In the fast lane - FastTrack Newsletter v4 Jun 22


JUNE 2022



Reporting as a tool to improve business performance


Building relationships remains the key to success


It was Robert F Kennedy who said in a speech in 1966 in Capetown South Africa that, “Like it or not, we live in interesting times.”

He could easily have also been talking about the year 2022 in Australia following recent years of floods, fires and a global pandemic all in the context of other geopolitical pressures including the horrendous war in Ukraine and China’s expansionist agenda in the region. Or more simply, this same reference could just be referring to the “interesting” environment that is the world of work and the challenges and opportunities in the recruitment industry. Undeniably, there is a talent shortage in most industries brought on by very low unemployment and a lack of skilled immigration. Couple all this with upward wages pressure due to increasing interest rates and growing inflation, and we ask ourselves, how do we navigate these interesting times? In this edition of In The Fast Lane, we offer some insights into attracting and retaining talent and getting the best out of your people at a time when the power balance has definitely swung to the candidate or employee. Jarrod Hart from OnSite Recruitment shares his thoughts on this subject and there is a fascinating article from our MarketPlace partner Flare based on their recent whitepaper with big four consulting firm E&Y. Finally, thank you to all those in the industry who have congratulated FastTrack on our acquisition by the Access Group. Recruitment technology is only going to get bigger and more pervasive in our industry and so we are more than pleased to have joined forces with the leader in this field. with their breadth of product and resources to help better service our customers.

Jarrod Hart discusses how an emphasis on developing relationships and a bit of creativity is helping OnSite Recruitment continue to grow in an ultra-competitive labour market.


Attracting talent with a strong pay & benefits proposition

Flare's Cameron Main shares insight from their recent whitepaper 'Pay in the New Economy' and outlines why a strong pay and benefits proposition has become critical in the race for talent.

David Page


Take the pain out of your pay and bill process

FastTrack360 roadmap

Five ways to wellbeing

Find out what innovative new features and product enhancements are in store for FastTrack360 globally in the next six months.

FastTrack's Professional Services Consultant Jo Hill shares the key to an efficient payroll and billing process.

We share five simple and effective ways we can all improve our psychological and emotional health day-to-day.






Academy sessions (reporting basics) Basic report writing training Advanced training session for users with SQL knowledge Custom report creation To find out more, please reach out to your Account Manager to discuss your needs, or request a product demo via FastTrack’s in-house professional services team provides training and support for customers wanting to use reports to their full capability through: USE OF HOTLINKS TO DRIVE EFFICIENCY Hotlinks can be added to reports so you can open Organisation, Job, Candidate, User and Timesheet records directly from the report output, saving you time whilst also reducing data entry errors. In order for your reports to provide valuable insight, it is critical that the data used is accurate, timely and relevant. Automating, standardising and simplifying processes will help achieve this by eliminating duplication of tasks, reducing risk of manual error, and ensuring the correct flow of information. The business visibility and data flow afforded by using a single software platform for all business processes from recruiting and timesheets to payroll and client billing, cannot be underestimated. USING REPORTS TO REDUCE ERRORS AND ADJUSTMENTS Reporting can assist in finding and identifying errors before a pay is even run. What are the data errors you see regularly occurring? Can these be identified in a report at the interpreter level before running your payroll? Excess pay or bill amounts, incorrect pay and bill quantities, duplicate timesheets, missing data and other areas can all be identified through custom exception reporting. This provides a great opportunity to be proactive, reducing the risk of error and minimising the time spent on adjustments. CUSTOM REPORTS TO REDUCE MANUAL PROCESSES AND IMPROVE ACCURACY Do you extract data from several sources and combine it to produce an outcome for a client or for internal purposes? If the data is stored in FastTrack360 then developing a custom report to do this work for you could save a lot of time and repetition, and also eliminate errors from manual intervention. Review your business processes to identify areas of opportunity.

