The Secret to Hiring Top-Notch Engineers

November 20th, 2015

To be a leading firm in engineering it’s important to hire the very best engineering talent out there. But what’s the secret? There are a vast number of different engineers out there at varying levels of expertise and knowledge. It’s really an engineering job seekers’ market right now, which is all the more reason why your company should have a solid plan of action to recruit the best.

How can your company hire the best engineers to meet their goals? Let’s look at some recruitment secrets.

Speed up the hiring process

First and foremost, high-performance talent is seeking an efficient hiring process. If you can speed up the hiring process from the moment candidates apply for openings to the interviews and job offer, you will greatly increase your chances of hiring top-notch engineers. Put yourself in the shoes of the average engineering candidate. How long does it take for someone to fill out your application? Is there an immediate follow-up system? How many interviews and hoops do engineers have to jump through? A good hiring process should be streamlined so that you do not miss out grabbing the best candidates before a competing firm does.

Be flexible to what engineering candidates want

We’re dealing with a whole new generation of engineering talent today.  Millennials have flooded the job market, and this is a unique generation that is not seeking long-term career opportunities, but rather the overall experience. They are seeking above average salaries and benefits. They are looking for training opportunities to enhance their skills. They are looking for organizations that are flexible enough to meet their demands and not the other way around. Be sure that you are offering a career experience that is adaptable to what today’s engineering candidates want.

Work those employee connections

People search for work in different ways today. Recruitment has taken on a new social angle. If you want to lead the way as an engineering firm, you must embrace a more-social recruitment methodology.  Work all of the employee connections you can. Network on social recruitment sites like LinkedIn and Twitter. Enhance your employee referral program so that your current employees will bring their talented friends to come work for you. Connect with local colleges and universities to identify up-and-coming engineering talent.

Hire using a temporary staffing model

One of the most productive ways to hire engineers is to work through a technical staffing company like Venteon.  With a neverending pipeline of engineering talent, any organization can easily bring in temporary employees to cover special projects and seasonal peaks. It then becomes easier to offer the most promising engineering talent more permanent placement. The temporary staffing model provides a “try before you buy” approach to hiring engineers. It’s also much more time and cost efficient.


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The High Cost of Turnover in Engineering

November 13th, 2015

Years ago, it was fairly common that employees would stay with the same company for many years. However, today the average employee only stays at a job for less than five years. This is according to data from the U.S. Bureau of Labor Statistics as of 2015. Some of the factors leading to the change include generational differences in values and a more competitive job market.

What is engineering staff turnover costing your company?

If you employ engineers at your company, it’s important to understand the cost of turnover and the things you need to do to reduce the turnover. While there will be some amount of turnover, if you do not take steps to control engineering turnover, this can be very costly to your company.

How can we calculate the cost of engineering turnover?

Many companies are in the dark in regards to engineering employee turnover costs. While leaders recognize that it is expensive, many do not fully comprehend the actual costs involved. For example, there are recruitment costs such as advertising fees and administrative costs to interview and screen candidates. Then there are other less-thought-of costs, such as loss of productivity and a lower team morale.

Read on to learn how to accurately calculate the high cost of engineering turnover, and take measures to reduce this at your organization.  Make a list of some of the average cost of turnover in your engineering team.

Separation Costs

When an engineer leaves, there are administrative costs such as exit interviews, management meetings, COBRA and payroll processing, overtime costs, and temporary help to cover a new vacancy.

Recruitment Costs

Replacing an engineer requires advertisement, interview, background check, drug test, sign on bonuses, replacement salary, and other new hire requirements such as onboarding, benefits and training.

Other Hidden Costs

There are also some hidden fees to replace even a single engineer. For example, there can be loss of productivity and missed deadlines. When a skilled engineer leaves the company this can also result in knowledge loss and client turnover. The team experiences a disruption in the normal flow of work.

Once you add these costs up, it can be as much as one to two year’s annual salary for an engineer. To help prevent turnover, it is suggested that you:

  • Provide a challenging and rewarding work opportunity for all engineers
  • Maintain any loss in staff with a temporary workforce
  • Keep abreast of changes in morale and engagement with your engineers

Want to learn how to keep or recruit top candidates to avoid these costs? Contact us today!


