MANAGEMENT AND TECHNOLOGY INSIGHTS THAT MATTERMarket update - Q4 - FY2013 / 2014

CONTRACT ROLES

TOP

HIRING INDUSTRIES

MOSTACTIVELY

LAURA’S LATEST IT HEALTHWORKSHOP

ANNA BLIGH AT M&T’SDIVERSITY EVENT

“TAKE RISKSTO INNOVATE”

HIRING TRENDS IN

BUSINESSINTELLIGENCEING

DIRECT’SINNOVATIVEPRIVATE CLOUD

What a year that was! Many companies including ourselves have just come to the end of the financial year and I can honestly say it was actually one of the better years that M&T has had.

“They” say that strong companies perform well even in bad times and I think this is NOW true of M&T Resources. For a number of years previously, as we were going through some tough economic challenges, we’ve continued strengthening our structure so that we can continue delivering through those times.

And that’s exactly what happened – we’ve had some of our best sales months and there’ve been some of the most exciting M&T initiatives in place. Firstly, I would like to comment on the M&T delivery model to clients. Whilst not perfect, there’s been tremendous improvement in terms of the relationships we’re building. Through our technical delivery model, we now have experts in our teams who thrive in understanding technical environments and business requirements.

The M&T business has also embraced social mediato engage and attract the best people, and find those with niche technical requirements. Our CRM cloud-based system is hitting full strides too – delivering more benefits than ever in terms of requirements gathering and the whole searching and screening process.

Looking back, a key moment for the last financial year was

when we defined our purpose statement – “helping people achieve greater success”. It’s real, attainable, and relevant to every M&Ter. Every day, we talk to so many people, listen to career worries and issues, help people find new jobs (or their very first job!), get them financially rewarded for their skills, and much, much more. There’s nothing more satisfying.

On the same vein, we’ve also ramped up our DIVERSITY initia-tive with a key purpose to share ideas from thought leaders. The last one held at the Sydney Opera House attracted more than 180 people from Australia’s leading companies. Featuring the Hon. Anna Bligh as keynote speaker, she spoke about the evolution of ‘women’ in Austra-lia. This sounds pretty weird as I type, but from her talk, I learned that it was just two generations ago that women didn’t have the rights to vote and can’t stand for parliament, let alone taking up senior government leadership positions like Anna did. This event confirmed the richness of information available to us all and how much more there still needs to be done.

A great year overall, and I can see another interesting year ahead with some new challenges as the recruitment industry continues to add value in other non-traditional ways. ■

End of financial year is always an interesting time in the government space. This time round, following the announce-ment of quite a challenging federal budget, there was a sudden surge of contractors hiring activity. The market has picked up significantly, making May our busiest month in the last financial year. I believe that this is because government agencies wanted to make full use of their last financial year’s budget before foreseen ‘austerity’ times for government agencies in the new financial year.

In the past quarter, some of the most exciting IT / business projects that we’ve had the pleasure of being involved on are the expansion of the “My Aged Care” gateway by the Depart-ment of Social Services and the National Disability Insurance Scheme.

“My Aged Care” is the end-to-end systems for Queensland and Victoria that provides users with information about Commonwealth-approved providers. It’s due to go live in January 2015. While the National Disability Insurance Scheme is continuing to implement major operational improvements using its $152m funding for FY2013/14.

Projects such as these, including from our other clients in the government space have driven highest demands for Business Analysts, Project Managers, and .NET Developers.

For contractors, there’s a worry in the air as we anticipate the Payroll Tax Reform in the ACT which may stop exemption of payroll tax in October 2014. This means contractors will have to take a pay cut of up to 6.85%. For the new financial year,

NATIONAL

REGIONAL OUTLOOKCHRIS SANDHAMManaging DirectorChris.Sandham@mtr.com.au

ZUNAEED KAMALTeam Leader - ACTZunaeed.Kamal@mtr.com.au

→

ACT

“THROUGH OUR TECHNICAL DELIVERY MODEL, WE NOW HAVE EXPERTS IN OUR TEAMS WHO THRIVE IN UNDERSTANDING TECHNICAL ENVIRONMENTS AND BUSINESS REQUIREMENTS.”

“EVERY DAY, WE TALK TO SO MANY PEOPLE, LISTEN TO CAREER WORRIES AND ISSUES, HELP PEOPLE FIND NEW JOBS �OR THEIR VERY FIRST JOB!�, GET THEM FINAN�CIALLY REWARDED FOR THEIR SKILLS, AND MUCH MUCH MORE. THERE’S NOTHING MORE SATISFYING.”