Effective managers in any business rely on a range of reports to help them make informed business decisions. In the staffing industry specifically, reports are commonly used to identify trends, track performance, develop forecasts, and drive overall business improvement. In the midst of the global skills shortage and a candidate-tight market, increasing efficiencies and improving performance across all operations is critical for staffing agencies wanting to achieve growth. Here are five ways your business can turn the data you already have at your fingertips into valuable information through the use of reports in FastTrack360. KPI REPORTING One of the stand-out benefits of using an end-to-end platform is having all your data in one system. But, are you using that data to measure and drive performance? KPI reporting can help develop good recruiting practices by measuring and displaying user performance against key metrics. Depending on your specific business objectives, some things you might like to measure include:

Job creation Fill ratio Comment and activities Revenue generation

As a basic rule – if you record it in the system it can be reported on and measured.

DASHBOARD REPORTING Bring your reporting to your users by embedding reports into your primary records. Reports can be embedded into the Dashboard, Organisation, Client Contact, Candidate and Job Order records. Embedding reports into these primary records where real-time data is immediately front of mind will drive user engagement with the reports.




Jarrod, how has operating in a competitive, skills-short market impacted you and your business? It's probably the same story with many labour-hire businesses in Australia, if they've got the right practices in place. A lot of business development is to some extent, falling into our laps due to the large number of companies that are struggling to find suitable staff. It isn’t uncommon for companies that were working with just one labour-hire provider pre- COVID-19, to now be working with two or three. They’re just casting their net a bit wider and it's going to happen more and more, for as long as there continues to be a labour shortage across Australia. What are you doing differently now to combat both, the fact that some of your clients are working with more than one agency, and that candidates are harder to find? We already had a key point of difference from other labour-hire businesses in the market in that our RTO sister companies: Arbortrim Australia and Foresite Training deliver quality training, ticketing and licensing to the logistics, warehouse,

As an example, the team identified grassroots sporting clubs as a great channel to connect with local employers and job seekers and we recently hosted our first trivia night with Rowville Football Club. OnSite sponsored and ran the night - it provided a unique opportunity for us to get in front of people and let them know that we’ve got work available and there are plenty of options out there. They don’t have to search for work on Seek or Indeed, we are a reputable recruitment company looking to hire people now in the blue-collar field. Word of mouth is the key. We’re looking to gain some momentum in this space and have been approached to run events for other clubs in the coming months. The battle for talent is also impacting agencies internally. What are you doing to maintain a happy and engaged team at OnSite? Our retention rates are strong so we must be doing something right! I’ve been in the industry now for 16 years and was taught the mindset of work, work, work, hours, hours, hours. Get in the office early and don't leave before 6:00pm. And you know what, it was successful for a number of years. But one thing COVID has taught me is that you need to have flexibility within your workforce. You need to be able to talk to your employees and understand their needs so you can achieve a balance, where they're still productive within the business, but can also enjoy a lifestyle outside of work. Whilst you cannot always appease everyone within a business, when you do afford some flexibility to your employees, they're always going to be more efficient in what they do and they’re happier. If you have a happy employee, you're going to get results.

"Building strong relationships and developing personal rapport is how I've built my career and it’s the foundation of our business."

transport, civil construction, arboriculture and horticulture industries.

So we’re in a unique position in that we have a number of students regularly coming through our courses and OnSite offices each day, and we’re able to develop relationships with them and support their careers. We’re also implementing new and creative ways to promote our services and find great candidates; we’re not just relying on job ads on Seek or Indeed.


I understand people – I understand what makes them tick and what they want, and I believe if you can put all those things together you can come up with a solution to the majority of issues that employers face.

