- Coverage of M&T's DIVERSITY event at the Sydney Opera House featuring the Hon. Anna Bligh. - Hiring trends in the Business Intelligence and Information Management space, commentary by BI specialist, Tom Sweeney. Includes breakdown of most in-demand roles in the space, cotnract vs permanent, industries. - How labour trends are looking like for all Australian regions, as seen by our Regional Directors. - A look at ING Direct's innovative Zero Touch Project, it's very own private cloud that leads all Australian banks. - Laura Hanson, M&T's Account Manager in Queensland updates on her latest IT Healhcare Workshop which featured Patrick Lilwall, CIO of Blue Care and Dean Dimkim from Queensland Health. - Labour trends in the past quarter, including most in-deamdn contract roles, permanent roles and highest paid permanent roles.

1. MANAGEMENT AND TECHNOLOGY INSIGHTS THAT MATTER
Market update - Q4 - FY2013 / 2014
CONTRACT ROLES
TOP
HIRING INDUSTRIES
MOST
ACTIVELY
LAURA’S LATEST
IT HEALTH
WORKSHOP
ANNA BLIGH AT M&T’S
DIVERSITY EVENT
“TAKE RISKS
TO INNOVATE”
HIRING TRENDS IN
BUSINESS
INTELLIGENCEING
DIRECT’S
INNOVATIVE
PRIVATE CLOUD

2. 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 media
to 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 OUTLOOK
CHRIS SANDHAM
Managing Director
Chris.Sandham@mtr.com.au
ZUNAEED KAMAL
Team Leader- ACT
Zunaeed.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.”
www.mtr.com.au

3. 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 HUTCHINSON
Regional Director - NSW
Paul.Hutchinson@mtr.com.au
MARK LIMBRICK
Regional Director - QLD & WA
Mark.Limbrick@mtr.com.au
QUEENSLAND & 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 CANDIDATE
RELATIONSHIPS 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)
www.mtr.com.au

4. 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 KWAN
Regional Director - VIC & SA
Ken.Kwan@mtr.com.au
VICTORIA & 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 CUSTOMER
EXPERIENCE, 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)
www.mtr.com.au

5. Talking about Business Intelligence and
Information Management with
Tom 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

6. SPOTLIGHT ON BUSINESS INTELLIGENCE (continued)
Contract
85.1%
Permanent
14.9%
Information
Architect
2.83%
(+66.7%)
Contract
80.2%
Permanent
19.8%
Solution
Architect
22.6%
(+45.8%)
Data
Specialist
45.3%
(+20.8%)
Reporting
Specialist
15.1%
(+25%)
Database
Developer
12.2%
(-13.3%)
REQUISITIONED BY CLIENTS
IN Q4, FY2013/14
PLACED BY M&T RESOURCES
IN Q4, FY2013/14
Information
Architect
4.48%
(+66.7%)
Solution
Architect
17.91%
(+50%)
Data
Specialist
41.79%
(+35.7%)
Reporting
Specialist
20.89%
(+28.6%)
Database
Developer
14.92%
(-10%)
Numbers in brackets are in comparison to the third quarter (1 January 2014 - 31 March 2014).
www.mtr.com.au

7. SPOTLIGHT ON BUSINESS INTELLIGENCE (continued)
INDUSTRIES MOST ACTIVELY HIRING
BUSINESS INTELLIGENCE CANDIDATES
Federal, State, Local
Government
+ Defence
13.84%
Banking & Financial
Services
4.62%
ICT
63.08%
Health
3.08% Media
1.42%
Utilities
13.85%
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 →
www.mtr.com.au

8. SPOTLIGHT ON BUSINESS INTELLIGENCE (continued)
0 - 30 days
28.07%
31 - 90 days
29.82%
90 days
and above
42.1%
13.1 days
Q3
1.8 days
Q4
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.
www.mtr.com.au

9. 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 will
always get bloody. But it’s the
risk takers who contribute
to innovation.
The Hon. Anna Bligh
Leadership is not a risk-free job.
The Hon. Anna Bligh
If you want to be in a
leadership position, marry
the right bloke!
The Hon. Anna Bligh
www.mtr.com.au