“FEATURING THE HON. ANNA BLIGH AS KEYNOTE SPEAKER, SHE SPOKE ABOUT THE EVOLUTION OF ‘WOMEN’ IN AUSTRALIA.”

“... FOLLOWING THE ANNOUNCEMENT OF QUITE A CHALLENGING FEDERAL BUDGET, THERE WAS A SUDDEN SURGE OF CONTRACTORS HIRING ACTIVITY.”

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we predict that contractors’ hourly rates will inflate slightly to make up for the loss.

Would this make contracting in ACT less attractive compared to other states? And subsequently decrease the supply of contractors? Which further push up hourly rates? All these are possible, and should be considered by hiring managers and contractors right now.

The tough budget (which means contractors will be expected to deliver more) combined with possible decrease in salary rates will not bode well for both hiring managers and contractors.

In tough times, our clients will be looking for candidates with multiple skills and who can take on extra work. So for candidates, ensure you detail what you’ve delivered in the past to get a better chance in this foreseeable tight market. ■

Just like the red hot Sydney housing market, the NSW IT and business hiring market has continued to grow and exceed expectations. The banking and financial services and telecommunications sectors have been the busiest hiring people in the last quarter. It’s not surprising as these two sectors have always been at the forefront of innovation and the firsts to invest in / adopt new technologies due to the nature of the services they provide.

lead time to pro-actively pool talent with certain in-demand skills. So that when the client is ready to hire, we’d have the best candidates for them.

So many of our clients are under increasing pressure to deliver more with less, which means the people you have are your most valuable asset. Compromising on hiring the wrong people can be costly in terms of both dollars and time. ■

Queensland has seen a sharp increase in demand across most sectors. Notably, demand from the financial services industry has increased in the last quarter, across banking, insurance and superannuation sectors.

This is due to major business transformation programs and subsequent change requirements underway as organisations continue shifting towards a customer-centric approach and digitisation of their environments. Of course, innate to this industry is the need to keep on top of compliance requirements, so some demand have also been driven by those projects.

The state government sector continued to be busy as agencies use up budgeted expenditure from the last financial year. That will be further compounded as we move into an election year. The Newman government will certainly look to complete projects that will deliver the most quick wins.

NEW SOUTH WALES

PAUL HUTCHINSONRegional Director - NSWPaul.Hutchinson@mtr.com.au

MARK LIMBRICKRegional Director - QLD & WAMark.Limbrick@mtr.com.auQUEENSLAND & WA

“THE PRIVATE CLOUD WOULD HELP ING DIRECT ACHIEVE GREAT SCALABILITY AND AVAILABILITY TO SUPPORT ALL ITS BANKING OPERATIONS INCLUDING MORTGAGES AND CARDS BUSINESSES.”

“EMPLOYER BRAND BUILDING AND CANDIDATERELATIONSHIPS AREN’T BUILT OVERNIGHT. THERE NEEDS TO BE A THINKING TO CONTINUOUSLY ATTRACT THE BEST PEOPLE.”

“FOR CONTRACTORS, THERE’S A WORRY IN THE AIR AS WE ANTICIPATE THE PAYROLL TAX REFORM IN THE ACT WHICH MAY STOP EXEMPTION OF PAYROLL TAX IN OCTOBER 2014.”

The push towards new frontier, especially in the digital world is indeed exciting. One of the most interesting recent projects we were involved in was the ING Direct “Zero Touch” private cloud. We supplied a large number of people to complement ING Direct’s team to transfer all of their information technology onto a purpose-built private cloud – the first bank in the world to do so.

We’re also involved in some innovative digital projects for Optus and a HUGE Oracle implementation project for the world’s largest document processing company. These have seen unprecedented demands for mobile developers, CX / UX consultants, and Business Intelligence candidates.

The last 12 months have been sort of an ‘incubation’ period as organisations ideate new opportunities to innovate. The next 12 months will see those ideas getting realised – we will be seeing lots of huge leaps in how technology is used.

It’s great for sure, but with technologies and these initiatives being so new, there simply aren’t enough great candidates out there. Over the last two weeks I have interviewed a number of clients and there is an alarming trend of having to compromise on the people they have hired.

This is mainly due to a lack of strategic resource planning and having been too reactive towards hiring. With the velocity of change happening, it just means hiring managers are forced to make compromises which in hindsight prove costly.