Keeping the lines of communication within the business extremely open works really well for us. Whether it be a phone call, a Microsoft Teams hook-up, getting together in person, or interacting on client meetings together, we're very much in each other's face 5-6 days a week. We all know each other really well and try to do little things to create a homely feel in the office so people want to come into the office even just to do interviews or have a chat and build rapport. You know, we're in the business of talking and building relationships, so if we're not doing it internally, how are we going do it externally with our clients? More jobs generally leads to more work and an increase in workload. Have you turned to technology to support your operations? Definitely. I've been working closely with Fran from FastTrack on and off for the last six to eight months to improve efficiency within our operations. We needed to move away from our reliance on paper, and increase automation in our onboarding process. We designed an online registration that enabled the candidates we wanted to onboard with us, to complete all of the relevant paperwork and information, via our website, with the end result of them being created as a Candidate in FastTrack, ready for interview. Almost all manual paperwork has been removed from our onboarding process. We’re literally saving trees and at the same time, saving our team a whole lot of time.

I have to say, Fran has been brilliant to work with. You can tell she's been in the industry for some time, and she understands our business. She is always willing to try different things to find the right solution for any problem we have. This support has been invaluable to our business. So face-to-face interviews are still an important part of your recruitment process? Yes, absolutely, for all candidates where possible. You can’t go past a face-to-face interview, especially in the blue-collar space where there's a big physical aspect to work. When someone comes into your office and you meet them, you shake their hand, you look them in the eye and you talk to them and you see if they've got the qualities your client is looking for. COVID has taught us that remote recruitment is possible, but is it sustainable or best-practice? I would say no. I'm always open to bringing technology and automation into the business, but I think you've also got to be careful not to become too reliant on it. Consultants need to maintain a personal connection to understand people and identify talent for a client. You still want your consultants to do all their screening by phone and to go out and see clients face to face - to shake their hands, build rapport, bring them a coffee and a donut, whatever it may be. Building strong relationships and developing personal rapport is how I've built my career and it’s the foundation of this business.

Jarrod, what's next for OnSite Recruitment?

Big things are happening at OnSite, Sam. Our focus is on growing the business along the east coast. We're looking to cement ourselves in Queensland - we currently have a satellite office but are looking for our own space and building a team there. We'll potentially be doing the same in Sydney. We don’t want to be the biggest player in the industry, we just want to be the best. ABOUT ONSITE RECRUITMENT OnSite Recruitment has been servicing the east coast of Australia with blue and white collar staff since 2013. Owners James and Jarrod both had the vision to merge certified training with labour-hire, which has been possible with sister companies – Foresite Training & Arbortrim Australia. 100% Australian-owned, their objective is to become one of the country's leading industrial recruitment companies, committed

to delivering on the promise to fulfilling their client’s staffing requirements.

To find out more about OnSite Recruitment head to




THE STATE OF PAY 4 in 10 Australians don’t think of super as part of their pay package. Significantly, our data also shows only a third of Australian workers have access to a benefits program, even though over three-quarters would use one if offered. Furthermore, casual and contract staff are losing out with permanent employees 15% more likely to have had access to perks and benefits in the past. But of those that do, most employees feel it meaningfully improves their pay package. Across the board, 4 in 10 workers are more likely to stay in a job because their employer offers a benefits program. A 2021 report into the Future of Work by PWC supports this, highlighting the two top benefits employees wanted as part of an Employer Value Proposition were ‘Remuneration and Rewards’ (25%), and ‘Wellbeing’ (22%). This encompasses pay, salary packaging, discount incentives such as perks, mental health support, wellness and lifestyle benefits, and financial support and education. It’s clear that employees' expectations from employers have shifted, and they now actively seek out businesses with aligned values that will support their holistic wellbeing. FINANCIAL STRESS IS WIDESPREAD Many Australians are living with financial stress. According to a National Pulse Test, Australians are experiencing higher levels of financial stress and mental distress, which has risen to its highest level since the beginning of the COVID-19 pandemic despite Australia being somewhat on the road to economic recovery. Our research uncovered that 7 in 10 Australians are living paycheck-to-paycheck, with less than $5,000 in savings and an inability to meet their financial needs in an emergency. Rather than asking for a pay advance, two in three Australians turn to potentially expensive credit products to fund important purchases between payruns – and are on average $3000 in debt. This is compounded by a significant increase in the cost of living. Inflation is outpacing salary growth in Australia, which reduces an average household's buying power significantly. The latest ABS data shows Consumer Price Index rose to 5.1% over the 12 months to the March 2022 quarter while wages didn’t keep up with a 2.3% rise in 2021.