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November 10th, 2015

Project Engineer

  • BS in Mechanical and Electrical Engineering
  • 4 + years of experience in automotive OEM and Tier 1 environments
  • Experience with automotive plastics and electronics
  • Monozukuri and advanced development / cost reduction experience
  • English, Spanish and German language skills
  • Degreed, promotable candidate


Principle Engineer / Metallurgist

  • BS and Ph.D. in Chemical Engineering
  • Experience with metallurgical testing
  • 12+ years of experience in metals and material testing, including in high-volume manufacturing environments
  • Strong leadership and communication skills, and project lead experience


Project Manufacturing Engineer

  • Bachelor of Science in Mechanical Engineering
  • Experience Design, Manufacturing and Project Engineering
  • 4 years of direct-hire experience + 2 internships in Automotive
  • MATLAB, Catia v5, LabVIEW experience


Project Engineer

  • Bachelor of Science in Civil Engineering
  • 4 + years of experience in Tier 1 Environments
  • Experience working with CMM Machines
  • Degreed, promotable candidate


Entry-Level Mechanical Engineer

  • 69 GPA from University of Michigan Dearborn
  • Had a summer engineering internship where he learned the product design & development process
  • Developed detailed mechanical drawings from 3-D models using Catia V5


Quality Engineer

  • Graduated from Kettering University in September 2015 with a Bachelor of Science in Mechanical Engineering
  • 3 + years’ experience working with Siemens as a Mechanical Engineer (co-op)
  • Hands-on background and 10+ years’ experience as a Maintenance Technician


Hardest Engineering Jobs to Fill — And How to Fill Them

November 6th, 2015

Jobs in the engineering sector have always been difficult to fill, especially in niche industries. Experts believe that there are only around 18 qualified engineering candidates available in the workforce for every job opening. Engineers go through many years of focused training and the job requires ongoing training to maintain certifications. Therefore, it can take months to find an engineer for a single job.

What are some of the hardest engineering jobs to fill?

According to Wanted Analytics, a CEB company, these are the engineering jobs that were the hardest to fill as of the most recent numbers:

  1. Human Factors Engineers and Ergonomists
  2. Industrial Engineers
  3. Industrial Safety and Health Engineers
  4. Fire Prevention and Protection Engineers
  5. Mining and Geological Engineers, Including Mining Safety Engineers
  6. Electrical Engineers
  7. Mechanical Engineers
  8. Petroleum Engineers
  9. Chemical Engineers
  10. Marine Engineers and Naval Architects

How can a company fill a position like this?

Glassdoor had some recommendations for filling hard-to-fill jobs like the engineer roles above. These include:

Build up social media networks – Get engineering candidates, including passive ones, interested in the company by connecting with them on LinkedIn and other social networks they frequent. Talk about the great career opportunities and compensation your company offers as opposed to the competition.

Get those employee referrals – One of the top ways to learn about engineering candidates is through direct employee referral programs. In fact, engineers would rather work with their friends so they are eager to share the names of their peers who would be a good fit for the company they work for.

Use smart content marketing campaigns – Develop a strategic content plan that includes marketing to engineers and job seekers. Publish on blogs, forums, and engineering magazines. Get content that is friendly to engineers, such as tips on YouTube and other material they will enjoy. Let them know how to apply for jobs in the content.

Improve job descriptions – Take the time to revamp the current engineering job descriptions to update them and make them more appealing. Think about the passive candidates who may be causally looking around to make a career change too. Sell the company to candidates, don’t make the job description a list of 20 things they must have to qualify.

Head for the colleges – In addition to staffing agencies that specialize in the placement of engineering candidates, take your recruitment efforts to colleges and universities that have quality engineering programs. Work with instructors and advisors to identify students who may be interested in internships to earn educational credits and jobs following graduation.


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What’s Killing Your IT Interviews? (Hint: It Might be You!)

October 30th, 2015

Have you had a few IT interviews for jobs you were very qualified for, and for some reason things just didn’t go all that well … or worse yet, you never heard back? You could chalk this up as a recruiter who just didn’t see your worth and missed out a good thing. Or you could take some responsibility for the outcome of your interview, go back and analyze things, and come up with a plan of action that will help you do much better next time.

Here are some things you could be doing that are killing your IT interviews:

Being too casual about things

While many companies are trying to create casual work environments for IT professionals in order to attract a younger crowd, don’t be fooled into thinking that you should show up to interviews wearing jeans, t-shirts, and flip flops. Take the time to clean up, dress in business casual attire, be well groomed and ready to impress.

Stop hiding behind your portfolio

Having a strong resume and online portfolio are nice things, but they are only part of the entire picture when meeting with prospective employers. Be ready and willing to talk about your skills, recent projects you’ve worked on, and your short- and long-term career goals. Bring energy with you and show off your personality in the interview. Most of all, smile.