Employer brand building and candidate relationships aren’t built overnight. There needs to be a thinking to continuously attract the best people. I would recommend hiring managers to work closer than ever before with recruitment agencies to plan further ahead. The best outcomes that we have had with our clients last financial year were when we are given enough →

REGIONAL OUTLOOK (continued)

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In terms of resources and mining, the sleeping giant is slowly awakening. While growth certainly hasn’t been as big as boom time in 2009 – 2012, there is some growth in complementary services that support the mining industry. Queensland’s mining jobs overall seem to be bucking the national trend.

Currently benefiting most from the digital change and the activities of government departments and large corporates as they adopt and implement new initiatives are the ICT consulting, professional services and managed services companies.

Having spent some time in the doldrums since the GFC waiting for an upturn , they’re now selling the most ‘as a service’ offerings. Flexible, agile, unbundled, and quick-win engagements have driven significant demand for highly skilled contractor consultants from us.

Clients are looking for people with a niche cross-set of skills, touching technology, design, and sales to drive ever better customer engagements at every service touch point.

We’ve entered a new era of change with the velocity of the digital industry that has altered the types of skills wanted. With an array of new technology systems, infrastructure, and applications across traditional computing and mobile, there are very limited people with the skills needed in Australia, let alone Queensland.

Manager) will continue to be in good stead, especially in the financial services sector as they look to shorten delivery time on programs of work.

Shortage in these niche areas also mean companies may up their permanent headcount to better retain good people. Employer brand has always been important to attract candidates, but great company culture now plays an even bigger role to retain them.

I would advise for clients to evaluate their end-to-end recruitment process, from sourcing and attraction strategies, to onboarding, to post placement start. Relying more on gut feel and less on objective assessments do more damage than just recruitment costs, but may also wreck the team and company culture. Every candidate interaction matters. ■

KEN KWANRegional Director - VIC & SAKen.Kwan@mtr.com.auVICTORIA & SA

“CANDIDATES WITH AGILE SKILLS �E.G. ITERATION MANAGER� WILL CONTINUE TO BE IN GOOD STEAD, ESPECIALLY IN THE FINANCIAL SERVICES SECTOR AS THEY LOOK TO INCREASINGLY SHORTEN DELIVERY TIME ON PROGRAMS OF WORK.”

“THE STATE GOVERNMENT SECTOR CONTINUED TO BE BUSY AS AGENCIES USE UP BUDGETED EXPENDITURE FROM THE LAST FINANCIAL YEAR.”

“OF COURSE, WITH THE ADVENT OF MORE CUSTOMER� CENTRIC WORK, CANDIDATES IN CUSTOMEREXPERIENCE, USER EXPERIENCE AND CUSTOMER CENTRICITY STREAMS ARE EXTREMELY IN DEMAND.”

Business Analyst roles remains red hot, while there’s also been an increase in demand for Change Management, Organisational Change and Business Transformation roles over the past month or so. We’re currently advising our clients to speed up hiring decisions to avoid missing out on the best people! ■

BIG DATA! ANALYTICS! HADOOP! Perhaps some people have gotten sick of those buzzwords. But the Business Intelligence (BI) space remains hot as we saw continued demand, especially from the insurance and financial services sector. In addition to the ongoing regulatory compliance and compensation analysis areas, the sector is also hiring people for customer contact, sales and customer relationship management, and customer experience areas.

An example is one of our clients in the insurance sector which is expecting considerable growth through heavy investment in the digital space complemented by traditional advertising avenues to drive sales. We placed key people into its BI team who contribute to providing insightful real-time analytics to support marketing and sales activities for its direct online business.

Another exciting project is for a utilities company where we’ve made a number of permanent placements in Business Analysis and Support Teams as it moves from different bespoke systems to a fully integrated suite of ERP solution across the organisation.

For the coming year, I can certainly foresee more challenges in sourcing people in the digital space (content, web, mobile, social media, etc.) and continued demand for Business Intelligence (Information Architects, Solution Architects, Data Specialists, etc.). Candidates with agile skills (e.g. Iteration

REGIONAL OUTLOOK (continued)

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Talking about Business Intelligence andInformation Management withTom Sweeney (Account Manager, NSW).With the proliferation of information created and clients having to find new ways to make better use of it, we thought it might be the right time to take a look at the hiring trends in this space.

Read on to see some of the most in-demand roles in Business Intelligence and Information Management, the kind of projects being implemened, and what the foreseble future holds for clients and candidates in this space.

