MANAGEMENT & TECHNOLOGY INSIGHTS THAT MATTERMarket Update - Q2 - FY2014/15

AUSTRALIA’S MOST AWARDED RECRUITMENT FIRM

REGIONAL UPDATES ACROSS AUSTRALIA

HIGHEST PAID PERMANENT ROLES IN TECH & BUSINESS

25 HOTTEST SKILLS OF 2014

WINS SENSIS

TOP 10MOST IN-DEMAND CONTRACT ROLES

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M&T RESOURCES

CHRIS SANDHAM Managing Director Chris.Sandham@mtr.com.au NATIONAL

REGIONAL OUTLOOK (National)

Groceries, robots and a Hisense TV. As the Australian market remains buoyant with digital and mobile driving demands, I am pleased to say that the building blocks put in place at M&T Resources three years ago are now reaping some rewards.

The thing is, ‘skills shortage’ will continue to be bandied about. Sure, we’re now experiencing the great digital transformation and data / intelligence, but there’re more technological trends coming our way, including Internet of Things and robotics, that will add to our talent problems.

Addressing the shortage starts with both recruitment firms and employers thinking more about earlier ‘intervention’. That means training and development, and encouraging more IT uptake. Nowhere is this more pertinent than in addressing the shortage women in IT – a topic close to my heart and that of M&T Resources’.

Our DIVERSITY event in 2014 that featured the Hon. Anna Bligh kicked off our partnership with the YWCA NSW – where we intend to do more through their education programs to widen children’s career choices. How can we get more children, especially girls, to explore their potential in information technology, beyond the usual career paths of doctors, nurses, lawyers, and engineers? The exploration that goes on today probably extends to just the iPad!

That said, a lot of our clients are concerned about attraction and retention. With demand outstripping supply

at the moment, candidates are better-placed to choose. And as the MD of a recruitment firm, I know first-hand how easy it is for other firms to poach great people with money.

However, money is a short term fix – it can’t be the ‘retention strategy’. In raising M&T’s retention rate to an average of 3.3 years (even though we have many new hires in the past year), the most important part of retention, I believe, is culture.

Culture creates the right environment that empowers people. Instils work flexibility that is increasingly valued by candidates. Creates a learning environment backed by proper career development and training.

Culture starts from the top, so as a leader, are you behaving in a way that nurtures a conducive working environment? Would potential candidates want to work with you?

In the past 12 months, the leadership team at M&T Resources started on management development programs which include executive coaching and mentoring. We want to have the best leadership team in the industry that potential employees want to work with. And we want to provide the best training and development opportunities –not just putting people in jobs, leaving them on their own and expecting great results.

Another persistent topic that our clients are thinking about is data and analytics. Majority are still struggling with getting more out of it. Where to start? What data to look at? How to get more actionable insights? This is where being part of SMS Consulting is truly beneficial. Being able to lean on the talented people in SMS’ Information & Data Management practice has helped us better understand and serve the needs of our clients.

But I still think there’s still so much more possibilities to leverage data. For example, I shop at my local Woollies every week, mostly buying the same grocery items. How about suggesting to get those items delivered to me automatically? Saving me time and effort in today’s world would go a long way in ensuring my loyalty!

Over the Christmas break, I spent some time in Sydney and also travelled to Bangkok. This gave me vastly different perspectives on two cities; one that I have lived in for 14 years and one entirely new to me. Those who have visited Bangkok before would perhaps understand my initial admiration – amidst poverty and slums are great big buildings more modern than the ones in Sydney built with high-tech machineries. This made me wonder – where are the robots that we were promised in old sci-fi magazines / books? The robots to help you run your household and cook you dinner? Google’s getting there with their driverless car. And I have no doubts that robotics will hit the big time.

Which brings me to wonder about the role of TV in our lives. On one hand, it seems like such an ancient device. Sure, there are some evolutions in picture quality, pixel count, sound, etc. but overall, it is still just playing the role of streaming videos into your home. Manufacturers keep rolling out new models, people keep buying them. The saturation of the product has meant there are really minor differences between brands. Case in point, instead of a Samsung or Sony, I recently bought a Hisense. Any difference? To me, $1,600 savings was probably it.

With Apple TV’s ‘non-event’ in recent years, when and how can the TV play a bigger role in our lives? Will it be the main control panel for our living room? Will we use it to order the robot to cook us dinner? Bring on the Internet of Things!

So I enter 2015 with lots of questions but also lots of excitement, in the world of technology and also in the further development of a company that has huge potential and one I am proud to lead. ₪

“Addressing the shortage starts with both recruitment firms and employers thinking more about earlier ‘intervention’.”

“Culture starts from the top, so as a leader, are you behaving in a way that nurtures a conducive working environment? Would potential candidates want to work with you?”