As we emerge from the COVID-19 pandemic, one thing that is clear is that the competition for talent is intense. With a skills shortage experienced across the globe, a change in the way we work, and a shift in the needs and expectations of employees, companies must look beyond traditional methods to attract and retain talent. Recent research of 7,000 Australian workers conducted by Ernst & Young and Flare into the new pay economy showed that workers are now demanding greater control over their pay and benefits: 55% report COVID-19 lockdowns have changed what they expect from an employer. A strong pay and benefits proposition has become critical in the race for talent. With the cost-of-living soaring and many Australians experiencing financial stress, along with a highly competitive labour market, employees are expecting additional financial benefits and ongoing financial wellbeing support from employers. Despite this, Australian businesses are failing to offer these programs to their employees. This means that there is a large underserved, under-packaged market in the Australian workforce. For those businesses who act, there is a competitive opportunity to attract, retain and engage talent. Changed what they look for in a job or from an employer Started to feel more stressed about their finances Left their last employer because they did not meet their financial needs Realised that their pay package has materially impacted their social and mental health In general, during COVID-19, Australian workers:


OFFERING PAY AND BENEFITS PACKAGES MAKES EMPLOYERS MORE ATTRACTIVE Financial wellbeing is an often overlooked opportunity for employers to offer a holistic wellbeing package in response to market conditions and attract talent. Financial wellbeing is intrinsically linked to holistic wellbeing and should be considered as a critical component of any wellbeing strategy. It is proven that when we are experiencing financial stress or anxiety, it can impact both our mental and physical health, as well as our ability to perform at work. Financial stress doesn’t discriminate and can affect all income brackets. However, job security plays a role with those in casual work, contracts, or self-employed being particularly vulnerable to financial stress. Financially stressed employees are less engaged in their job and are more likely to take time off or quit due to financial stress. Our research found that casual and contract staff were more than twice as likely as permanent employees to take days off work due to financial stress, despite in most situations going without pay for doing so. Even more staggering is that over half of resignations through COVID-19 were due to financial stress. WHAT TALENT IS LOOKING FOR IN A PAY AND BENEFITS PACKAGE Offering employees control and flexibility over access to their pay through On-Demand Pay (also known as earned wage access), without charging interest or fees, is one way employers can help provide impactful and immediate support to an employee’s financial wellbeing. Our research found that 55% of surveyed respondents would take up On-Demand Pay if their employer offered it, as they feel it would reduce their financial stress. It can also help to set-apart an employer brand, offering something unique and tangible to promote to candidates. Financial benefits span from salary packages including superannuation to financial incentives such as bonuses, profit-sharing schemes and pensions, and salary packaging novated leases.

packaging, and offering these solutions may help them save money. For example, depending on personal circumstances, novated leases can give employees a way to save on GST and income tax. 76% Over three quarters of employees wish to take up financial benefits Our research found that over three quarters of Australian employees wish to take up key financial benefits like salary packaging. Promoting these value- adds to talent can give you an edge in recruiting. With a high cost of living, employees' wages go further with access to discounts and rewards with retailers and other well-known brands. Money off essentials like their weekly shop or great deals with wellbeing brands that help them save on healthy activities can make a difference. According to the PWC report, ‘Remuneration and Rewards’ are the top benefits sought out by employees. Making candidates aware of these everyday perks can go far in demonstrating an employer's commitment to their financial wellbeing. WIN THE RACE FOR TALENT In a post-COVID landscape, the needs and expectations of employees have changed significantly, as have their expectations of employers. Offering exciting pay features like On-Demand pay, financial benefits like salary packaging, alongside a suite of perks that save money, can help support employees' financial wellbeing and strengthen your employee or candidate proposition. The Flare App and Card are directly addressing these needs, giving business leaders a powerful new weapon to add value to every employee’s experience, and provide a real opportunity to differentiate an employer brand. We at Flare are very excited to be partnering with FastTrack to bring these benefits to their client base and underlying employees.