Tell us a bit about yourself. I’m an Account Manager with M&T Resources based in Sydney. I specialise in the Information & Data Management area which typically includes Business Intelligence, Data Warehousing, Analytics and the like. Due to the current nature of demand for BI people, most of my clients are in the banking and financial services and ICT industries.

The data seems to point to major overall increases in the number of Business Intelligence roles requested by clients. Why do you think that is? The last two quarters were both very busy across the BI & DW space for M&T.

A lot of my clients, mostly in the banking and finance services and government sectors, have ramped up their hiring in the bid to deliver benefits of increasing sales and improving customer service through data intelligence.

There’s been a huge demand increase for technical resources as projects which were in plan get kicked off.

SPOTLIGHT ON BUSINESS INTELLIGENCE

→

www.mtr.com.au

SPOTLIGHT ON BUSINESS INTELLIGENCE (continued)

Contract85.1%

Permanent14.9%

InformationArchitect

2.83%(+66.7%)

Contract80.2%

Permanent19.8%

SolutionArchitect

22.6%(+45.8%)

DataSpecialist45.3%(+20.8%)

ReportingSpecialist15.1%(+25%)

DatabaseDeveloper

12.2%(-13.3%)

REQUISITIONED BY CLIENTSIN Q4, FY2013/14

PLACED BY M&T RESOURCESIN Q4, FY2013/14

InformationArchitect

4.48%(+66.7%)

SolutionArchitect17.91%(+50%)

DataSpecialist41.79%(+35.7%)

ReportingSpecialist20.89%(+28.6%)

DatabaseDeveloper

14.92%(-10%)

Numbers in brackets are in comparison to the third quarter (1 January 2014 - 31 March 2014).

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SPOTLIGHT ON BUSINESS INTELLIGENCE (continued)

INDUSTRIES MOST ACTIVELY HIRINGBUSINESS INTELLIGENCE CANDIDATES

Federal, State, LocalGovernment

+ Defence 13.84%

Banking & Financial Services

4.62%

ICT63.08%

Health3.08% Media

1.42%

Utilities13.85%

Information Architects seem to have the biggest rise in demand. Why is that? There were a number of new projects that our clients were implementing that needed Information and Solution Architects to be involved from the outset to help design the solutions.

The projects included designing of the migration solution from old systems, putting in place new BI reporting systems for a content portal to be rolled out across a large department, and implementing regulatory changes to ensure compliance.

But compared to the rest of the roles, Information Architects still form the lowest number of requisitioned and placed roles. Why? That’s to be expected. The number of Information Architects on any particular projects is usually not high in comparison to developers / programmers.

I can also say that while there was a rise in demand from clients, there simply still isn’t enough quality people in the current candidate market. The good ones are already tied up in long-term projects or in permanent roles. They’re not going to be persuaded to move easily.

If that’s the case, why is there such a big increase in Information Architects placed by M&T Resources? The Information Architect positions came about from us having well-established partnerships with our clients. This sees them involving us in very early initial stages of their projects, rather than as an afterthought or to supply purely development roles. Past success in placing senior candidates in key roles have also helped open up opportunities for us.

Is there a trend in clients preferring to hire more permanent people in this space? There seems to be an increase in roles requisitioned by clients. There was a huge increase in project-based work across many companies which would impact demand of contractors. However, some of our partners have been shifting towards →

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SPOTLIGHT ON BUSINESS INTELLIGENCE (continued)

0 - 30 days28.07%

31 - 90 days29.82%

90 daysand above

42.1%

13.1 daysQ3

1.8 daysQ4

LENGTH OF CONTRACT ROLES

DAYS TAKEN TO HIRE

11.3 days = 86.3% quicker

What are some of the big projects happening in the BI space nowadays? There’re still quite a bit of ‘traditional’ Business Intelligence and Data Warehousing work in the past 12 months. Some clients are putting together new reporting systems, data warehouse decommissioning, and migration projects. And then there are the more strategic and analytical roles that we work on. We cover most of the Information Management space and it’s great as no project or customer is ever the same.

Is it tough for candidates in this space? Yes, it is a bit tough. Sure there are some large projects out there but clients still want candidates with proven track record. Candidates really need to stand out if they want to compete.

What advice do you have for them? Luck and timing play a huge part. By the time a role get advertised, most of the time it is already too late for the candidate to react.

I would suggest for candidates to continuously network with successful recruiters or internal recruitment / hiring managers, even when you’re not actively looking for work. Keeping in touch will ensure you remain front of mind.