ZUNAEED KAMAL Manager Zunaeed.Kamal@mtr.com.au ACT

REGIONAL OUTLOOK (ACT)

What were the most actively hiring government departments and why do you think so?

Although there had been a lot of budget cuts, we have seen continued contract hiring. Federal departments remain active, especially the Department of Immigration and Border Protection, Australian Customs Service, Department of Social Services, Clean Energy Regulator, Department of Education & Department of Employment, Department of Human Services, Defence portfolio, Department of Foreign Affairs and Trade, and the Australian Taxation Office.

What were some of the most exciting technology / business projects in the last quarter?

We are currently assisting the Clean Energy Regulator (CER) with its Emissions Reduction Fund (ERF) - a new Federal Government initiative.

CER will be responsible for administering and regulating the ERF including registering projects and clients, preparing for, conducting and reviewing auctions, negotiating and contracting, issuing ACCUs and making payments on delivery of emissions reduction.

The Emissions Reduction Fund Implementation Team is responsible for the design and implementation of the new capabilities that will enable the CER to deliver and manage the new policy. They will also be involved in some other strategic initiatives that address the federal governments deregulation requirements, streamlining operational / regulator practices, and improving client experience.

We are also working on the Department of Social Services’ Siebel application platform to support the Aged Care Gateway (ACG) business system. The Siebel

Technical Section is designing and delivering on the Siebel Environment Technical Architecture, including integration with other services such as identity management and enterprise service bus. With Siebel being a rare skillset in Canberra, we are conducting a lot of interstate and overseas sourcing.

What challenges were your clients facing in hiring people in the past quarter?

While the number of applicants per role has increased, in the Canberra market it remains a challenge to find strong candidates with valid security clearances. There are also more and more government departments making baseline clearance a minimum requirement, so unless the candidate has worked in another Department and already has clearance, it is getting more difficult for our clients.

Bureaucracy / red tapes continue to hamper the hiring process. In many occasions when our client is keen on hiring a candidate, the drawn out processes to make offers mean candidates cannot be secured in time. This has put enormous pressure on our clients as they strive to meet delivery deadlines, and on us as well to maintain candidate engagement in an opportunity.

Another persistent challenge for our clients is budget cut. It simply means our clients often find themselves not in a position to hire the best talent, and having to compromise on requirements. In fact, this has often driven down the offer rates compared orginally proposed rates.

What were some of the most highly in demand job roles?

We are continually seeing requirements for Business Analysts. There was previously a shift towards non-technical roles in the Government hire but recently, we have received more requirements for technical roles, especially Microsoft stack in the CRM and BI space. Testers, change managers, project managers, and developers are the usual roles that continue to be in demand.

What can employers look forward to in the new year?

Due to cyclical nature in the government sector, we can expect more good candidates to enter the market as their contracts finish off in December / return from holidays.

Budget announcements in the next few months will be a critical time as it might mean departments have more project funding.

With the introduction of Payroll Tax in the ACT, employers can also expect hourly rates to rise, as contractors will likely demand higher rates to cover this cost.

The flow-on effect from this: more contractors will be moving around as they seek higher rates, or if they are from interstate, they may choose to leave ACT. Which will add to employers’ challenges.

What can candidates look forward to in the new year?

With demand outstripping supply, candidates in the ACT can forward to more choices. Candidates will strong skills and good government experience will not need to worry about finding their next contract.

While the initial contracts offered may not be very long (at the moment, most are offered until the end of June), we believe that most will be extended, either officially or unofficially.

Any other tips you would offer to clients / candidates?

For employers, I believe that time is of the essence. Demand is higher than supply, and a candidate most likely has applied for several roles at once. So if you find the right candidate, move fast.

For candidates, there’s nothing more important than to be entirely upfront and honest with recruitment firms, as we are with our candidates. If you’ve already got an offer or already made up your mind, let us know and we can advise our clients accordingly. Canberra is a very small place and doing the right thing does matter. ₪

REGIONAL OUTLOOK (NSW)

What were the most actively hiring industries and why do you think so?

The Banking, Financial Services and Insurance (BFSI) sector remains one of the strongest.

Retail banks are very much focusing on payments due to major financial institutions signing up to build the new payments platform (NPP). Additionally, the Wealth areas are continuing their hiring spree to keep up with new regulatory compliance requirements and overall processes.

One of our major Retail Banking customers is embarking on a major Agile program, launching a new payments program as well as a brand new consumer lending product. They are recruiting many people across technology, business analysis, Agile and Project Management, with particular emphasis on Cards and Payments Platform expertise.

Another Big Four is ramping up their centralised Change Management practice - thus hiring a lot of Change Managers and Analysts with broad experience in organisational change and financial services.

