3 Insider Tips for Acing Your Technical Job Interview

June 23rd, 2016

If you are anticipating a technical job interview soon, you might be getting a little bit nervous. Don’t panic! There are some ways that you can really wow the hiring manager during a technical interview even if you’re not sure what they’re going to throw your way. Venteon Technical Staffing shares with you some insider information on how to ace a technical job interview. Just follow these three steps.

1. Refresh your skills.

In the weeks and days preceding your interview, take the time to review some of your technical guide books that you have in your reference library. Spend some time working through your algorithms and codes to make sure they are fresh in your memory. Read through some books on new coding techniques and other technical tricks so that you have something fresh to talk about during your interview. If you are rusty in a certain area, take the time to start a small project that forces you to work through a series of solving problems.

2. Bring your finest work.

Another great way to boost your confidence before a technical interview is to bring along one or two of your finest projects as an example of your best work. This can give you a great talking point and it also demonstrates to the hiring manager that you have the right skills for the job. If you cannot bring them along at least have a link to a website where you can show off your portfolio.

3. Get ready for everything.

Very often during technical interviews, the hiring manager will put you through a series of exercises or tasks to see how well you perform under pressure. Practice at home solving a series of problems or things you could encounter in the real world such as a difficult client problem or a broken code. Make sure that your interviewer gives you plenty of time to work through any exercises and do not schedule your interviews back to back. This will ensure that you are at your prime during your interview and you can think on your toes.

If you are having the interview through a temporary staffing agency you have an advantage here. Ask the staffing manager what you can expect because they may be able to provide additional insight as to the process the company uses to screen candidates. You can also check with company review sites like glassdoor.com to see what others have encountered.

Need more help finding and preparing for a technical job interview? Contact Venteon today!


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How Women Are Changing the Technology Industry as we Know It

June 21st, 2016

In the last several decades, women have risen to positions of power within the technical fields. While there are still issues such as a recent report that revealed 60 percent of women who work in Silicon Valley have experienced sexual harassment or other companies who have mentioned ‘lowering their standards’ to find qualified women to work in technology, women are still leading the way towards closing the gender gap. Women are very entrepreneurial in spirit and over the years have overcome many barriers in the workplace. Silicon Valley seems to be the final frontier for many women.

Let’s take a look at how women are changing the technology industry as we currently know it, and what’s in store in the near future.

Women are designing products and solutions for women.

In Glamour’s Women Under 35 Who Are Changing the Tech Industry’ report, a vast majority of the women leaders highlighted got to where they are because they invented something new to solve a women’s or family problem. For example, Ayah Bdeir v , 32, founder and CEO of LittleBits Electronics, created a way for people to build thier own small electronic products.

Women are influencing diversity in the workplace.

Recently, Women Who Code, held a series of live events to encourage more young women to get involved in systems engineering, which is generally where men have dominated the market for years. As more women from all nationalities and age groups start to enter these untouched areas of technology, more opportunities will open up.

Women are changing the ideas around work-life balance.

When Netflix announced it was expanding it’s maternity/parental leave to unlimited, several other technology firms also followed suit. Women and couples who want to experience a rewarding career without putting off parenting have a number of options now. Work-life balance means greater flexibilty, creative ways of working, and handling projects on the go.

Women are altering stereotypes in IT.

The IT department is no longer made up of a bunch of 30-something men wearing polo shirts. Now, with more women and minorities entering careers in IT, stereotypes are being busted and eliminated.

Want to hire top candidates in the technology industry? Contact us today!


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June 15th, 2016

Full Stack Applications Developer

  • Full life cycle developer with stable work history as well as industrial diversity.
  • Over 12 years of experience working consistently with the most up to date languages and software technologies.
  • C#, .NET, VB.NET, ASP>NET, ASP, VBScript, SQL, HTML, JavaScript, JQuery, T-SQL
  • B.S. in Information Systems
  • Masters Certificate

.Net Developer

  • 8 years of development experience within multiple industries including healthcare and automotive.
  • Experience in creating/modifying table structures, stored procedures, functions and views.
  • Responsible for Designing and Developing the User Interface using ASP.Net, Razor, HTML, JavaScript, JQuery and CSS3. As well as Programming the business logic in C# and VB.Net.

