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CORE SPECIALISMS
CORPORATE DELIVERY
The Montash Corporate Delivery division is dedicated to finding recruitment solutions for a wider range of large-scale IT projects.
Each project demands its own specific set of skills and experience. Montash consultants' thorough understanding of technical requirements and business models allow us to provide creative resource solutions for both candidates and employers.
Covering permanent and contract positions, Montash supports entire project lifecycles including change and transformation programmes.
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Oliver does a great job at finding the right opportunities that end up as agreeable win-win situations. Assessing the desires of both employer and employee, and giving guidance by asking the right questions and being honest and open are his most remarkable traits. Oliver will find the right job for you and he will be there to accompany and assist you on the journey to claim it.
Montash has provided me with multiple great opportunities that fit my skill set and expectations. Constant support, virtually all-time availability when there are questions and continued proactive communications helped me a great deal. It was always made sure that I knew the next steps and how to proceed. I recommend working with Montash on your next career steps. Montash has found the right job for me.”
Martin Wood
Senior FICO Business Analyst
Work for Montash
Talent is at the core of everything we do. We find the top talent for our clients and ensure we do the same for ourselves. We have a vibrant atmosphere with individuals who place a high emphasis on our culture and core values. Montash is an ideal and unique place for those who want to succeed and be rewarded. If you are ambitious, driven and focused you will thrive here amongst like-minded people.
Latest Blogs
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2018's Most Employable Degrees
Computer Science, Engineering and Medicine have been ranked as some of the most employable degrees in the country, according to a HESA study. Choosing a degree is hard for any student. In today's competitive UK job market, students need to put serious consideration into whether the degree they get at the end of their studies is going to land them a job. Last year, 14 million graduates entered the job market and this year will see similar numbers of fresh graduates looking for work. According to the study, female students are more likely to select degrees related to medicine. Males, conversely, are more likely to take business or computer science degrees. Conversely, the least popular degree for both male and female students was veterinary science. Despite this, veterinary science holds an impressive 98% chance of employment within 6 months of graduation. Top 10 Most Desirable Degrees & Employment Percentage 1.Medicine & Dentistry: 99% 2.Veterinary Science: 98% 3.Subjects Allied to Medicine: 95% 4.Architecture, Building & Planning: 90% 5.Education: 90% 6.Engineering: 85% 7.Computer Science: 80% 8.Mathematical Sciences: 79% 9.Business & Admin: 75% 10.Law: 74% The Rise of Computer Science Degrees For years, Computer Science graduates topped unemployment tables. Even as recent as three or four years ago, the employment rate of a Computer Science graduate was just 14%. Most employers were looking for graduates with two to three years' work experience in a time when graduate recruitment schemes within businesses had largely vanished. This paradoxical situation was addressed in 2014 with the evolution of on-the-job training schemes and an overhaul in degree-level education. With a higher quality of teaching and hands-on experience, IT education was redesigned to meet the needs of the UK's future tech industry. As a result, the tech industry in the UK has exploded and the demand for skills has never been higher. As a result, Computer Science graduates enjoy a chance of employment within 6 months of 80%; that's higher than Law and higher than Business Studies, two of the most reliably employable subjects in the UK. As a result, Computer Science has been seeing a spike in undergraduate enrolment over the last few years. Last year saw a 4% increase, the largest percentage rise across all subjects. We've talked before about the rise in women in tech, and this trend appears to be affecting undergraduate statistics too. The number of female students in Computer Science has increased over the past three academic years. In 2014/15 the figure was 16,040 and last year it was 17,39o. This represents an 8.4% increase over the last three years. For both male and female students, the average salary for tech graduates across all disciplines, including Software Development, Computer Science etc. is £33,175, making it one of the top 5 highest earning graduate sectors after Finance and Architecture. Tomorrow's World By the time this year's crop of undergraduates get their degrees, the tech industry will have diversified further, giving even more opportunities to students and tech professionals alike. By 2020, A.I. will have created 2.3 million more jobs across all markets, but support and infrastructure of these jobs will lie in tech. So, if you're thinking about your future career, whether you're a graduate, a Fresher, or just about to start your final year in college, take a look at all the opportunities tech has to offer.