PAY IN THE NEW ECONOMY To access the full Flare and EY whitepaper, Pay in the New Economy, visit

Equipping employees with knowledge on salary


FAST LANE Rapid Implementation Model

Don't let your tech hinder your growth. Get your software foundation right, from the beginning, and set your business up for GROWTH, PRODUCTIVTY and COMPLIANCE.

We wanted an off-the-shelf product that we could tweak to suit our business needs and be ready to go

Dash Group


SUPPORT GROWTH & REDUCE ERRORS Provides greater usability and automation with system-wide data visibility and reduced manual intervention.

END-TO-END SOLUTION Manage recruitment and

We do the configuration so you can be up and running faster. We provide training and assistance to get you live, with ongoing local customer support.

timesheeting, through to payroll and billing all in ONE software solution.

FIND OUT MORE: Contact Luke Mugavin

+61 438 659 405



It has never been more important for staffing agencies to maximise efficiencies, improve productivity and maintain compliance. With agencies experiencing growth and managing high volumes, inadequate, disparate technology is a major obstacle to success.

The Fast Lane Implementation Model is a rapid deployment of the end-to-end FastTrack360 platform at a fixed price. We implement industry best-practice for you, tailoring key elements of FastTrack360 to suit your business and get you up and running faster.

Get your tech foundation right and set your business up for growth with your core recruitment, online timesheets, payroll, and billing processes all in ONE solution.


2. System Configuration We know that every agency is different so we work with you to tailor parts of FastTrack360 to meet your specific requirements.

1. Requirements Gathering Our team of consultants confirm your business requirements and provide you with an overview of FastTrack360.

3. Pay and Bill Agreements You will be trained in the configuration of pay and bill agreements, so you can continue to configure the required agreements for go-live on your own.

4. Product Training We will train you on how to enter clients, contacts, candidates, and job orders into the system.

5. User Acceptance Training Together, we will undertake end-to- end process and parallel pay and bill testing to ensure your system is set up to meet business requirements.

6. Sign Off Sign off UAT and business processes ready for go-live.

The Fast Lane implementation model is available to smaller agencies who meet eligibility criteria including: - Less than 250 payees - Up to 10 users Fixed price AU$15k

7. Go-Live FastTrack will provide go-live assistance to support your transition onto FastTrack360.

8. Local Support Project completion and handover to our local customer service team.

- Monthly direct debit - Go-live within 90 days

Eligibility criteria applies. Price excludes GST. Scan QR code to contact our team to find out if you qualify. *



With all customers now successfully upgraded to FastTrack360 version 12, the product team focuses on innovation to bring new features and improvements to the FastTrack360 product. Here are some of the feature releases to be rolled-out globally in the second half of this year.




Auto invoicing will allow service fees, such as placement fees or advertising costs that are associated with a job placement and assigned to a job order, to be invoiced automatically without the need for back-office staff to manually raise invoices in the Billing module. When an authorised front-office user adds a service fee to a job order, the user can flag the service fee to be automatically invoiced on a specific date. A service, which runs at regular intervals, automatically generates an invoice when the invoice creation date has been reached. The invoice can be generated in the closed state so that it can be delivered immediately to a debtor or alternatively the invoice can be created in the open state so that it can be checked prior to delivering to the debtor. The ability to assign service fees to job orders has also been extended to temporary and contract position job orders. That means service fees can be assigned to any type of job order and can be automatically invoiced if necessary.

Users will have the ability to assign payment terms to a contractor so payment of their timesheets can be deferred until the payment terms due date, as calculated by the system based on the applicable payment terms, has been reached.

In Interpreter Review, timesheet status types will be expanded to four types, providing clients with more flexibility around pay and bill processing.