Watch out for interview snafus

You don’t want to risk the chance of looking bad by showing up to the interview late or unprepared. Treat every interview with seriousness, even if you believe you are overqualified for the job. You want to make the best first impression, so arrive a little bit early and act interested. If you are nervous, shake it off — before you leave someone’s hand wet from sweaty palms.

Be straightforward with information

Don’t make the interviewer do all the talking, especially trying to drag answers out of you. Be personable and have a few questions of your own to ask. Try to convey genuine interest in the job, the industry and the company. Do some investigation before the interview to find out what the company has been working on and be sure to leave a nice compliment.

Have realistic salary expectations

We cannot all work for Google and earn six figures right out of the starting gate. If you are expecting a huge salary, think again. Check out reviews of the company and typical starting salaries and benefits. Indicate you are more interested in the company opportunities and being part of the team than just a paycheck.

If you need more help with interview preparation or finding a solid career in IT, contact the recruiting experts at Venteon today.


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October 29th, 2015

.Net Developer (Lead/Sr. Level)

  • Well-versed application developer with a very stable and progressive work history.
  • Over seven years of experience in application design, agile/waterfall methodologies, development, and application implementation.
  • C#.NET, MVC, HTML, JavaScript, JQuery, VB.NET, ASP.NET, SQL
  • Complete B.S. degree in Information Systems

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.

Technical Skills: Full Lifecycle:  Analysis, Design, Configuration, Development and Operation
FI-Asset Management and Cash Managemen, CO – Cost Center Accounting and Internal Orders
Creating detailed analysis of accounts when requested for Finance (AP, AR, G/L)

.NET Developer (Senior Level)

  • This candidate has been continually progressing as a developer and has over 10 years of experience in multiple development languages.
  • Seeking a challenging career opportunity with a company that utilizes the latest technology.
  • Has strong communication skills and is responsible for interacting with business users to define requirements at current company.

Technical Skills: Programming Skills: .NET 4.5, C#, WPF, HTML, VB.NET, ASP.NET, AJAX, AngularJS, PHP, Java Script, C++, SQL, Software: MS Office Suite, Visual Studio 2013, MS SQL ServerOperating Systems: Windows 8, Windows 7, Windows Vista, Windows XP, and Linux Based


IT Skills the Only Focus of Your Interviews? Why That May Be Bad for Business

October 23rd, 2015

If you are in the Information Technology market or IT is a strong component of your company’s objectives, then hiring a multitude of skilled IT specialists is something you must do often. However, focusing just on IT-related skills may be limiting your company in hiring the best. This actually could be bad for business. Here’s why your recruitment strategy must include hiring other complimentary skills to balance things out.

Hire for Personality

The truth is, IT professionals are known for their highly analytical and technical skills, but they are lesser known for strong interpersonal skills that drive the company forward. Your business needs a variety of personality types in order to function well and to grow. Developing a recruitment plan that includes hiring based on personality fit for your corporate culture is more important than just narrowing it down to IT skills.

Need Innovators and Creatives

Along with hiring people from diverse backgrounds like sales and administration to augment your current IT teams, you will also want to hire a certain number of creative types. These are independent thinkers, innovators, and outside-the-box candidates who have a strong entrepreneurial spirit. Think “Steve Jobs” and “Mark Zuckerberg,” and you have the idea.

Team Players Matter

IT professionals often work best alone, but some also play well with others in team environments. When hiring for your company, look for candidates who possess the ability to work well with different types of people, including cross-departmental and culturally diverse teams. Your company may be outsourcing work to other nations, so you need people who respect and can work with others in this type of global atmosphere.

Temporary Workers

If your company is struggling to recruit both IT professionals as well as other complimentary skill sets and personalities, then a temporary workforce model may be a solution. The staffing agency can bring in people who have worked well in the past with IT teams and who understand the uniqueness of this work. Temps can augment current teams for short and long term projects, or be hired on for occasional contract jobs.

Remember, when interviewing candidates, be sure to look at the bigger picture for your recruitment strategy and hire some big thinkers who can take your business to the next level.


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Staff Accountant, Finance Analyst, Cost & Budget Analyst – Direct Hire – Available NOW

October 22nd, 2015

Venteon Finance Search Recruiters are looking for outstanding employees for the below positions.  Send resumes to for immediate consideration.  Visit for a complete list of our job opportunities.


Global Finance Systems Analyst, Auburn Hills

Our client, a tier 1 automotive supplier, is seeking a Global Finance Systems Analyst to add to their growing team.  As the Global Finance Systems Analyst you will be responsible to develop comprehensive and concise finance business requirements to help drive revenue system solutions, in collaboration with business partners and IT team on a global level.