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What Drives A Recruiter? 5 Minutes With Ben Cockin
Recruitment is a vital profession that feeds fresh energy into businesses of all shapes and sizes. But what drives the people behind the profession? We spoke with SAP Recruitment Consultant, Ben Cockin to find out. What attracted you to the recruiting profession? Before working at Montash I was a self-employed Personal Trainer. After doing that for two years, I realised that there wasn't enough space for progression in the industry. My ambition pushed me to do more, so I started looking for a job that suited my skill set. Being self-employed, I had to learn how to sell myself and be self motivated. I discovered the recruitment was a perfect place to deploy those skills. It's an industry that rewards an entrepreneurial mindset; you work hard and get rewarded for it. It was a perfect fit! What is your favourite thing about working in recruitment? Working in recruitment is a real rollercoaster. But if you can deal with the lows, you'll get to enjoy the highs. What makes it worth it? When I first started, it was a bit of a shock to the system. In PT, you're on your feet all day and dealing with people face to face. Recruitment is much more office-based. Because I deal with German markets, a lot of the work I do is over the phone. You can't just pop over for a coffee when you want to meet someone! I got into recruitment because I wanted to find something more rewarding. I wanted to get more for all the hard work I put in, and this job really delivers that, despite the challenges. What's been your proudest moment as a recruiter so far? I only started at Montash in January, but I've already exceeded my first two big targets. That's a really proud moment for me. While I had a few knockbacks to begin with, it's really satisfying to know that I'm on the right track. It's a great feeling to know that you're doing the right thing and you're building something worthwhile for yourself. What drives you, as a recruiter? Recruitment is a high energy business and that need to do more, be better and smash targets is a really strong driver. I believe it's all about finding that thing that gets you to stand back up every time you're knocked down. The biggest drivers come from within. You need to have that self belief and personal drive to want to succeed. Recruitment is really good at rewarding that sort of mentality. What do you look for in an ideal candidate? As a SAP Recruitment Consultant, I'm looking for people with the right experience. SAP projects are looking for specific skills for specific jobs, so that's a must. The other thing is honesty. Working with a candidate is all about cooperation. It's a partnership and my job is to represent a candidate. The best way to do that is to have complete trust and honesty. At the end of the day, it's all about connecting with people; that's where the "consulting" part of the job title comes in. What would you say to someone interested in becoming a recruiter? Recruitment is a profession that rewards the ambitious. You need self belief and the energy to push yourself further if you want to do well here. People think that recruitment is but about finding a person and putting them into a job, but it's so much more than that. You need to speak to people, consult with them and understand their pain points and have the confidence to assure them that you will help them. You need the resilience to handle the knockbacks. As I said, recruitment is a rollercoaster so you need to be able to weather the lows. But the highs make it so worth it. If you're looking for a profession that rewards confidence, ambition and drive, this is it.
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7 A.I. Stats That Reveal the Future of Jobs in Tech
A.I. is making serious waves in tech. Not only will the technology facilitate the creation of brand new opportunities for businesses across all industries, A.I. is set to potentially change the face of the tech job market. Not convinced? Here are 7 stats the paint a revealing picture of the opportunities for people in tech in just the next few years… 1. 87% of businesses already using A.I. use it for sales forecasting and for improving e-mail marketing Some businesses are already aware of the power of A.I. to streamline and optimise their marketing streams. Thanks to all the data the Internet of Things is giving us access to, A.I. is increasingly being used to help provide insight to digital marketing. As A.I. increasingly takes over the insight part of the equation, we may see a new role of Data Curator rise in importance. This role will likely evolve to work hand in hand with A.I., supporting and directing the analysis of data. Data Curators will likely turn to focus specifically on preparing data for use by A.I. algorithms within CMSs and other marketing analysis tools. 2. The share of jobs requiring AI skills has grown by 4.5 times since 2013 Jobs with A.I. skills are becoming more and more commonplace in the job market as A.I. begins to penetrate more business areas. From HR & Payroll to marketing to sales, A.I. skills are more and more required beyond tech. Within tech, A.I. has the potential to play a pivotal role in a number of disparate projects. Digital Knowledge Manager is going to be a role we expect to be hearing a lot more of in the next few years. Digital Knowledge Managers are primarily tasked with getting the most out of a company's digital assets. But they also have to be able to unify and coordinate the tech assets across all areas of the business. With more and more jobs requiring some element of A.I. skill, Data Knowledge Managers will be perfectly positioned to manage these roles. They can report on a variety of A.I. operations at a senior level, thanks to their in-depth and broad knowledge of tech competencies. 3. 61% of professionals, regardless of company size, said AI is their company’s most significant data initiative for next year. Of all the investment opportunities available to businesses today, over 60% of businesses are looking to invest in A.I. to a serious degree. In order to understand how to best integrate machine learning into their businesses, it's likely that we'll see more IoT Architect and Solutions Designer roles. These emergent job roles are foundational any big A.I. project. Not only are they able to identify opportunities for machine learning into businesses, they can ensure a higher standard of security. This is particularly important in today's environment of potential cybercrime. 