The status types available will be:

Reviewed - Pay only Reviewed - Bill only Reviewed - Pay and Bill Not Reviewed

Enhancements made to manage this process include:

The ability to configure payment terms for the contractors. The ability to send contractors a proforma remittance via email, of timesheet hours and pay expected along with the payment due date, so that the contractor is informed of pending payments. Attach payment terms and proforma remittance template to contractor’s payee record. In Interpreter Review:

Clients will have the ability to configure different status names for the status types and each status type can have multiple status names to reflect your business’s unique processes.


Clients can have a default timesheet status that is automatically applied to their timesheets once approved. Where a timesheet has the status of Reviewed – Pay only, this means that the timesheet will be available for payroll but not for billing and vice versa for Reviewed – Bill only. In Interpreter Review, you can select multiple status names so that you can keep track of where the timesheets are in the review process.


The proforma remittance is sent to the contractor via email when the timesheet is flagged as reviewed. Display of the payment terms and proforma details (if used) in the contractor’s interpreted timesheet and the payment due date Re-send the proforma details if the timesheet is amended



Automatically include the delayed timesheets into the current pay period pay batch where their expected payment date falls without the need to create multiple adjustment batches. A report to display details of when the timesheets with contractor payment terms are due or have been processed. In the candidate/agency portals in the payslip details section, the proforma remittance invoice is available to view.


The Timesheet Import module will be expanded to support the ability to import adjustment timesheets and the ability to include absence items and reimbursement items.



If the tax-free threshold is claimed or the payee is a foreign resident, the STSL threshold will be $930.00 versus $904.00 for the 2021-22 tax year (based on weekly earnings) If the tax-free threshold is not claimed, the STSL tax threshold will be $580.00 versus $554.00 for the 2022-22 tax year (based on weekly earnings). Indexed Study and Training Support Loan repayment threshold increases The Study and Training Support Loan (STSL) repayment thresholds are increasing as follows due to annual indexation: FastTrack will make updated tax tables available for upload via the Tax Maintenance Service in June to cater for the STSL repayment threshold changes. The ability to map Leave Types to an ATO paid leave type to support disaggregation of gross earnings The ability to capture the country that issued a Working Holiday Maker’s (WHMs) passport so that a tax refund can be issued by the ATO if a tax treaty applies to the WHM’s country Where a payee is subject to a variation to their tax withholding, the ability to identify if the variation is an upward or downward variation. All customers will be required to upgrade to STP Phase 2 in line with the FastTrack360 rollout strategy to ensure compliance by 1 January 2023. SINGLE TOUCH PAYROLL PHASE 2 A release will be deployed to Australian clients in June featuring several enhancements to allow configuring of your system in preparation for Single Touch Payroll (STP) Phase 2 reporting, which will be available towards the end of 2022. Some of these enhancements include:

With the end of the financial year fast approaching for our Australian customers, we recommend you start doing your pre-EOFY checks and ensure you are ready to avoid last-minute stress at EOFY. We recommend that you refer to the FastTrack360 online help for a pre- EOFY checklist and steps to guide you through the process of closing off the financial year. In addition to the normal EOFY process, here is a reminder of what else you need to be aware of for 1 July: Removal of $450 superannuation minimum monthly earnings threshold From 1 July 2022 workers do not need to earn a minimum of $450 in a month to accrue superannuation under the superannuation guarantee scheme. Make sure you update your Superannuation Guarantee Eligibility Rule in FastTrack360 by adding a new validity period effective from 01/07/2022 and set the Minimum Monthly Earnings Threshold for the new validity period to a value of 0. Superannuation guarantee rate increase from 10% to 10.5% The superannuation guarantee (SG) rate is changing from 10.0% to 10.5% on 1 July 2022. Any earnings paid on or after 1 July will be subject to the increased SG rate. You will need to update superannuation contribution rate rules to allow for the change. If you pass on superannuation costs to your clients, you may also need to update bill oncosts to allow for the change. If you use custom bill formulas that reference a hard- coded bill oncost value for superannuation, you may need to review the formulas to ensure you are passing on the correct bill oncost amount to your clients from 1 July, 2022.