Nothing to lose and everything to gain as you’ll also get a sense of what’s happening in the market. Also, keep your LinkedIn profile up to date and look out for networking events to build your profile.

How about clients? Similar to candidates, it pays to know the right people. Take every opportunity to network with candidates even when you’re not hiring. So that when the time comes, you’ll have some good people in mind. Or just call me! :) ■

Tom Sweeney is based in our Sydney office. He can be reached at tom.sweeney@mtr.com.au

more strategic medium to longer term planning (3 – 5 years). They’re not looking for short term fix, but are taking a more strategic view towards Business Intelligence use in their organisations.

They want people who can help shape and grow departments and contribute to the overall success of the organisation.

But contracting is still a large part of the hires though? A lot of our clients are involved on projects rather than business-as-usual work. This means they require candidates who are highly skilled and can be immediately available. This has resulted in a high number of contractor assignments. However, from conversations with my clients, they are looking to transition a lot of contractors into permanent hires.

Please comment on the engagement length of contractors in the BI space. It’s hard to get an overall conclusion. Length of contracts can vary from two weeks to 12 months. It really depends on the complexity of the projects and what phases the projects are in. Looking at the candidates that I have placed, I can say that 90% of contractors are being extended. This again shows the demand for good BI people. There are still plenty of good projects out there that quality candidates can get on.

Hiring lead time seem to have improved significantly. Is it getting easier to find great candidates? Not really. While the technology platforms that we have access to today (for example, LinkedIn Recruiter) do help, it still comes back down to the relationship with our clients.

We’re often involved very early in project planning stages so we get a good idea of what they would be looking for on the horizon. We can then start engaging suitable candidates and getting them ready before the roles were actually released.

Of course, we’re taking on risks by doing this because sometimes things change. But this is a good way to keep our finger on the pulse and have a good list of pre-screened and tested candidates so our clients can engage the best people for their projects quickly.

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The Hon. Anna Bligh at M&T Resources’ DIVERSITY event

The Hon. Anna Bligh (C) with Louise Byrne, M&T Resources’ Diversity Champion (L) and Chris Sandham, Managing Director of M&T Resources.

June 2014, Sydney – At M&T Resources’ third DIVERSITY event held at the Sydney Opera House, keynote speaker the Hon. Anna Bligh spoke about the importance of risk-taking to innovate and to make a difference to gender diversity in Australian workplaces. Her keynote was titled “Unfinished Business”.

Speaking to M&T Resources’ clients from the likes of Westpac, IAG, Commonwealth Bank of Australia, Telstra, ING Direct, Optus, Leighton Contractors, Lend Lease and more, Anna lauded how far Australia has come in terms of gender equality even though it is a relatively young country.

She told her own story where in just two generations since her grandmother when women didn’t have equal voting rights, till Anna herself who had the opportunity to be the very first female Premier of Queensland.

However, Anna also recognised the gender gap in terms of women in leadership positions and in IT. She cited the all-time low numbers of young women choosing science and technology and suggested that the people who are employing in organisations and recruiters should make conscious efforts to set diversity targets, consciously create opportunities for future young women, and embrace risks in order to make real changes.

“As mentioned by Anna, there’s definitely a lot more that people in decision-making and hiring positions can do to influence diversity. As recruiters working with clients who are in these positions, we can play a big role to raise awareness, nurture those conversations, and inspire people to be

diversity champions in their own ways. That’s what our DIVERSITY initiative is about,” said Chris Sandham, Managing Director of M&T Resources, after the event.

With past speakers like Suzanne Mercier, Founder and CEO of Liberate Leadership and Naomi Simson, Founder of Red Balloon, M&T Resources’ latest DIVERSITY event has continued on its tradition of featuring well-respected role models as keynote speakers.

“I can’t think of a greater role model for us all to emulate. Going through challenges in the past in her personal and work life, it’s remarkable what Anna wants to do next with YWCA

“TAKE RISKS IN ORDER TO INNOVATE”

→

First one through the wall willalways get bloody. But it’s therisk takers who contributeto innovation.

The Hon. Anna Bligh

Leadership is not a risk-free job.

The Hon. Anna Bligh

If you want to be in aleadership position, marrythe right bloke!

The Hon. Anna Bligh

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“I can’t think of a greater role model for us all to emulate. Going through challenges in the past in her personal and work life, it’s remarkable what Anna wants to do next with YWCA NSW. I hope all our guests were as inspired as I was and take up the challenge to help Australian workforces become more creative and innovative. M&T Resources can partner with them to achieve that through our DIVERSITY initiative,” added Chris.