4. A.I will create 2.3 million jobs by 2020 Robots will not be stealing our jobs. In fact, A.I. will create jobs across all sorts of markets. According to research, the degree of impact will vary across industries. While manufacturing will likely transform very quickly, retailers are unlikely to replace shop staff any time soon. As new technologies and services become integrated into everyday life, one constant will be the need to ensure they work as promised. This is why the need for testers, from Infrastructure Automation Engineers to VR testers and QA testers has the potential to increase as A.I. integrates further into our lives. 5. 72% of businesses leaders consider A.I. a “business advantage.” According to PwC, A.I. is considered a business advantage. From optimising productivity to generating deeper insights, A.I. will help businesses provide better products and services to their customers. To this end, it's possible that roles such as Chief Data Officer and Chief Compliance Officer will become more and more important. If businesses are going to leverage the advantages of A.I. for financial gain, it's important that they remain compliant. Businesses must operate within established governance, ensuring data protection and correct use of data. 6. The A.I. healthcare market in the U.S. is on track to hit $6.6 billion by 2021. A.I. is predicted to be huge in the healthcare sector. With its ability to augment and improve human productivity, A.I. will transform the face of healthcare. According to Accenture analysis, "when combined, key clinical health AI applications can potentially create $150 billion in annual savings for the U.S. healthcare economy by 2026.” This is just one example of how much of an impact A.I. can have on an industry that isn't specifically considered a "tech industry". For organisations exploring A.I. for the first time, roles such as Machine Learning Engineer/Tutor/Expert may see an increase outside of tech. Machine learning is still a misunderstood concept in many sectors, despite people being aware of its existence and importance. Machine Learning Experts, who have specialist knowledge and experience in A.I. will be able to guide and educate key stakeholders in order to help them make business decisions that have the potential to save millions of pounds year on year. 7. Global spending on A.I. within retail will grow to $7.3 billion per year by 2022, up from an estimated $2 billion in 2018. According to the research from Juniper, “retailers will heavily invest in A.I. tools that allow them to differentiate and improve the services they offer customers. These range from automated marketing platforms that generate tailored, timely offers, to chatbots that provide instant customer service.” We're seeing this investment already. From your banking apps to chatbots that help you book holidays. In order to create the best possible human/machine interactions, AI Interaction Designers and similar UX/UI roles may become emergent jobs. IT and design pros will need to develop AI interfaces usable for mass audiences that are as human-like as possible. These stats show that A.I. relates skills and jobs have the potential to create new jobs and transform existing ones. Will these predictions become a reality? Only time will tell.
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25 of the worst interview questions ever asked
Many more people are interviewed for jobs than do the interviewing. That's why it's so important to know how to answer difficult interview questions. But as an interviewer, asking the right questions is essential to identifying the top talent for your business. Asking the wrong questions just wastes time. Asking the worst questions can damage your business's reputation. Here is a collection of the worst interview questions ever asked. 1. How lucky are you and why? 2. Are you more of a hunter or gatherer? 3. How honest are you? 4. What's the worst thing you have done in your life? 5. How would your friends describe you? 7. Are you a cat person? 8. If you could invite anyone, alive or dead, to a dinner party, who would you invite? 10. Are you a Coronation Street or EastEnders fan? 11. Tell me about your last travel experience 12. How many divots are on a golf ball? 13. Where do you see yourself in five years? 14. Are you single? 15. If you could be someone else for a day who would you be? 17. What super power would you like and why? 18. What would your last boss say about you? 19. Are you thinking about retiring? 20. Why have you been unemployed so long? 21. Sell me this pen. 22. If you won the lottery, what would you do with the money? 23. Would you rather fight a duck the size of a horse or 50 duck-sized horses? 24. Why did you apply for this job? 25. How much were you paid in your last job? These questions are irrelevant or unprofessional. They will not tell you anything meaningful about the candidate and does not give them any opportunity to demonstrate their talents. Google and other "cutting edge" tech companies commonly used brainteaser interview questions. But today they have fallen out of favour, and with good reason. Brainteaser questions only "serve to make the interviewer feel smart" according Google exec Laszlo Block. Research on the connection between being able to correctly solve a brainteaser and future job performance and/or IQ is questionable and inconsistent. As a result, questions like that are a bit of a waste of time. When interviewing a candidate, it's important to ask questions that will help you decide whether the candidate is the right one for you. In addition to technical questions that test the candidate's expertise, you need to make sure they are the right cultural fit for you business. A question like "how honest are you?" won't reveal any technical expertise or cultural fit. Any candidate is going to claim their honesty during a job interview, so you learn nothing. Personal questions, such as those that reference your age, sexuality, previous pay and favourite soap could present your business as prejudiced. While these questions may seem perfectly reasonable to you, you are not legally allowed to discriminate against someone on their personal circumstances. It is not legal to ask questions of this sort. If the client feels they did not get the job because of their answers to these questions they are within their rights to complain. Vague hypothetical questions, including "where do you see yourself in five years?" serve no practical purpose and have little bearing on the interview and the job being applied for. While it is important to be reassured that your candidate isn't going to leave as soon as they arrive, the focus of the interview should be the job at hand. If you're a candidate, remember that a job interview is as much an opportunity to find out about the business as it is the business getting to know you. It's a two-way street. So, if you get asked a question you don't think is appropriate, bear it in mind when you make the decision of whether or not you should take the job.