“At FastTrack, we relish a challenge and are experts in taking a client's troublesome processes and shaping them into well-behaved, and efficient workflows that really work.”

Inefficiency and inaccuracy can be costly, and these ‘slip- ups’ can be costly not only in terms of time and money, but they could also place your business in some serious bother. Poorly managed payroll or billing (or both…ouch!) can not only hurt your organisation’s reputation, but also its productivity and profits. Staffing agencies who have highly engaged employees, and who understand how to build strong foundations to support their middle office functions, are less likely to wreak havoc in your business. At FastTrack, we relish a challenge and are experts in taking troublesome processes and shaping them into well-behaved, and efficient workflows that really work. However, without the right internal capability or the right systems in place, managing complex rules and pay and bill agreements can be an operational time bomb and demand much data validation and manual intervention that will continue to pull on your resources like unruly sheep. The key to an efficient payroll and billing process is identifying the pressure points and bottlenecks, then rethinking the configuration, calculation, and workflow from the ground up. Once you’re able to leave your old processes at the door and embrace a new way of working, workflows become more standardised, making it easier to reinforce your business rules and eliminate time-consuming, inefficient processes. Now, we know that everybody loves payday, but we love accurate, on-time payroll even more. Payroll errors can place unnecessary stress on your relationship with your candidates and suppliers, but they can also do damage to your reputation, eat into your margins through time and effort to correct, and most importantly, can place non- compliance pressure on your business.

Having a robust and efficient payroll engine will not only empower your team and give them confidence in the outcome; but will also protect your business and keep your candidates smiling. When it comes to billing your customers, cash is king, but one size definitely does not fit all. You need flexible, robust billing and purchase order solutions that can do the heavy lifting for you and enable you to navigate your client-specific billing requirements. Invoicing accuracy can also make a great deal of difference to your client relations and whether or not your organisation secures repeat business. Get this wrong and you risk serious cashflow consequences and the expense of time and effort to put things right – not to mention, delayed payments. So, your candidates are happy and your clients paid-up – awesome! Effortless reports and finance exports can take care of the operational needs of your recruitment business, and now all you need to do is harness all of your new, powerful business information and insights with all the free time you have.

Now is the time to go out and seek payroll and billing nirvana and remove the pain from your pay and bill.

Arrange a FastTrack360 product demonstration at




More than ever, organisations are acknowledging the benefits of creating a mentally healthy workplace - for both employers and employees. From an organisational perspective, addressing mental health in the workplace can increase productivity and employee engagement. For the individual, it means a healthy, balanced life and psychological wellbeing. The five ways to wellbeing below are simple and effective ways we can all improve our psychological and emotional health day-to-day. A healthy mind is just as important as a healthy body for our overall wellbeing.

Connect with people around you; with family, friends, neighbours or people you meet, at work, school or at the shops. Think of these social connections as important in your life and spend time developing them. Building these relationships will support and strengthen you every day. Ways to connect: Catch up for a drink or meal, ask people how they’re going and really listen to the answer, schedule a time of the week to talk to someone (it can be face-to-face, over the phone or emailing). CONNECT Keep your mind and body active. Find something you enjoy and do it regularly. Exercising makes you feel good and helps to clear your mind. Ways to be active: Have walking meetings, play a sport, try gardening, step outside and go for a walk or run. BE ACTIVE Try something new or rediscover a past interest. Learning is about challenging ourselves to do something in a different way to what we’ve done before. It can give you a sense of achievement and build your confidence. Ways to keep learning: Read a new book, take on a new role at work, learn to play a musical instrument, try something artistic, or do a new course. KEEP LEARNING Take time to stop and be aware of your surroundings and the moment you are in, paying attention to your thoughts and feelings. Doing this can positively change the way you feel about life and how you approach life’s challenges. Ways to be aware: Notice the smells, sounds, and sights around you, try practicing meditation and mindfulness exercises, notice how you feel at different times, keep a journal. BE AWARE Helping others can give you a sense of purpose and belonging, build friendships and make your community a better place. Do something kind for a friend or stranger. It can be as simple as sharing your appreciation, giving your time, knowledge, or goods to others. Ways to help others: Volunteer in your community, make a donation, or share your skills through a mentoring program or helping out on a project. HELP OTHERS