10. “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, very
easy to listen to, and had a
lot to say that came from
the HEART.
Sarah Stevenson
Careers at WestpacI particularly like the context of
looking at how far we’ve come
because we forget that. I thought
she was AMAZING.
Suzanne Mercier
Founder & CEO, Liberate Leadership
There's a 13-year old girl out
there and she's making the
'wrong' decision. We have to
go out and find her.
The Hon. Anna Bligh
"We have to make IT sexy for
them [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.
www.mtr.com.au

11. LEADING THROUGH
AMBIGUITY -
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

12. 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 DEMAND
1. 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 Management
3. Process Specialist
4. Business Solution Manager (Program Manager)
5. Global ERP Manager
6. Senior Project Manager
7. Senior IT Governance Manager
8. Technical Operations Manager
9. CX Consultant
10.Development Manager
TOP 10 HIGHEST PAID
PERMANENT ROLES
Federal, State, Local
Government
+ Defence
37.48%
Education
0.31%
FMCG
0.78%
Banking & Financial
Services
22.7%
ICT
19.6%
Health
4.2%
Mining, Resources
& Infrastructure
7.62%
Transport
0.31%
Utilities
7%
www.mtr.com.au

13. 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 HINDLE
Account Manager, NSW
PAUL HUTCHINSON
Regional Director, NSW
COREY NIXON
Account Manager, VIC
Relationship
started
since 2008.
20081
13
preferred
suppliers
across IT.
of
preferred
suppliers in
Professional
Services category.
5
of
1
“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.”
www.mtr.com.au

14. 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 virtualise
entire banking platform.
Virtualise entire IT infrastructure for
testing and development purposes.
months to complete
new virtual machines switched on
220
data duplicated
5.5TB
Number of servers reduced.
Using Windows Server Hyper V
Overhaul and review existing infrastructure.
Simplifying production environment.
Deliver new computing, network and
storage infrastructure.
800 80
12
bricks-and-mortar branches in Australia
0
Headquartered in the Netherlands.
1.5m
customers
Year established in Australia.
Services offered: Payment account,
superannuation, home loans and
savings products.
THE
ZERO
TOUCH
PROJECT
→
Benefits:
Scalability and flexibility.
Deliver services on demand
Better and new customer services
www.mtr.com.au

15. 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
→
www.mtr.com.au

16. 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

17. 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 candidates
find 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: much
appreciated 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".
Satisfied
24%
Neutral
6%
Moderately
dissatisfied
2%
Extremely
satisfied
68%
Overall satisfaction
with our
recruitment
process
Proactively
24%
How well we kept
candidates up-to-date
on application progress
Regular
enough
64%
Somewhat
proactively
12%
How clearly did we
explain the
recruitment process
Extremely
clearly
38.18%
Moderately
clear
9.09%
Slightly
clearly
3.64%
Very clearly
50.91%
How quickly we
contacted candidates
after application
Within
same day
45.45%
Within
two days
9.09%
More than
two days
14.55%
Within
one day
30.91%
ACT
9.09%
(+1.68%)
NSW
43.64%
(-8.21%)
QLD
21.82%
(+3.3%)
VIC
25.45%
(+1.38%)
Location
Online
38.18%
Direct
7.27%
Referral
7.27%
Contacted
by M&T
34.55%
Social media
5.45%
FY2013/14
Q4
WIN AN
iPad
Mini
Be sure to fill in the next
YourView Survey!
www.mtr.com.au

18. YOURVIEW SURVEY WINNER
www.mtr.com.au
Can
NSW
Winner of an iPad Mini for
completing our YourView
Survey in Q4.
To be in the chance to win our next
draw, be sure to fill in the
YourView Survey
when you are prompted.
Zhang

19. Google Invests $50 Million In “Made With
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Verizon’s “Inspire Her Mind” commercial
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IT gender imbalance getting worse
Westpac in push to promote female leaders
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Employer branding: Only 17% of organisations
have a clear strategy
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mature workers and tradie payments kick in
from July 1
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Hambleton takes over as NeHTA chair
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INDUSTRY NEWS
Financial
Services
Government
Transport
Resources &
Infrastructure
FMCG
Utilities
ICT
Health
Diversity
Employer
branding
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