PLEX Implementation Subject Matter Expert

  • 10 years of ERP implementation experience (PLEX, Saas, Syteline)
  • Global management, deployment and implementation throughout North America, Asia and Europe
  • 12 years’ experience in manufacturing, production and operations
  • Fluent in both English and Spanish languages

SAP Analyst (Mid – Level)

  • This candidate has been in the automotive industry for 8 years and has a stable work history. She has progressed as an analyst and has recently been working with FI/CO modules.
  • Supports requests for creation of new reports for various processes for the finance department.
  • Part of a team that supports 4000 users in 30 different locations throughout the United Sates.

Why Automation is Changing the Technology Workforce

June 14th, 2016

Technology is always changing and influencing the way people do things, including their jobs. Out of the need for increased efficiency, the automation of processes has emerged. While some level of automation has been around in the manufacturing and technology sectors since the mid-1980s, it’s experiencing a new renaissance again.

A recent McKinsey & Co. Research report indicates that very soon around 45 percent of all work activities that humans currently do will be automated by existing technology. This represents around $2 trillion in annual wages for American workers. And this is not just people in entry level, mundane jobs – automation can also take place in senior level jobs all the way up to the CEO of the company.

Automation is changing the technology workforce for a number of reasons. Here are a few:

Technology enables more automation.

For those who either work in the technology sector or work for companies that cater to this market, automation of certain tedious processes can be a welcome change. Technology that speeds up tasks so that humans can perform better tend to be the most popular. Technology workers are fine using new apps to complete work and simplify things.

Automation is cost effective and convenient.

As mentioned earlier, one of the main reasons that automation is changing technology work is because it’s so cost effective. In many ways, automation is cheaper than hiring humans. That’s not to say that automation will ever fully replace people because there is nothing superior to the human brain. Keep in mind though that the 2013 McKinsey Global Institute study found that 100 million global knowledge workers could be affected by robotic process automation by 2025. (Source SHRM)

The technology sector thrives on flexibility.

Traditionally, companies that are involved in technology work understand that change is a necessary part of advancement. Automation is flexible, just like temporary staffing, in terms of controlling project costs and results. In the near future, a person may be performing half of his or her job using fully automated processes, and this will increase the profitability and productivity of the origination.

Need to hire new top candidates for your technology workforce? Contact Venteon today!


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What Are New Grads and Soon-to-Be Grads Looking For in a Career?

June 7th, 2016

With unemployment rates dropping to pre-recession percentages for the first time in many years, it has become a candidate-driven market for much of Michigan. The largest groups where demand is the heaviest are within the science and technology sectors. As an employer, it is important to know what the latest group of college graduates are looking for in their careers.

These emerging adults, as they’ve come to be known as, are ambitious and very career minded. They want rewarding careers that pay well and give them unlimited room for advancement and learning. And they are technologically savvy too, having grown up practically attached to the Internet via mobile devices and social networks.

Smart employers will have a strategic plan in place to attract and recruit these new grads and soon-to-be-grads to include them in their ranks. But what are they looking for?

The overall career experience.

Graduates today are looking for a positive experience from the time they apply for a job to the interview and onboarding process. They value a company that has a smooth process, especially those that use an efficient staffing agency to process them for a speedy hire, plus ongoing support once they get started.

The opportunity to earn respect.

New grads are among the youngest group of employees and they are hoping to earn the respect of their peers quickly. Give them rewarding tasks that help them get this respect early on.

Work-life balance.

Studies have shown that millennials and Generation Z place a high value on work-life balance. Workaholism is no longer desirable. They want time to live healthy lifestyles, spend time with family and friends, and travel.

Building their work-related skills.

Younger employees are also eager to learn new skills to help them stay marketable in an ever-changing workplace. They enjoy learning in a variety of ways, from online to mentoring.

To make a difference in the world.

New grads and those hoping to land careers soon want to work for companies that have a strong social presence that aligns with their community contributions. They want to work for a company that is socially conscious and gives back.

Is your company offering what new grads are looking for in a career? Partner with Venteon to find and attract top candidates to your workplace today.