Elsewhere, the Construction and Engineering sector has had pockets of strong IT / key roles hiring as companies implement reforms and cost efficiencies.

NSW State government has some large programs in the pipeline, especially to do with Infrastructure.

What were some of the most exciting technology / business projects in the last quarter?

» We’ve helped uplift Agile capabilities for our BFSI clients ‒ there’s almost like a second big wave of hires after the the big banks embraced Agile a few years ago.

PAUL HUTCHINSON Regional Director Paul.Hutchinson@mtr.com.au NSW

» Richer content and functionality within the online banking space (including business banking).

» NSW Transport ‒ Managing system vendor on the Opal Program.

» Family and Community Services (FACS) – Filled some key roles on a large program.

» Leighton Contractors – Working closely with two areas of the business as they ramp up on two major projects. A JDE upgrade and also a project to sell off parts of the business.

What challenges were your clients facing in hiring people in the past quarter?

Whilst there were a high number of people looking for work, some niche skillsets remained challenging to source for. Digital skills were highly in demand and finding true digital specialists is becoming more and more difficult.

The market is flooded with candidates who have quite generic skillsets – but clients were looking for people with very well-defined experience (e.g. payments experience).

As such, clients have found that they have to move extremely quickly to secure top talent. Which calls for a need for best practice recruitment processes in place to engage talent effectively.

What were some of the most in demand jobs in the past quarter?

We’ve definitely seen the most demand for DevOps, Agile Business Analysts and Project Managers, Scrum Masters, UX / CX Designers, Front End Developers (Java), and Digital Project Managers.

What can employers look forward to in the new year?

I expect there to be more candidate movements, so employers can look forwarde to seeing better candidates coming into the market.

There’s also a growing thirst for technology innovation with

more companies moving from online assets to also include Apps that connect them to new and untapped markets.

What can candidates look forward to in the new year?

» More choice ‒ An increase in jobs within BFSI. All signs point to increase in demand not just within banks, but insurance companies as well.

» Warm market ‒ Candidates with strong skills can look forward to a warm market with some exciting projects across multiple industries.

» More flexibility in working arrangements ‒ Organisations are looking to entice the best talent by offering employees more flexibility in terms of off-site arrangements. Last year saw a large number of organisations adopting “activity-based working” environments and remote work.

Any other tips you would offer to clients / candidates?

While employers are still having to fight hard to get good talent, they are quite often bundling together what historically may have been different job requirements (e.g. Agile and Process led BAs). To maximise your opportunity of getting hired, ensure that the job is absolutely relevant to your skillsets.

Candidates should also spend more time to customise their resumes to the role that they’re applying for. If position descriptions mentions the key skills required, these should then be featured prominently in the resume.

For employers, I would recommend to invest the time to build 1 or 2 strong key agency relationships. Being committed to building a positive-sum business relationship ensures that your agency truly do the hard hards to find you the right talent. Having more agencies working on a role doesn’t necessarily mean covering the market better ‒ it just means agencies will likely take shortest and easiest way. Not the best thing to do build up a strong workforce. ₪

REGIONAL OUTLOOK (QLD)

What were the most actively hiring industries and why do you think so?

The Banking, Financial Services and Insurance (BFSI) and IT Services organisations have been very active in Queensland, particularly for permanent hires.

Several Queensland-based insurance organisations are targeting aggressive growth and as such are implementing significant programs to transform their businesses and technology platforms.

As the Queensland office also has a few superannuation clients, we have experienced strong demand for candidates to work on various business transformation initiatives, some of which are due to compliance / regulatory changes.

There is a flow-on effect as ICT and professional services companies partner with their clients to work on those projects. Several leading companies are making big moves / positioning themselves to migrate to cloud-based platforms.

The utilities sector has been relatively buoyant, whilst the government sector has been fairly flat due to the upcoming election.

What were some of the most exciting technology / business projects in the last quarter?

Queensland has seen a raft of new hospitals opening over recent years - first the Gold Coast University Hospital and more recently the Lady Cilento Children’s Hospital. With their health IT systems going live, both have had huge challenges and delays, but ultimately went live on time, and will deliver much needed improvement to Queensland’s Health system.

MARK LIMBRICK Regional Director Mark.Limbrick@mtr.com.au QLD & WA

One of our utilities clients has undergone major reform over the past few years, partially due to the government’s focus on reducing cost of living for Queenslanders and partly due to regulatory reforms. This has seen a range of transformation and cost-savings initiatives that ultimately will reduce costs and reduce bills.

What challenges were your clients facing in hiring people in the past quarter?

Competition for good quality candidates continues. As has been the case, speed in the hiring process was critical as the good ones usually have a few opportunities going on at any one time and tend to move into engagements very quickly.

