Don’t Believe These Myths About Temporary Finance Employees

July 22nd, 2016

It’s a sad fact that temporary employees are oftentimes looked at and viewed differently. It’s quite a shame because they bring the same amount of value as full-time or part-time regular employees. Sometimes they bring even more to the table than regular employees. The problem here is that there are plenty of myths that go around about temporary finance employees. We are going to debunk those myths here.

Myth #1 – Best Skills Don’t Equate to Best Employee

Believe it or not, the candidate who has the best skills isn’t necessarily going to turn out to be the best employee if hired. Close to the majority of newly hired employees fail because they lack the soft skills (communication, attitude, self-awareness) needed to succeed in a collaborative environment. When making a temporary finance hire, take a longer look at the candidate’s soft skills and attitude. It could go a long way towards making the right hire.

Myth #2 – Temp Finance Pros Make Bad Employees

The second myth we would like to debunk today is that temp finance people make bad employees if hired. This is completely untrue. There is so much prejudice out there against temporary workers and it is completely unjustified. If you operate using this thought process, you are setting your company and your new hire up for failure. Many companies prefer to hire candidates who already have jobs. This doesn’t mean they will be the best hires either.

Myth #3 – Finding a Perfect Hire is Possible

The third myth we are going to debunk today is that finding a perfect hire is possible. This is completely untrue. There really is no perfect hire out there. Companies need to treat new hires, especially temporary finance employees, as works in progress. When companies treat employees as works in progress they are more likely to train them properly and mold them into the employee they know they can be at the office.

Myth #4 – Employees Only Refer Friends When Money is Present

The fourth and final myth we will debunk today is that employees will refer their friends only when money is present. This is false because most employees will refer their friends when they actually like working at the company. Employees will not want to refer a friend or family member if they don’t like working for the company. They wouldn’t want to subject that to anyone else.

We have debunked four myths today about temporary finance employees. Make sure your company doesn’t operate using any of these myths when hiring new employees.

Does Job Hopping Ever Benefit an Accounting Career?

July 15th, 2016

In the past, job hopping was viewed as immature and a sign of a bad hire. It also gave employers the impression that the employee did not know what they wanted to do in their career, or simply had trouble adjusting to work. However, nowadays job hopping can actually benefit your career in certain circumstances. The following tips will share how your accounting career can be improved through job hopping in some unique ways.

Acquire New Skills

One of the biggest benefits of job hopping is that, if done right, you will be able to acquire new skills. These new skills can then be parlayed into a promotion or a better job at another company down the road. Hopping from job to job also teaches you different procedures and techniques used by different companies that might benefit you in the future.

Earn a Higher Salary

The most obvious reason for being a job hopper is that you will earn a higher salary. Remaining in the same job for a prolonged period could limit the amount of pay raises a person sees during their career. It could also limit the number of jobs the person could apply for with one company. Job hopping can lead to better jobs, higher salaries and better opportunities for promotion.

Showcase Multiple Employers

Another benefit to being a job hopper is that you will be able to showcase multiple employers instead of just one on your resume. Some companies might want to see prolonged experience with one company, while most will want to see a couple of employers on the resume. Try temporary jobs to work with several employers and choose the references you want to provide.

Move Up the Ladder Quicker

As mentioned earlier, job hopping in the accounting field can lead to you moving up the ladder quicker. If you have worked in a small company for a handful of years, you likely don’t have many promotion opportunities. Larger companies have more positions, which means more opportunities for you to earn a promotion. You can climb the ladder quicker in your accounting career if you become a job hopper.

Experience Different Cultures

Corporate cultures vary from company to company, even at companies that operate within the same industry. The best way to experience different corporate cultures is to become an accounting job hopper. The more cultures you experience early in your career, the easier it will become to assimilate to a corporate culture later in your career.

The bottom line here is that in today’s cutthroat business world, it doesn’t hurt to be a job hopper … if you go about it the right way. You can learn a lot and earn a lot by job hopping in your accounting career with temporary staffing assignments with the area’s best companies. Contact Venteon today to find your next great accounting career!


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Mistakes You Might be Making When Firing Financial Employees

July 8th, 2016

FThe choice to terminate an employee is always a difficult thing for a manager to do. Firing a financial candidate can be even worse because these are people that are intricately aware of the financial status of a company and could do some serious damage if the termination is not handled properly. If you are considering terminating a financial employee, here are some mistakes that you could be making.

Basing the termination on one event.

People make mistakes. Sometimes these are situational and sometimes they come out of misinformation. Before you fire your financial employee, take the time to find out if the performance error was caused by carelessness or some other reason.

Not giving the financial employee a chance to speak.

In their haste to terminate an employee, sometimes hiring managers do all the talking and don’t give the financial employee a chance to share their side of the issue. Termination can and should be the very last option when working with an employee. Give all employees a chance to redeem themselves and clear up any misunderstandings.

Making the termination too personal.

Financial employees are often terminated due to conflicts with other workers or simply because they are not performing well. Any termination can be emotionally charged. Therefore, a manager should be very careful to avoid allowing the termination to become a personal matter, instead of the results of their work performance.

Forgetting to explain termination procedures.

In many organizations, when employees are terminated, there are a series of procedures that must take place to protect the company and well-being of other employees. This may include eliminating or reducing the employee’s access to financial records and computer applications, requesting any and all employee records, escorting the employee off the property, and wrapping up payroll and benefits requirements with employee.

Employee is terminated for an illegal reason.

Employees can never be fired for reasons like:

  • Reporting unsafe working conditions
  • Giving unfavorable feedback in an employee survey
  • Discrimination based on age/sex/national origin/disability, etc.

There are many factors that may lead to an employer feeling concerned about an employee, but their termination should only ever be based on the quality of their work and their commitment to their job.

Before terminating a financial employee, it may be best to speak with a corporate lawyer. After you’ve let the employee go, contact Venteon Staffing for a quality replacement employee.


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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 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.