Quarterly Newsletter FY2014-15 Q2 - M&T Resources

MANAGEMENT & TECHNOLOGY INSIGHTS THAT MATTER
Market 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 10
MOST IN-DEMAND
CONTRACT ROLES
@MT_Resources
www.mtr.com.au
facebook.com/MTResources
Search “M&T Resources”
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.
»» 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.
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.
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.
»» 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.
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)
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.
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.
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.
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.
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.
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 OUTLOOK
KEN KWAN
Regional Director
Ken.Kwan@mtr.com.au
VIC & SA
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.
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.
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.
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.
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.
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 skills
Information 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 industries
Information 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
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 firm
M&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 2014
The 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 2014
Museum 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 WORKSHOPS
Bringing together Australia’s best to advance healthcare technology.
OCTOBER 2014

MT 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 MT 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 MT’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
Diversity
Financial
Services
ICT
Transport
Life Career
Government
FMCG
Health
Employer
branding 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
Ground Floor
8 Brindabella Circuit
Canberra Airport ACT 2609
02 6279 7170
02 6279 7171
Canberra@mtr.com.au
NSW
Level 26
20 Bond Street
Sydney NSW 2000
02 9259 8877
02 9259 8866
Sydney@mtr.com.au
VIC
Level 41
140 William Street
Melbourne VIC 3000
03 9674 3388
1300 329 687
Melbourne@mtr.com.au
QLD
Level 18
175 Eagle Street
Brisbane QLD 4000
07 3215 7222
07 3211 8626
Brisbane@mtr.com.au
MT Resources’ offices.
SMS Management Technology offices in
Adelaide, Perth, Hong Kong, Singapore
and Vietnam.
@MT_Resources
www.mtr.com.au
facebook.com/MTResources
Search “MT Resources”
For enquiries about this newsletter
or to subscribe, please email
Jeremy.Chen@mtr.com.au

Quarterly Newsletter FY2014-15 Q2 - M&T Resources

Recommended

Recommended

More Related Content

Viewers also liked

Viewers also liked (14)

Similar to Quarterly Newsletter FY2014-15 Q2 - M&T Resources

Similar to Quarterly Newsletter FY2014-15 Q2 - M&T Resources (20)

Quarterly Newsletter FY2014-15 Q2 - M&T Resources