The ability / system to identify and track quality candidates, especially those who are already engaged in contracts will become more and more critical to successful hiring.

As expected, with the pendulum still on candidates’ side, the demand drives increase in candidate rates, so clients have had to compromise on some desired skillsets / level of experience to get the right person.

What were some of the most in demand jobs in the past quarter?

Project Managers with Applications, Infrastructure and Business experience continued to have a good run. We noticed a significant increase in demand for Business Transformation / Process Improvement candidates as organisations strap up to meet regulatory / compliance needs or get ahead on digital / CX design.

A lot of organisations are also implementing Cloud projects. So candidates with string experience of Cloud, particularly in enterprise environments, were highly in demand.

What can employers look forward to in the new year?

Expect a very ‘hot’ market in the new year as the war for talent is on. The majority of clients that we’ve been working with have big plans for 2015. The culmination of technology changes in the past few years, digital

transformation, virtualisation possibilities, rise of analytics and intelligence: all these are coming to the fore as organisations strive to find their edge and position themselves for business success.

All these areas will drive the biggest demands we’ve ever seen for IT talent. Candidates will have plenty of choices, so having the right candidate proactive attraction plans in place and a seamless and speedy hiring process will mean success.

In terms of working with recruitment firms, I would recommend briefing requirements as early as possible so that candidate tracking can begin early.

What can candidates look forward to in the new year?

The early start of 2015 is likely to be quiet in Queensland with the government in caretaker mode, pending the state elections. The Machinery of Government (MoG) changes will take place in the first quarter and it’ll take some time for the dust to settle. Historically (bar the last term!), this usually means that a huge flurry of projects and initiatives will start after that.

Any other tips you would offer to clients / candidates?

In my experience working with clients and candidates, I think that we are able to offer the most value when clients / candidates are willing to go into a long-term relationship with us, building a trusted advisor relationship for a win-win outcome. Working within a wide variety of industry sectors while specialising in technology (whch is becoming increasingly central to any organisation’s operations) means we have many insights into market movements. We work with the highest level strategy decision-makers across different technology environments. So clients and candidates should certainly connect with us and tap into our team’s knowledge. Drop us a line and let’s catch-up! ₪

REGIONAL OUTLOOKKEN KWAN Regional Director Ken.Kwan@mtr.com.au VIC & SA

What were the most actively hiring industries and why do you think so?

Hiring in Melbourne has been driven by organisation integration and transformation. This has been occurring in health, financial services and media organisations.

Furthermore, organisations attempting to further their product offering and services have been relying on new IT initiatives such as Big Data, CRM solutions and predictive analysis. These have been driving demand for data-related skills - specialists with strong data warehouse skills and domain knowledge in common data predictors such as Tableau and Qlik View.

What were some of the most exciting technology / business projects in the last quarter?

Cloud capabilities have been high on organisations’ agenda. Solutions that can be cloud-hosted such as Microsoft Dynamics and Salesforce CRM have generated large programs of work requiring the need for project resources at least 6 months – 12 months long. Organisations are adopting a mixture of contract labour and solution provider talent to see these programs through.

Organisations in the utilities sector have been embarking on challenging system upgrades. We are seeing some preference for out-of-the-box solutions and some exploring bespoke solutions. System Integrators have been awarded work in this particular industry due to the expertise level that they can provide to these systems.

What challenges were your clients facing in hiring people in the past quarter?

With permanent roles, candidates are preferring a strong

work / life balance and opportunities for development. They know that salaries are fairly stagnant right now, so their focus is on the work environment - i.e. how is it like working with the direct manager. It’s now the time for organisations to gain advantage and win great talent by promoting their work environment, benefits, flexbility, etc.

Organisations must ensure that Hiring Managers are well-trained and well-versed on the company’s vision, values and benefits, so that they find employees who fit their future journey - not just for the short term.

In contracting, there were increasing movements as demand for niche skills heat up. I have advised clients to be more flexible on notice period allowances, especially when considering candidates who are in permanent roles as they may need to give four weeks’ notice.

What were some of the most in demand jobs?

Agile Business Analysts was the most consistently in-demand skill required. Clients want BAs who are experienced in many facets of running agile workshops.

Salesforce Developers are consistently a difficult and challenging skill to source. There is a lack of available talent in the Australian market today. And as more and more organisations implement Salesforce-based solutions, it impacts the market by putting a lot of pressure on rates and salaries. Organisations need to be open to recruiting talent from overseas where there are more Salesforce-mature organisations compared to Australia.

What can employers look forward to in the new year?

The technology labour market is like the housing market ‒ if you’re in the right area, there is always demand. This is apparent within the CRM, Agile, ERP and digital space. Organisations will be constantly fighting over available talent in these areas.