'Five Ways to Wellbeing' is based on extensive international research and has been adapted from Black Dog Institute's Workplace Mental Health Toolkit. For help improving wellbeing at your organisation, visit or email





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SJ'S VEGIE CURRY PUFFS A hit at FastTrack's recent Australia's Biggest Morning Tea fundraiser, our Quality Assurance Engineer Sathyamoorthy Jothirajan shares his family's recipe for this delicious winter-warmer.

INGREDIENTS 1 sheet frozen puff pastry (defrosted) 2 teaspoons oil 1/2 teaspoon cumin seeds

METHOD To make filling: 1.

To assemble: 1.

Heat 2 teaspoons oil in a pan or Kadai over medium flame. Add cumin seeds; when they turn golden brown add onion and sauté until translucent. Add carrot, green peas, beans and a pinch of salt. Sauté on medium heat until vegetables soften (3-4 minutes). Add potato, mix well and cook for a minute. Add red chili powder, turmeric cumin-coriander powder (if using), chaat masala powder and lemon juice. Mix well and cook for a minute. Taste and add further seasoning if required. Take off heat and cool to room temperature.

Preheat the oven to 220 C (425F) Cut pastry sheet into 4 squares. Place 1-2 tablespoons of stuffing in the centre of each square and lightly moisten the edges with a wet brush or finger. Fold each one to give a triangle shape and press the edges with hand or a fork. Place on baking tray lined with aluminium foil or baking paper and bake on the middle rack of preheated oven for 18-20 mins or until the top turns golden brown and crispy. Remove from oven and transfer puffs to a cooling rack. Allow to cool for 10 minutes, then serve warm with tomato ketchup or green chutney and a cup of tea.

2. 3.

1 medium onion, finely chopped 1 small boiled potato, chopped 1/3 cup chopped carrot 1/3 cup green peas (fresh or frozen) 1/3 cup green beans (optional) Pinch of chaat masala powder 1/2 teaspoon lemon juice 1/2 teaspoon red chilli powder Pinch of turmeric powder 1 teaspoon cumin-coriander powder (optional) Salt to taste










HAPPY ANNIVERSARY! FastTrack would like to celebrate and acknowledge the wonderful contribution of the following employees who reached significant milestones this quarter.






I joined FastTrack in 2017 around the time that our remaining V9 customers were migrating to the Cloud. I was also involved with transitioning our V10 customers to V11 and so to see everybody now on V12 is fantastic and such an incredible achievement for so many hard working people at FastTrack. I enjoy working with our Professional Services team to create, add and capture the value needed to solve staffing business’s current and future state problems. From FY23 I’m looking forward to working more closely with our Partners as we continue to add value to our users and expand the client base.


Q & A

Do you have any hidden talents? No, I tell everybody about all my talents. How do you relax? Studying the form and punting on horses and greyhounds. Anything that moves actually. What's your favourite food? A chicken parma. What is your favourite holiday destination?

AND A BIG WELCOME... We're excited to welcome aboard some talented people to our amazing FastTrack team.

JON LIM IT & Cloud Manager

Fiji is a beautiful place. I went there on the 2017 RCSA Conference and it's on the bucket list for a family trip in the future. What's your favourite movie? It changes every year. This year it's Coda. What is the most important thing you've learnt in the last two years? Enjoy every moment. What book did you read last? The Resilience Project by Hugh Van Cuylenburg. What are you looking forward to most about 2022? The Spring Racing Carnival.

WIETSE POT Full Stack Net Developer

If you're looking for a new challenge and have the expertise and passion to help us solve the challenges of the staffing sector, we want to hear from you! We're currently recruiting for positions across Development, QA, Consulting, Sales and Customer Support. To find out more, contact us at



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