Speaking fees from the event were donated to YWCA NSW. YWCA NSW also successfully raised $735 from the raffle prize of a pair of Tiffany & Co earrings.

M&T Resources has also mentioned another partnership with YWCA NSW in the works, and is open to further partnership opportunities with any other organisations to continue the diversity agenda.

For more information on M&T Resources’ DIVERSITY event, how to participate / become a keynote speaker, or discuss other partnership opportunities, please contact Jeremy Chen, Communications & Marketing Manager via email at Jeremy.Chen@mtr.com.au or call 02-9259 8877.

“TAKE RISKS IN ORDER TO INNOVATE”

She was very engaging, veryeasy to listen to, and had alot to say that came fromthe HEART.

Sarah StevensonCareers at WestpacI particularly like the context of

looking at how far we’ve comebecause we forget that. I thoughtshe was AMAZING.

Suzanne MercierFounder & CEO, Liberate Leadership

There's a 13-year old girl outthere and she's making the'wrong' decision. We have togo out and find her.

The Hon. Anna Bligh

"We have to make IT sexy forthem [young female students].

The Hon. Anna Bligh

Clockwise from left: Attendees in the Utzon Room, Sydney Opera House, during Anna Bligh’s keynote - Chris’ introduction - M&T Sydney team with Anna Bligh - Raffle prize for the night - Louise’s introduction for the night.

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LEADING THROUGHAMBIGUITY -EMBRACING 'AND'

DIVERSITY2014 / MELBOURNE / 6PM, 20 AUGUST 2014 / FEAT. KAREN STOCKS/MD OF TWITTER AUSTRALIA

M&T Resources’ next DIVERSITY event is already underway!

We’re proud to present to you our next keynote speaker, Karen Stocks, Managing Director of Twitter Australia.

As a proven leader in the technology industry, Karen will be speaking about the opportunities and lessons from leading organisations in new and emerging industries.

There are extremely limited seats available.

If you would like to attend, RSVP today by emailing Corey Nixon at corey.nixon@mtr.com.au

www.mtr.com.au

Information in this section are based on placements made in the past quarter. Please contact your Account Manager for more information.

1. Program / Project Manager 2. Business Analyst 3. Analyst / Programmer 4. Tester 5. Consultant 6. Data Specialist 7. Project Coordinator 8. Solutions architect 9. Change Specialist 10. Reporting Specialist

IN�DEMAND SKILLS & INDUSTRIES

TOP 10 CONTRACT ROLES IN DEMAND1. Program / Project Manager 2. Analyst / Programmer 3. Business Analyst 4. Data Specialist 5. Tester

TOP 5 PERMANENT ROLES IN DEMAND

MOST ACTIVELY HIRING INDUSTRIES

1. Management Consultant (Technical Consultant) 2. Principal Consultant in Information & Data Management3. Process Specialist 4. Business Solution Manager (Program Manager)5. Global ERP Manager 6. Senior Project Manager7. Senior IT Governance Manager8. Technical Operations Manager9. CX Consultant 10. Development Manager

TOP 10 HIGHEST PAIDPERMANENT ROLES

Federal, State, LocalGovernment+ Defence 37.48%

Education 0.31%

FMCG 0.78%

Banking & Financial Services22.7%

ICT19.6%

Health4.2%

Mining, Resources& Infrastructure

7.62%

Transport0.31%

Utilities7%

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May 2014 – Insurance Australia Group (IAG) has recently concluded its temporary recruitment services procurement process across four job families and payroll services, with M&T Resources chosen as one of 15 final preferred suppliers.

M&T Resources is one of 13 suppliers in the IT category covering Consulting and Strategy, Project Management, Systems Analysis, Applications, Architecture, Web Development, Testing, Database Development, Infrastructure, Network, Security and Services & Support. M&T Resources is also one of only 5 agencies selected for the Professional Services category which includes non-IT roles in Strategy, Insurance, Risk & Asset Management and People & Performance.

“IAG places great importance on culture and alignment of values of the people that it hires. For us, those are some of the most important things we look out for when resourcing. We’re very happy that our proven track record at doing this for IAG has culminated in this great win for us,” said M&T Resources’ NSW Regional Director Paul Hutchinson.

M&T Resources has worked with IAG since 2008 and has been one of the best-performing suppliers to the Direct Insurance arm, which includes well-known insurance brands NRMA, SGIC, SGIO, RACV and more. With this procurement exercise, IAG sought to reduce more than 120 providers including 40 consultancies across both its Direct Insurance and Intermediate Insurance (i.e. CGU) groups.