The push and pull effect of demand vs. supply is creating competition amongst Consulting firms and traditional recruitment providers. Procurement managers are blurring

the line between what can be delivered by a consulting firm to what can be delivered by a labour hire workforce. This is at times causing a price war to secure the work.

Organisations should expect more demands for work-life balance from employees / candidates, especially amongst parents returning to work. The rising costs of childcare is creating a larger emphasis on the demand for flexibility. Organisations needs to be more creative and offer flexibility to both male and female employees.

What can candidates look forward to in the new year?

Candidates must ensure that their online profiles and resumes match up. Organisations are more apt at conducting due diligence nowadays, with LinkedIn increasingly the tool of choice. Linkedin profiles don’t need to be war and peace, but they should cover your key projects / responsibilities and employment history. Having good references on Linkedin does help, as well as a good profile photo.

Candidates should also work closely with their recruitment partners to prepare for interviews. There are more and more video / Skype interviews being conducted, which actually can be more nerve-wrecking then face-to-face interviews. Practice and preparation to anticipate the differences in video interviewing are key.

Any other tips you would offer to clients / candidates?

I would say that for Candidates, don’t dismiss the advice that a recruitment firm can provide around career choices, professional development needs or interview preparation. Many recruitment consultants are highly experienced and have interviewed thousands of people to be in a position to assist.

For Clients, M&T Resources’ assessment techniques and engagement model is second to none. We can help alleviate that doubt or provide advice on better ways to discover more about candidates for contracting or permanent opportunities.

Most in-demand skillsInformation is derived from client requisitions received by M&T Resources across Australia and placements made by M&T Resources in the past quarter.

M&T Resources works with more than 70 leading Australian organisations as preferred suppliers and a wide range of clients across industries.

We also work closely with our parent company, SMS Management & Technology, to resource for consulting engagements. SMS counts 85% of the ASX top 20 companies as key clients. ₪

1. Business Analyst ↑

2. Project Manager / Scheduler / Program Manager ↓

3. Analyst / Programmer

4. Tester

5. Consultant

6. Data and Reporting Specialists ↑

7. Solutions & Information Architects ↑

8. UX, Digital Marketing Specialists & Web Developers (New entry)

9. Project Coordinator ↓

10. System Engineer (New entry)

1. Analyst / Programmer ↑

2. Business Analyst ↑

3. Consultant (New entry)

4. Architect (New entry)

5. UX, Digital Marketing Specialists & Web Developers (New entry)

6. Project / Program Manager ↓

7. Systems Engineer (New entry)

8. Database Developer (New entry)

9. Data and Reporting Specialists ↓

10. Tester ↓

1. IT Business Partner

2. Lead Digital Architect

3. Senior Business Architect

4. Infrastructure Manager

5. Data / Business Intelligence Manager, Solution Architect - Wealth

6. Management Architect

7. Change Manager

8. Senior DevOps Engineer / Architect - Financial Services

9. MS Dynamics Consultant

10. Cognos Business Intelligence / TM1 Consultant

Top 10 contract roles in demand Top 10 permanent roles in demand Top 10 highest paid permanent roles

Most actively hiring industriesInformation is derived from client requisitions received by M&T Resources across Australia.

M&T Resources works with more than 70 leading Australian organisations as preferred suppliers and a wide range of clients across industries.

We also work closely with our parent company, SMS Management & Technology, to resource for consulting engagements. SMS counts 85% of the ASX top 20 companies as key clients. ₪

Government (Federal, State, Local, Defence)

34.24% (-3.24%)

Mining, Resources & Infrastructure

8.19% (+0.57%)

FMCG 0.49% (-0.29%)

Health 3.98% (-0.22%)

Education 0.53%

(+2.2%)

Utilities 5.11%

(-1.89%)

Transport 1.18%

(+0.87%)

Banking, Financial Services & Insurance 26.49% (+3.79%)

ICT 19.80% (+0.2%)

LinkedIn’s 25 most in-demand skills of 2014

The most in demand skills in 2014 offer an indication of what’s to come in 2015. The most glaring fact? The domination of technology.

» 5 out of top 5 were in technology

» 9 out of top 10 were in technology

» 15 out of top 20 were in technology

The list does corroborate with what we have seen in the market, where there is ever-growing demand by our clients for technology skills that help bolster their digital presence, operations and commerce.

This is proven by the insatiable demand for information & data management / business intelligence talent, digital development and UX /CX talent, and marketing-technology talent (SEO, SEM, campaign management, social media).

