Haines insights

In this article, Dan Phillips (our Creative Director) reflects on a recent campaign shoot that became something more than just content creation. What began as a brief to capture authentic moments for a disability services client turned into a powerful reminder of what meaningful work really looks like.

Here in Aotearoa, we’re quietly doing something impressive. Having recently ‘sharpened our tools’ by gaining the world’s number one employer brand leadership certification (from Employer Branding College) Ben Tinker and Dan Phillips have been reflecting on where the global EB market is headed… and where we sit on that curve. The good news? We’re not just keeping pace - we’re punching above our weight. The global compass is shifting We had a great chance to step to the side,

TL;DR: Most recruitment budgets focus on short-term conversion tactics like job ads. But lasting results come from investing across the full funnel, especially in brand building and consideration. Treat recruitment like brand marketing: attribute influence, not just clicks.  Positioning recruitment marketing as an investment  In Part One, we mapped the marketing funnel to the candidate journey. Now let’s look at how budgets align to each stage and why most TA spend is stack

TD:LR: No employer brand? That silence is costing you. Without clear, consistent signals, great candidates scroll past, drop off, or choose competitors. Brand isn’t a nice-to-have, it’s a performance multiplier. It builds trust, fuels long-term growth, and makes every job ad work harder. We’ve talked about crafting better ads. About winning attention. About where to show up, and how. But even the best-placed ad can’t fix what isn’t there. Because when you don’t actively sha

TL;DR: You’ve got three seconds to hook someone, make it count. Grab attention with clear, relevant messaging and strong visuals. Then back it up with a smart omnichannel strategy that meets candidates where they are, from TikTok to ZEIL. Consistency and clarity across every touchpoint turn interest into action. Now that you’ve written a great job ad, the next thing to understand is that In today’s digital world, you have roughly three seconds to capture someone’s interest b

TL;DR: Most job ads fail because they’re generic and disconnected from brand and culture. Today’s candidates want more than duties, they want purpose, flexibility, and growth. Great ads tell a story, reflect real culture, and connect on a human level. But even the best ad needs a strong employer brand behind it to truly work. We’ve all seen them: copy-paste job ads listing duties, bullet points, and the promise of a “competitive salary.” In a market where it's easier than ev

Across Aotearoa, the Talent Acquisition landscape is incredibly varied. Some organisations are just starting to build out their functions, while others are moving at pace, innovating, and delivering real value through talent. Through our recent roundtable series, we heard from talent leaders who are making a genuine impact, regardless of their team size or structure. A few common threads emerged: Curiosity and courage: Talking AND doing. Leaning into and embracing the unfam

When the market slows down, many assume it’s time to hit pause on employer branding efforts. But here's the truth: in a flat market, how you show up matters just as much. Your EVP (employer value proposition) isn’t just a glossy statement; it’s the lens through which candidates assess whether your business is worth exploring. While many organisations are currently getting hit with high volumes of applications, it’s worth asking: Who are these candidates? What is their exper