“This follows a few other big national wins that we can’t publicise to the market as yet. It’s great to see that our continued focus on helping clients achieve greater success in their projects and programs of work and our award-winning candidate program are translating into real business growth,” added Paul Hutchinson.

The panel agreement will be in place for three years with Richard Hindle as M&T Resources’ lead Account Manager servicing IAG’s NSW requirements and Corey Nixon managing the CGU business from Melbourne. Paul Hutchinson will assume an Account Director role overseeing the account nationally.

For more information on M&T Resources or this panel spot win, please contact Jeremy Chen, Communications & Marketing Manager via email at Jeremy.Chen@mtr.com.au or call 02-9259 8877.

M&T RESOURCES WINS PREFERRED SUPPLIER CONTRACT WITH IAG

M&T’s team for IAG

RICHARD HINDLEAccount Manager, NSW

PAUL HUTCHINSONRegional Director, NSW

COREY NIXONAccount Manager, VIC

Relationshipstarted

since 2008.

2008113

preferredsuppliersacross IT.

of

preferredsuppliers inProfessional

Services category.

5of1

“WE’RE VERY HAPPY THAT OUR PROVEN TRACK RECORD AT DOING THIS FOR IAG HAS CULMINATED IN THIS GREAT WIN FOR US.”

“IT’S GREAT TO SEE THAT OUR CONTINUED FOCUS ON HELPING CLIENTS ACHIEVE GREATER SUCCESS IN THEIR PROJECTS AND PROGRAMS OF WORK AND OUR AWARD�WINNING CANDIDATE PROGRAM ARE TRANS�LATING INTO REAL BUSINESS GROWTH.”

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M&T Resources was heavily involved in partnering with ING Direct to source the people they need to complement its own IT team for this project.

For more information on M&T Resources’ involvement on ING Direct’s Zero Touch project, please contact Jeremy Chen, Communications & Marketing Manager via email at Jeremy.Chen@mtr.com.au or call 02-9259 8877.

Details derived from: https://newsroom.ingdirect.com.au/releases/zero-touch-project-puts-ing-direct-in-a-private-cloud

ING DIRECT’S PRIVATE CLOUD

About ING Direct

Steps:

“WE SEE CLOUD TECHNOLOGY AS A REAL ENABLER. COMPLETING THE PROJECT HAS OPENED UP SPACE FOR US TO INNOVATE AND CREATE RATHER THAN SIMPLY OPERATE AND MAINTAIN THE SUPPORTING INFRA�STRUCTURE."

SIMON ANDREWS, COO, ING DIRECT

“"WE BELIEVE THIS PROJECT IS UNIQUE, MAKING US THE ONLY BANK TO HAVE MOVED ITS ENTIRE SYSTEMS TO A CLOUD ENVIRONMENT.”

SIMON ANDREWS, COO, ING DIRECT

First bank in Australia to virtualiseentire banking platform.

Virtualise entire IT infrastructure for testing and development purposes.

months to complete

new virtual machines switched on220

data duplicated5.5TB

Number of servers reduced.

Using Windows Server Hyper V

Overhaul and review existing infrastructure.

Simplifying production environment.

Deliver new computing, network andstorage infrastructure.

800 80

12

bricks-and-mortar branches in Australia0

Headquartered in the Netherlands.

1.5mcustomers

Year established in Australia.

Services offered: Payment account,superannuation, home loans andsavings products.

THEZEROTOUCH

PROJECT

→

Benefits:

Scalability and flexibility.

Deliver services on demand

Better and new customer services

www.mtr.com.au

By Laura Hanson (Account Manager, QLD).

Laura has a 15-year background in IT project management prior to joining M&T Resources. Within just a few years, she has consistently won top placement awards as a key part of the Brisbane team.

She has a keen interest in driving technology innovation in the health space through partnership with clients. She leads the IT Health Workshop initiative that is attended by Queensland’s largest health organisations.

A huge “thank you” to Patrick Lilwall, CIO at Blue Care and Dean Dimkin from Queensland Health for presenting at our healthcare workshop held on 26th May 2014.

It was another great success which was attended by health-care professionals from St Vincent’s & Holy Spirit, NEHTA, Blue Care, Charm Health and Queensland Health.

