Holly Brailsford

$5.5 billion is about to move (Disability Employment programs are ending in 3 months) Inclusive Employment Australia (IEA) is launching on 1 November. 84 new providers and subcontractors are expected to build digital-first, employer-ready, outcomes-driven services—fast. But here’s the gap: Most aren’t ready. Not for the digital coaching uplift. Not for the employer retention mandates. Not for the lived-experience leadership requirement. Not for the new scorecard where poor results = contract clawbacks. So I built this → 𝗧𝗵𝗲 𝗜𝗘𝗔 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗿 𝗥𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁. Use it for guidance on how to: 1. Craft recruitment ads that resonate 2. Embed digital-first coaching programs 3. Design evidence-backed workplace modifications 4. Slot lived-experience leadership into your org chart 5. Integrate allied-health supports that power real career outcomes     Want a copy? Comment “𝗜𝗘𝗔 𝗥𝗲𝗮𝗱𝘆” or DM me, and I’ll send you the booking link for a free strategy session. Once your booking is confirmed, you'll get first access to the IEA Checklist

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Let consciousness guide you through complexity In the latest episode of our Changing Conversations podcast, we sat down with Lisa Doig, founder and director of Corporate Evolution Pty Ltd and a pioneer in the field of values and consciousness. Lisa knows better than most what it takes to design, facilitate, and train practitioners in transformational business leadership development programmes. Why is consciousness essential for leading in complexity? And how can you grow it? We explore these questions – and many more – in this thought-provoking conversation. Tune in here 👉 https://lnkd.in/d_-xcfBe #leadership #managementconsulting #implementconsultinggroup

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Have you hired a new team member in the past 12 months? Were you surprised (or maybe shocked) by their salary expectations? You’re not alone - this is a conversation I’m having daily with clients. If you’ve recruited in the Adelaide market recently, you’ll know there’s been a definite shift. Where we once secured an Accountant for around $100k + Super, that figure is now closer to $120–130k + Super. The same applies for HR Business Partners. Not long ago, experienced Finance or HR Managers were typically on $130–140k + Super - now most candidates are expecting $150k+ and often more. From a candidate’s perspective, the increase makes sense - the cost of living has risen sharply. But for many businesses, salaries haven’t kept pace, and the reality doesn’t hit until they start recruiting. One of the most common things I hear from CEOs and Managers is: “I understand that candidates are asking for higher salaries, but if I hire at that level, it’ll cause issues with my existing team who are paid much less.” My advice? Regular salary benchmarking is key. Ensuring your current team are paid at (or close to) market rate not only makes hiring new people easier, but it also protects your business from the much greater risk of losing good staff who are being approached by companies offering more. And if your budget doesn’t stretch to meet current market expectations, think creatively. Consider ways to enhance the overall package - whether that’s offering additional leave, part-time hours, or other benefits that genuinely matter to the candidate. Have you noticed the same shift in salaries when recruiting recently? If you're ever unsure of the salary you should be paying for a particular role, feel free to reach out - I'm always happy to chat.

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To my wonderful younger cohort of recruiters: New research from the Australian HR Institute and the Australian Human Rights Commission shows that age bias is still alive and well in the workplace. Their latest report reveals that almost one in four employers consider people in their 50s as "old"—and many are hesitant to hire them. I want to gently say this: your time will come. One day, you’ll find yourself on the other side of that age line, with a wealth of experience, perspective, and maturity that should be valued—not overlooked. So, when you're making those recruitment decisions, pause for a moment. Ask yourself how you would want to be treated in the later stages of your career. Think about how valuable “extensive experience” truly is—and how much richer our workplaces are when we embrace all generations. The only way to break the cycle is to challenge it now—so the next generation of experienced professionals (including you!) can thrive.

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I’m excited to be back in Melbourne on 2 October running our TA Fundamentals Training Program.   This one-day workshop is ideal for anyone in TA or HR, but especially for people who have never received any formal training or are new to recruitment or stepping into their first TA role.   We’ll cover the essentials like: ✨ EVP and Employer Branding ✨ Interviewing techniques that work ✨ Building confidence in taking a recruitment brief ✨ Inclusive hiring practices, EEO and legal compliance ✨ The impact of HR tech and AI tools on how we hire, and much more!   It’s a small group format (max 15 people), which makes it a great space for sharing experiences and building confidence in the basics. Perfect for those who are new to recruitment or stepping into a TA role for the first time.   If you know someone in your network who’s just starting out in TA, or who could benefit from grounding their practice in the essentials, I’d love for you to share this with them.   📍 Melbourne CBD | 🗓️ 2 October 2025 | 9 AM – 5 PM Book here: https://lnkd.in/gSF_3myN

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