Sr. Accounting Analyst, Metro Detroit Area

Our client is an industry leading manufacturing company located in the Metro Detroit, MI area.  Senior Accounting Analyst that will be responsible for various financial accounting and reporting requirements, including:

  • Supporting complex accounting areas including technical guidance application and implementation
  • Managing external audit data requests
  • Preparing technical accounting white paper position papers
  • Preparing quarterly/annual SEC filings 10Q and 10K footnote disclosures for areas of responsibility


Staff Accountant, Ann Arbor

Our client, a manufacturing company near Ann Arbor, seeks a Staff Accountant to add to a successful team.  This position will be involved month end closing procedures, preparation of accurate and timely financial reports and statements within the framework of established accounting policies and procedures.  Bachelor’s degree in Accounting is required; Hyperion system experience is highly preferred


Cost & Budget Analyst, Plymouth

We are seeking a Cost & Budget Analyst for a manufacturing client with global operations.

In this role, you will have the opportunity to analyze and report month end inventories, standard costing analysis and special projects.

Keep These IT Holidays Marked on Your Calendar (No, not Thanksgiving!)

October 16th, 2015

All employees love holidays and eagerly look forward to celebrating them. But what about those who work in Information Technology? Cyber thugs unite! Here are the IT holidays you will want to mark on your calendars now:

Launch Date – Oh the sounds of joy when a new product is finally launched to the world! Launch dates are anticipated for months after long days of coding crunches. Make sure you have some fun activities planned for the launch date of your project so you can celebrate your achievements.

End of Support Date – Yes, you can finally stop dreading those support calls and start planning a vacation on a tropical island somewhere (preferably without Internet service). This is the date when support ends and patches have things covered to keep the hackers out.

Zero Day – When hackers are the busiest is when a new vulnerability is discovered in a launched or upgraded software product. Until the security patch is developed, the software remains open to attack, in some cases up to three years. Be sure to mark your calendar to watch out during this time.

Patch Tuesday – Once a patch is applied to the software (on a Tuesday), the very next day ‘Ida Wednesday’ as it’s referred to, hackers are already trying to get back in.

Quarterly Earnings Day – It’s traditional for a company to be attacked by scammers and hackers the day that the company announces its quarterly earnings. This is an effort to gain insider trading information to make a few criminals rich on the stock market.

Black Friday / Cyber Monday sales days – Prime times for retail and financial companies to get attacked by hackers when consumer information and credit card use is bogging down servers. Be ready and be prepared to deal with regular system attacks during this time.

Tax Season – From January to April, company IT teams should be on alert as information is at risk. Scammers posing as financial institutions, tax firms, and even the IRS will do whatever it takes to steal employee information for illegal purposes. Lock things down and have a process in place to protect information.


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The Simple Trick to Building Better IT Teams

October 9th, 2015

Building better information technology (IT) teams takes time and planning. Without these skilled pros, the organization will struggle with managing technology and information security, therefore selection of candidates who will stay for the long term should be the focus. A good approach to attracting, hiring, and retaining top IT employees to build strong teams is to hire for culture fit.

Corporate culture fit is determined by how well IT candidates blend in with current IT team members. From skill levels to personalities, much depends on each individual. A strong IT team will be made up of professionals who work well together, have complimentary skills, and are challenged in their jobs.

Culture fit hiring seems to be the simple trick to building better IT teams for many workplaces. But, how can an organization ensure this will work out well?

Review IT candidate resumes carefully

To find out if an IT candidate may make a good future hire for your team, review their resume carefully for signs of this person’s background and skill sets. Look for skills that mesh well with your current team, but also add value. Watch for job hoppers and those who have not progressed in a career.

Evaluate every IT candidate’s skills and personality

Never take a candidate’s word for it in the recruitment phase. Instead, make sure you assess the skills and the personality of each IT candidate to make sure they will be a good fit for your company. During interviews, see how well they relate to your management team and to others they meet when they are introduced to key members of your team.

Get employee referrals for IT hires

A good way to ensure a candidate is a good bet for your team is to ask your current employees to refer their colleagues and friends to your organization for career opportunities. This can often result in candidates who are already familiar with your company and have friends there, so they will fit right in from the start.

Hire IT pros on a temporary basis first

If you are unsure of a candidate’s suitability at first, you may want to bring them on as a contractor or temporary employee so they can prove themselves. Use a 30 to 90 day contract and place them on a project that fits theses terms. At the end, if they add value to your team, hire them as a permanent employee.


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