THE LIST

1. Statistical Analysis and Data Mining

2. Middleware and Integration Software

3. SAP ERP Systems

4. Storage Systems and Management

5. SEO / SEM Marketing

6. Business Intelligence

7. Mobile Development

8. Perl / Python / Ruby

9. Network and Information Security

10. Recruiting

11. Java Development

12. Non-Profit, Fundraising, and Grant Making

13. Computer Graphics and Animation

14. Web Architecture and Development Framework

15. Data Engineering and Data Warehousing

16. HR Benefits and Compensation

17. C/C++

18. User Interface Design

19. Marketing Campaign Management

20. Software QA and User Testing

21. Economics

22. Mac, Linux and Unix Systems

23. Foreign Language Translation

24. Database Management and Software

25. Social Media Marketing

Source: http://www.slideshare.net/linkedin/the-25-hottest-skills-of-2014-on-linkedin

Not to mention project / program management and change management personnel who can execute the wave of digital transformations that are increasingly implemented by the biggest technology houses in Australia (e.g. telcos).

Besides the Internet of Things and Big Data trends, the most significant pending transition is the bridging of marketing and technology. Where a combination of skills requiring creativity, customer empathy and technology all matter. ₪

Accelerating growth with key senior hires M&T Resources welcomes some senior additions as we continue on our accelerated growth.

In NSW, Emma Holden has been appointed as Team Manager overseeing the office’s contracting division, while Jon Hampson has been appointed as Team Manager to lead the growing Banking & Financial Services team.

While Jon was an Associate Director / Senior Manager with a global recruiting firm. He has also previously worked with HP in the UK. ₪

» 10 years’ experience in designing, implementing and executing effective recruitment solutions. Previously a National Client Delivery Manager for a large recruitment specialist.

» Extensive experience managing and building a portfolio of high profile accounts. Strategic account development expertise.

» Provided business analysis and consultation to clients on best practice recruitment methodologies.

EMMA HOLDEN Team Manager ‒ Contract Emma.Holden@mtr.com.au

» Over 10 years’ technology recruitment experience, backed by a career in Enterprise Level IT Sales for a global technology vendor.

» Track record in working with a major Australian investment bank, growing the account to be one of the biggest in the company.

» Managed a banking technology team in Singapore, and established a banking IT team in Sydney.

» Leads the M&T Banking & Financial Services team servicing major clients.

JON HAMPSON Team Manager ‒ Banking, Financial Services & Insurance Jon.Hampson@mtr.com.au

“Emma and Jon both bring extensive experience beyond just IT recruitment to them team. Emma has a background in large volume delivery which is critical for the growing number of contractors that M&T Resources is representing. While Jon brings with him a successful track record working with large Australian financial organisations on major technology projects.”

Paul Hutchinson, Regional Director ‒ NSW

M&T Resources becomes Australia’s most awarded recruitment firmM&T Resources has become one of Australia’s fastest growing and most awarded recruitment firms after our recent awards haul - capping off a highly successful year for our clients, candidates and ourselves.

“Being a specialist technology and business recruitment firm, we see firsthand the importance of data, analytics and innovative technologies to business success. Using real insights simply means we get to find solutions to pressing problems that actually matter to our clients and candidates.”

Chris Sandham, Managing Director

» Started in 2002, widely recognised as the recruitment industry’s premier awards.

» New submission-based format. Panel of independent judges in various categories.

» One of only two firms in Australia nominated for more than one category.

» Most Innovative Use of Insights (Winner): Impact of innovation on clients and candidates, based on research, analytics and insights.

» Recruitment Agency of the Year (Finalist): Culture, performance, talent retention and development, innovation growth and commercial success.

» Excellence in Candidate Management (Finalist): Setting new standards for best practice in candidate management.

» An extension of the UK and Asia awards. Celebrates innovation and best practice, while providing a platform for firms to share, inspire and recognise achievements.

» Panel of independent industry and HR professionals as judges.

» Most number of wins and nominations.

» Recruitment Growth Award (Winner): Business performance and growth.

» Employer Brand of the Year (Winner): Consistency, creativity, honesty and thoughtfulness in branding and communications delivered to clients, candidates and staff.

» L&D Program of the Year (Winner): Investment and focus on the development of staff to achieve excellence.

» National Agency of the Year (Finalist): Demonstrating business success across more than one location, along with consistency in company culture and performance.

» Candidate Care Program of the Year (Finalist): Innovation and best practice in candidate management and service experience delivered.

43.8% more candidates placed in FY2013/14.

20.3% revenue increase in FY2013/14.

Background

Wins

What’s awesome

+33.3% EBIDTA increase in FY2013/14.

68.75% decrease in time to fill.

