expand our donation-based CV Confidence Workshops across the Southland. Designed for job seekers, migrants, and newcomers, these sessions offer practical skills to craft strong CVs, navigate Kiwi work culture, and understand employee rights—empowering you to succeed in New Zealand’s job market. Whether you’re starting your first job or transitioning careers, these workshops are designed to empower you every step of the way.

Future-proofing tech recruitment in New Zealand requires a focus on emerging technical skills like Flutter and DevOps, alongside soft skills such as adaptability and emotional intelligence. Embracing upskilling, hybrid leadership, and inclusive hiring strategies will help organizations stay competitive in the evolving digital landscape.

Trust is the foundation of any successful workplace relationship. As recognized by the Employment Relations Act 2000, "mutual trust and confidence" is crucial for a thriving employment environment. In our latest article, we explore effective strategies to cultivate trust within your organization. From open communication and embracing mistakes as learning opportunities to empowering autonomy and fostering accountability, discover how to create a collaborative atmosphere where trust can flourish.

As we continue to advance into 2025, one trend stands out prominently: the conversation around generational differences in the workplace is shifting. Instead of focusing on age or background, the emphasis must be on hiring the right candidate based on their skills, values, qualifications, and experience.

While skills can be taught, trained, or learned, instilling values and achieving cultural fit is considerably more challenging.

As we dive into recent recruitment trends, it's clear that moving forward, we need to listen up and shake up the way we approach hiring. Here are some key insights:

Walk the Talk

Businesses, it's time to represent yourselves authentically because 85%* of job seekers check out your reviews before they even consider applying. Remember, they are ultimately picking you. Ensure your online presence accurately reflects your values and culture.

Spoiler alert: Great crisis leadership isn’t about having all the answers in the moment. It’s about preparing ahead of time, so when the pressure’s on, you don’t make things worse.