BRINGING TOGETHER THE IT HEALTHCARE INDUSTRY

→

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BRINGING TOGETHER THE IT HEALTHCARE INDUSTRY (continued)

Patrick Lilwall from Blue Care provided some statistics on Blue Care’s staff and clients, the company’s role in the community and the services they provide. It was also highly insightful to hear him explain the ICT Shared Services operating model that UnitingCare Queensland is implementing.

Patrick emphasised the importance of understanding the organisation’s business model in order to define the ICT strategy. He explained how Blue Care sought out to define the core value that their business offers, who its clients really are and how to effectively engage with them through social media channels and networking avenues.

For Blue Care, using a variety of mobile platforms (including intranets, Yammer, extranets / portals, Facebook, Twitter) enables them to reach out to not only their internal staff and carers but also clients and their families. These offer people access to more information on their family members anyway, anytime.

Key success factor, according to Patrick, is to ensure that the strategy acknowledges other workforce challenges / issues. For example, attracting and retaining the best people to deliver on those programs, ensuring employees get great induction to play their roles in the journey, and continuous competition in the market. Internal systems need to be streamlined and more efficient to provide the platforms which in turn support the services delivered.

Dean Dimkin from Queensland Health talked about the ieMR program and how this program is part of the blueprint for better healthcare in Queensland’s ‘One patient, one record’ vision. The program is an enabler to gain access to more data / information from numerous locations through one electronic system at any time.

By working closely with clinicians for all nine public hospitals (Cairns Hospital, Townsville Hospital, Mackay Hospital, Royal Brisbane and Women’s Hospital, The Royal Children’s Hospital, Princess Alexandra Hospital, Gold Coast University and Carrara) and communicating with other regions who have already implemented ieMR, the program has been able to quickly adopt past lessons learned. This has helped drive the program in the right direction.

Release 1: Foundation, document scanning & growth charts

Release 2: Electronic orders entry & results reporting, alerts, clinical documentation

Release 3: Clinical documentation & discharge summaries (first go live 2015)

Release 4: Medication Management

Dean also mentioned that Queensland Health is building HIMSS 6 Capability where digital will replace paper.

The presentations were well received I’m already in discussions with presenters for the July workshop. ■

If you would like to get involved as a speaker or to attend, or to receive our regular IT Workshop Healthcare newsletters, please email Laura at Laura.Hanson@mtr.com.au

www.mtr.com.au

We always take pride in our approach towards relationships. To us, transparency and a desire to continuously improve builds trust.

This time round, our overall satisfaction rate was 92%, where we’ve received highly positive comments and also a couple of feedback to improve on.

Also interesting to note is the growth of social media as a recruiting channel, even though referrals and direct contacts through our own networks remain as important as ever.

All the feedbacks received are reviewed by our Managing Director and steps are taken to address them.

Thank you once again to all candidates who took the time to fill in the surveys!

YOURVIEW SURVEY RESULTS

How candidatesfind out / apply

for the job

Timely contact and follow ups. Always very proactive - offered to have the key company contact call me and give me further insight into the interviewers: muchappreciated and made a big difference to my preparation and approach on the day.

At this stage, I cannot make any suggestions to improve the process - have been very impressed throughout.

I would highly recommend Phil Little. He picked me up at the airport and drove me to the interview, then waited for me and we had lunch near his office. I felt as if he truly cared about me as a person rather than just finding me a job. If only all recruiters would have his people skills!

What also impressed me throughout the process was how consistent all feedback from everyone I met was, along with the values and vision presented on the website - very much "walking the talk".

Satisfied24%

Neutral6%

Moderatelydissatisfied2%

Extremelysatisfied

68%

Overall satisfactionwith our

recruitmentprocess

Proactively24%

How well we keptcandidates up-to-date

on application progress

Regularenough64%

Somewhatproactively

12%

How clearly did weexplain the

recruitment processExtremelyclearly38.18%

Moderatelyclear

9.09%

Slightlyclearly3.64%

Very clearly50.91%

How quickly wecontacted candidates

after application

Within same day45.45%

Withintwo days

9.09%

More thantwo days

14.55%

Withinone day30.91%

ACT9.09%(+1.68%)

NSW43.64%(-8.21%)

QLD21.82%(+3.3%)

VIC25.45%

(+1.38%)

Location

Online38.18%

Direct7.27%

Referral7.27%

Contactedby M&T34.55%

Social media 5.45%

FY2013/14Q4

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YOURVIEW SURVEY WINNER

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CanNSW

Winner of an iPad Mini forcompleting our YourView

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draw, be sure to fill in theYourView Survey

when you are prompted.

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