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Gap in Your Engineering Career? Here’s How to Move Past It!

May 30th, 2016

Career gaps can happen for any number of reasons, even in an engineering career. For example, individuals may take time off for family matters, to go back to school, or to cope with health concerns. Engineers may simply decide to take a break from the work to pursue another career type for a while. Whatever the case may be for you, if you have a gap in your engineering career, it’s not too late to move past it and gain a rewarding job.

Here are some tips for getting around a career gap as an engineer.

Review some current engineering job advertisements to determine how far behind you are in skills or experience. If you have a gap in work history as an engineer that’s lasted more than 6 to 12 months, you may need to update some of your skills in order to qualify for a position.

Be ready and willing to discuss the reason behind your career gap. For example, you may want to just indicate that you had to take a hiatus for a short period of time in order to take care of a family matter. If you have gone back to school or changed careers and want to go back into engineering, you must have a compelling reason for this decision. You could indicate that you have a specific passion for an area of engineering that you’d like to explore.

Consider taking on some temporary engineering assignments while you look for a more permanent solution. Temporary staffing agencies are accustomed to seeing engineers who have a variety of work backgrounds, therefore you will be able to be placed in a temporary or temp-to-perm assignment quite easily. Use this time to boost your skills and regain your confidence as an engineer.

Indicate on your resume a brief reason for a gap in your career history. Recruiters will often red flag resumes that show periods of time with no work indicated. You can simply state the dates and something to the effect of “took time off from career due to personal responsibilities.” Again, if you were attending college or working on an engineering certificate you will want to indicate this as well.

Worried about a gap in your engineering career holding you back from your dream job? Let the staffing experts at Venteon help you find your next great engineering career today — gap or not!


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May 23rd, 2016

Project Engineer

  • Bachelor of Science in Mechanical Engineering – Michigan State University
  • 4 years of professional work experience in a Tier 1 & an OEM environment
  • Degreed, promotable candidate with great communication skills

Mechanical Engineer

  • Bachelor of Science in Mechanical Engineering – Michigan Technological University – May 2015
  • Experience in AutoCAD, NX, HyperMesh, Autodesk Inventor, FMEA, Microsoft Office
  • Strong teamwork and problem solving skills

Industrial Engineer

  • Recent Kettering graduate; Degree in Industrial Engineering (3.71 GPA)
  • Co-Op experience in Tier 1 Automotive (2012-2016)
  • Real-world experience includes projects reducing scrap from 11% to 3%; working with Gage R&R; Creating DOE, etc.


5 Things You Should Be Looking for in Every Engineer’s Resume

May 20th, 2016

Your company wants to hire the best engineers possible. This doesn’t take rocket science to figure out. But outside of technical skills, how can you know what you should be looking for in engineering candidates? Turns out many of the skills that engineers have relate to other aspects of their job, such as project management, customer relationship building, and peer collaboration. There is more to the surface to explore.

As you evaluate the resumes of some of the engineers that come across your desk, be sure you are looking for these top-five skills to build your engineering team of the future.

Product knowledge.

Engineers today have to be subject matter experts. Therefore, when you are looking at engineering candidates, make sure you are considering those who have at least two-to-five years of direct product knowledge. This is important because your engineers will be explaining how products work and the value they bring to your clients. If they don’t understand things themselves, they won’t be able to effectively sell them to your clients.

Industry passion.

Saying the words ‘engineering’ and ‘passion’ in the same sentence seems pretty foreign, however the best engineers are extremely passionate about the work that they do. This includes the clients that they work with. Look for candidates who expressed this passion during the interview process. You want a mix of personality and skill in your engineers.

Career progression.

When evaluating engineering candidates for your company you want to look for those who have steadily progressed in their career. It’s easy to want to hire the new graduate fresh out of college, but it is more important to hire an engineer who has a few years under their belt. Look for engineers who have moved up the ladder by taking on increasingly difficult projects and whom have managed tough areas on their own.

Peer acknowledgment.

Engineers who are worth their salt have been endorsed by their peers. Visit the social media profiles of your engineering candidates and take a look at what some of their colleagues have said about their work. Ask your engineers for at least one or two additional professional references before considering them for a job.