27.1% decrease in advertising / job board costs

58.3% decrease in advertising cost

SEEK Annual Recruitment Awards Recruitment International Industry Awards

$

$

Recruitment International Industry Awards 2014The Pavillion, Botanic Gardens Sydney, Nov 2014

Top left: Lorraine McDonald (NSW) and Jasmeet Narula (ACT) upon arrival at The Pavillion, Botanic Gardens, for pre-lunch canapes. Right: The M&T Resources table with Kate Solomon (National), Anita Shemon (NSW), Paul Hutchinson (NSW) and Tom Sweeney (NSW). Far right: Chris Sandham receiving the L&D Program of the Year Award.

Right: Jeremy Chen (National) receiving the Employer Brand of the Year Award on behalf of M&T Resources. Below: Jeremy with all three awards won by M&T Resources.

Left: The M&T Resources team with the big awards haul. Above: The well-designed Recruitment International Awards.

SEEK Annual Recruitment Awards 2014Museum of Contemporary Art, Sydney, Nov 2014

Top: The M&T Resources team at the venue (L-R) Caroline Evans (VIC), Emma Holden (NSW), Zunaeed Kamal (ACT), Ayisha Naeem (ACT), Gabby Alldis (NSW), Kate Solomon (National), Jeremy Chen (National), Laura Hanson (QLD), and Chris Sandham (National).

Top: The M&T Resources team with the award. Right and far right: Chris

Sandham receiving the Most Innovative Use of

Insights Award on behalf of M&T Resources.

» Business, change and project / program management across all levels of seniority, including C-suites.

» Application development including mobile / digital

» Architecture and infrastructure

» Business Intelligence and Information & Data Management

» Digital and Customer Experience

» IT Services Management

Ken Kwan, Regional Director of Victoria, will be the Account Director on the account, supporting Corey Nixon and Steve Tratt who are responsible for service delivery.

Our company’s history with Telstra / Sensis:

» Formulation of the Overall Systems Architecture (OSA) for Telecom Australia in 1989

» Program managed Telstra’s GSM rollout in Australia in 1993.

» Call centre management solution for Telstra mobiles in 1994.

» Program managed conversion from six to seven digit numbers in 1994.

» National 3G rollout for Telstra in 2005.

» Establishment of PMO for Sensis as part of a major business transformation program in 2006.

» Successfully moved Sensis to an online directories service. Managed the data migration of 26m customer records, 61.5m address records, and 34m contact records in 2007.

» Supporting Telstra’s T-Box launch to the retail market in 2009.

» Lead the development of the Centres of Excellence at Telstra’s IT division in 2010.

» Provided systems support for delivery of Telstra ADSL and Cable Broadband in 2012.

KEN KWAN Regional Director Ken.Kwan@mtr.com.au

STEVE TRATT Account Manager Steve.Tratt@mtr.com.au

COREY NIXON Account Manager Corey.Nixon@mtr.com.au

M&T Resources wins Sensis account

M&T Resources has been successfully appointed to Sensis’ new recruitment panel following a formal tender process that concluded in September 2014. Sensis conducted the procurement process following its acquisition by Platinum Equity.

M&T Resources has had a long history with Sensis having worked on some of its most significant technology and business transformation projects since 1988 (under the Telstra supplier agreement).

Under the new panel, M&T Resources will be providing Permanent Placement, Contracting, Payroll and other Associated Services. M&T Resources will be a key partner to Sensis as it looks to aggressively grow its business, bolster digital capabilities, speed to market, and excellent program delivery.

The technology and business roles that we will be supplying to Sensis will include:

Connecting the best minds in health tech

Latest news and insights in the IT

health sector

Finding IT health experts

IT Health Workshops featuring health

tech leaders

Laura Hanson-Smith Account Manager - Health

T +61 7 3215 7222 M +61 423 986 415 E laura.hanson@mtr.com.au

Don’t miss out on the next workshop / latest eHealth news. Join Australia’s top IT healthcare professionals to discuss leading-edge technology use. Email Laura now with the subject title “Newsletter”.

SIGN UP FOR OUR FREE GLOBAL eHEALTH NEWSLETTER NOW

Sam Betros Commercial and Contracts Manager Sunshine Coast Public University Hospital

David Black CIO Metro North Hospital & Health Service

Sam talked about Sunshine Coast Public University Hospital’s $1.8b project using the PPP (Public Private Partnership) delivery model - including the risks, responsibilities, advantages and disadvantages.

While David discussed the opportunities and risks faced by Metro North in asserting IT’s role in healthcare, cost efficiency challenges and complexities faced in terms of framework interoperabilities.

COLLAB SERIES: IT HEALTHCARE WORKSHOPSBringing together Australia’s best to advance healthcare technology.

OCTOBER 2014

M&T Resources’ annual sales conferences have always been a time to learn, share knowledge and insights, get together and recognise exceptional performance.

Last year’s sales conference aimed to achieve no less. In fact, it is now fondly remembered as one of the best we’ve ever had!

Held at the Gold Coast, Queensland in October 2014, the theme was “Celebrating Awesomeness” - in line with the awesome year that M&T Resources has had (thanks to our clients and candidates, of course).

The Sales Conference consisted of workshops facilitated by Shaun Kenny from People of Influence and Michelle Rushton from Fully Charged Living, covering subjects ranging from influential / persuasion, positive sum approach to business, successful habits and more. There was even an African drumming session to kick off our second day.

The conference culminated in a grand awards night held at the DreamWorld themepark.

Check out more photos on our Facebook page.

Celebrating Awesomeness at M&T’s 2014 Sales Conference

Congratulations to all the award-winners! Highest New Sales Contract 2014 Jemma Dougall, Victoria

Highest New Sales Permanent 2014 Tom Sweeney, New South Wales

Highest Contributing Margin Billed 2014 Jemma Dougall, Victoria

Highest Permanent Fee 2014 Steve Tratt, Victoria

Top Resourcer of the Year 2014 Flo Campagne, New South Wales

Outstanding Achievement Award 2014 The NSW team - achieved 126% of budget

Best Newcomer 2014 Caroline Evans, Victoria

RESPECT Award 2014 Emily Martyn (Queensland), Lorraine Ryder (Queensland) and Anita Shemon (New South Wales).

MD Award 2014 Gabby Alldis & Paul Hutchinson, New South Wales

Industry news

DiversityFinancialServices

ICT

Transport

Life & Career

Government

FMCG

Health

Employerbranding Resources &

Infrastructure

Employer of Choice for Gender Equality Announced

Major cultural institutions fail workplace diversity targets

Microsoft releases diversity stats: How the tech giant sizes up

How your startup can tackle diversity issues in 2015

Study Finds Teams With Gender Diversity Have Less Fun, But Do Better Work

What our top CEOs expect in 2015

35 things you should do for your career by the time you turn 35

The World’s 100 Most Desirable Employers

8 Soft Skills Tech Hiring Managers Covet

10 places where anyone can learn to code

35 things you should do for your career by the time you turn 35

The World’s 100 Most Desirable Employers

8 Soft Skills Tech Hiring Managers Covet

10 places where anyone can learn to code

Australia job vacancies hit 2-year high in Nov qtr

4 Ways Building a Better Brand Attracts Better IT Talent

Branding Lessons From 5 Of The Most Attractive Companies For Employees

Employer branding: Only 17% of organisations have a clear strategy

8 tips to hire the best talent in 2015

Westpac worker who developed depression after job appraisal denied payout

Suncorp and Bank of Queensland sponsor RiverCity Labs as part of technology strategy

Suncorp tech chief Smith quits

What’s driving digital banking in 2015

IAG targets 20 per cent growth after Wesfarmers insurance buy

The once in a lifetime overhaul that Centrelink deserves

Queensland election: state poised for growth spurt whichever party wins

Google, Facebook, eBay slam Australian ‘de facto internet filter’

Ad market rallies as splurge in government spending delivers

NSW IT strategy shifts focus to digital government

Mining jobs subdued, but key roles needed in each state

What is wrong with BHP?

Rio Tinto looks for CIO to lead iron ore tech

The Potential of ‘Big Data’ in Mining

10 best tech companies to work for in 2015

Warning signs of a second dotcom crash

SAP invests $150 million on new Centre for Digital Government

VMWare to virtualise network next

Why Microsoft jumped on the fitness Band wagon

‘Little short of frightening’: Australian telcos protest citizen metadata access

Telstra enters e-health space

Telstra, SingTel-Optus rolling out 4G mobile network

Ausgrid to offshore IT jobs

CitiPower, Powercor mull reining in enterprise apps

“WE’VE BEATEN APPLE”: VB introduces a very Australian smartwatch

Vinomofo HQ Is An Open-Plan Office Filled With Wine

Coca-Cola Amatil to cut 260 more staff

Target appoints Coles’ Mat Medcalf as head of digital marketing

Ad man Todd Sampson a high flyer at Qantas

Sydney Trains CIO resigns

New NSW transport apps in the works

Digitising healthcare: The state of e-health in Australia

Open clinical datta the first step towards open innovation

Defence enlists new e-health system

ACT

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02 6279 7170

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Canberra@mtr.com.au

NSW

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02 9259 8877

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Sydney@mtr.com.au

VIC

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Melbourne@mtr.com.au

QLD

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07 3215 7222

07 3211 8626

Brisbane@mtr.com.au

M&T Resources’ offices.

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For enquiries about this newsletter or to subscribe, please email Jeremy.Chen@mtr.com.au