Ongoing learning.

The best engineers know that the only way they will ever stay ahead of the curve is by being lifelong learners. Make sure you that you are hiring engineers who value learning and are willing to try new things. Provide valuable learning and work experiences at your company in order to create loyal employees. Look for engineers who have at least a bachelor’s degree and have gone after at least one or more engineering certifications.


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Do Your Top Engineers Possess These Sought-After Traits?

May 13th, 2016

It is a candidate-driven market presently for top engineers. The unemployment rates are at nationally historic lows and certain skill sets are hard to come by. Even so, hiring engineers takes careful evaluation of the candidates for your industry. You want the right professionals on board who can take your company to the next level.

How can you make sure that your engineering hires have what it takes? Focus on the most highly sought after skills in top engineers as part of your recruitment strategy.

Analytical Mindset

Engineers have the desire to figure things out and they use applied creativity in this process. When hiring engineers, look for those who are able to turn theoretical concepts into real business world solutions. Engineers who are highly creative and can think through complex processes are the most desired in the market today. Look for engineers who have been able to solve problems, made improvements, or created better processes that have benefited previous employers.

Mathematical and Mechanical Ability

A vast majority of engineers develop strong math and mechanical skills from an early age. This often involves understanding complex mechanical systems and how parts work together. Mathematical skills enable engineers to accurately measure and create factors that make mechanical operations successful. Mathematical skills should be more advanced than regular algebra and should also include the software that is used in modern-day engineering.

Project Management and Leadership

The best engineers are those who have above-average ability to manage the projects that they work on, even if there are multiple projects occurring at once. These engineers are also very good at leading others on their teams. While many engineers prefer to work alone, it is important to hire engineers who have strong interpersonal skills because they will spend a great deal of time working on teams and collaborating with their peers. When hiring for senior engineering positions, you need to definitely hire those who have proven leadership skills.

Soft Skills

While the above technical skills are vital for your engineers to possess, the workplace is shifting and soft skills are becoming important too. Soft skills are traits that help engineers fit in well with other employees, such as time management, work-life balance, writing and grammar skills, and more. These soft skills help engineers become part of the corporate culture quickly.

Ready to hire top engineers for your company? Check out these resources for employers.


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Create an Onboarding Policy That Promotes Loyalty Among Your Engineers

May 6th, 2016

Most Engineers start a new job anticipating a lot of unforgettable moments like meeting new team members, discovering where they belong, and anticipating a long and successful career. These are the moments that will last forever. The problem is, most engineering onboarding programs focus on forgettable aspects of a career. For example, they focus too much on administrative tasks, technical issues, and setting up systems.

While these mundane tasks are important for long-term success, they certainly don’t dictate long-term success or loyalty with your engineering hires. That’s why it’s important to develop a human connection with your engineering staff that will last the test of time. Here’s how.

Understand what engineering hires want.

Most employees are looking for an opportunity to make an impact. They are also looking for a work environment that Embraces diversity and respect for all employees. Engineers are also seeking opportunities to excel in their field with regular recognition from their upper management.

Create a meaningful onboarding process.

Studies have shown that when employees are provided with a structured onboarding process they are more likely to be retained for the long term. One can only imagine how overwhelming it would be to be thrown into an engineering career without this type of orientation. Sadly, this happens very often. Instead, it is important to give Engineers time to adjust to their new role and the tasks that are set forth in front of them. They are more apt to stick around if they feel supported.

Give them rewarding projects.

One of the unique personality traits that most Engineers share is that they thrive in challenging environments where they can show off their skills. Engineers can be highly competitive and this comes from their analytical nature. Tap into this and give them something to keep them motivated by providing your engineers with challenging and rewarding projects that allow them to shine in front of their peers.

Show them the bigger picture of their future.

Engineers are generally very in tune with what’s happening in the industries in which they work. But they also need to see what their contribution can lead to. Make sure to include your engineers as part of your Consulting team so that they can participate in shaping the future of your organization. Make them part of the bigger picture. When they can see their future within this success framework they are more inclined to be excited to be part of it.


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