Design Engineer Position – Canton, MI – Direct Hire – $80k

April 27th, 2015

Design Engineer – Canton, MI

Our client, a growing Tier 1/Tier 2 Automotive Supplier in Canton, is looking to grow their engineering team.  This position is for a Design Engineer, with a strong background in CATIA or similar software, and experience with manufacturing and assembly processes.  The right candidate will be someone with a hands-on mentality, that is ready to wear multiple hats in addition to designing.  Product design experience is preferred, and a 4 year degree is a must.

Salary Range – 80,000-90,000

Qualifications:

  • 4 Year Degree
  • Strong Design Background
  • Experience with Design for Manufacturing and Assembly
  • Experience with CAE

Send your resume to bray@venteon.us.com  and look at ALL our openings at www.venteon.us.com

Over 40 and Overqualified? Here’s How to Get a Tech Job Anyway

April 24th, 2015

Human resource experts call the phenomenon of candidates who are over 40 and overqualified the ‘double-whammy’. We all know it is illegal to hire candidates based on age, but the sad fact is that candidates who fall in this category are less likely to be chosen for a job at double the rate. Despite the age of 40 and being overqualified, candidates can still obtain jobs in the tech world if they know how to impress and sell their experience to employers.

Emphasize Capabilities

One of the best ways to secure a tech job despite your age and over qualifications is to emphasize capabilities instead of experience. Talk about your set of skills, what it is you bring to the company and how all of your capabilities will translate to the job if you are hired for the tech job. Many companies like to hire tech employees based on their capabilities first and then their experience because they want employees who can take the reigns as soon as they are hired.

Avoid Using Common Age-Related Phrases

Another way to get hired for a tech job when overqualified and over the age of 40 is to avoid using common age-related phrases during a job interview. Those common age-related phrases include any of the following:

  • Years ago.
  • When I was younger.
  • At my age.
  • We used to.
  • Back then.
  • Nowadays.

Provide Solutions to Problems

If you know what some common problems are for a company heading into the job interview, offer solutions to those problems. When you offer solutions, you prove your worth and value to the company and help the interviewer ignore your age and the fact that you might be overqualified for the tech job.

Talk about Commitment

If the interviewer is asking you questions that are hinting at your age, talk about commitment in your answers. Tell the interviewer that you will be committed to the company for at least five years and then ask them how many young job candidates will offer such a lengthy commitment. This shows the company how dedicated you will be and even put the idea in the interviewers head that hiring an overqualified candidate for the tech job might be better than hiring a younger candidate.

Use the Word ‘Only’

When interviewing for a tech job at the age of 40 and with plenty of qualifications, make sure you use the word ‘only’ in some of your responses. For example, if you are outright asked about your age, make sure you answer using the word ‘only’ in front of your age. This will help to change the thought process of the interviewer.

There is nothing stopping you from securing a tech job over the age of 40. You just need to know how to impress the interviewer and convince him or her why you are perfect for the position.

Business Development Opportunity – Sales – Account-Executive – Troy, MI

April 22nd, 2015

We are looking for Business Development professionals to join the Venteon Team !

 

This position will be part of a team that will source, develop, and retain business within a certain specialty and provide superior customer service to Clients.

Essential Responsibilities :

  • Source potential business within a specific area & expertise in a variety of industries.
  • Ability to perform heavy telephone work and build rapport with prospective Clients.
  • Develop and maintain relationships with appropriate decision makers within a company.
  • Assess Client current and future staffing needs; needs could be temporary or permanent.
  • Maintain consistent follow up with current and potential Clients via in-person meetings, phone and marketing campaigns.
  • Make sure all documentation is complete within the internal database.
  • Maintain excellent Employee & Client relationships by conducting on-site visits with Recruiting staff.
  • Educate Client on current hiring trends.
  • Briefing and debriefing of candidates and clients.
  • Negotiate rates with Client that are in line with current employee salaries to obtain the best candidate possible.
  • Responsible for meeting weekly and monthly objectives.
  • Work closely with recruiting staff to fill current positions.
  • Work with internal Recruiters to match the appropriate candidate to the Client need.
  • Mentor and develop new Account Executives and/or Entry-Level Recruiters.
  • Work in conjunction with the Administrative or Accounting team to resolve any invoicing questions.

Key Attributes:

  •  Sales professionals who want to take their experience to the next level; true relationship building.
  • Self-motivated, high achievers.
  • People who enjoy working with people.
  • Candidates who have a high level of energy, sense of urgency, positive attitude and a strong work ethic.
  • Excellent customer service skills

Education/Experience:

  • 3-5 years direct sales experience.
  • Experience working within a Recruiting or Staffing Industry preferred.
  • Bachelor’s degree

The staffing industry is on the verge of explosion once again. This is an outstanding career opportunity where you will work with the best in our industry.  This is a challenging and rewarding profession with unlimited earning potential dealing with highly educated professionals. We are a growing company and are looking for people that want to be part of a winning team.  Send your information to rwinter@venteon.us.com

 

 

Motivated Recruiters Wanted – Booming Staffing Industry – Troy, MI

April 22nd, 2015

We are looking for professional, motivated individuals to join our Venteon Team as a RECRUITER !

This is a wonderful opportunity for career minded entry level professionals.  If you are a career motivated professional we need to talk.

 Why you should consider This Position: The staffing industry is booming once again. This is an outstanding career opportunity where you will work with the best in our industry.  This is a challenging and rewarding profession with unlimited earning potential dealing with highly educated professionals. We are a growing company and are looking for people that want to be part of a winning team.  Send your information to rwinter@venteon.us.com

 

This position will be part of a team that will recruit, interview and retain individuals within a certain specialty and provide superior customer service to Clients.

 Essential Responsibilities:

  • Recruiting prospective candidates via sourcing, networking, direct contact, and internet recruiting.
  • Conducting interviews with prospective candidates.
  • Development of candidate marketing campaigns.
  • Ability to perform heavy telephone work and build rapport with prospective employees.
  • Participating in recruiting at job fairs, career seminars, etc.
  • Continuous candidate relationship building.
  • Reestablishing contact, updating candidate profiles and identifying viable candidates in our database.
  • Work closely with an Account Executive to fill current positions.
  • Make sure all documentation is complete within the internal database.
  • Maintain excellent Employee & Client relationships by conducting on-site visits with Account Executive.
  • Deal negotiation and closing deals.
  • Briefing and debriefing of candidates and clients.
  • Responsible for meeting weekly and monthly objectives.
  • Work in conjunction with the Administrative or Accounting team to resolve payroll or invoicing questions.

Key Attributes:

  • Recruiting professionals who want to grow and be treated as professionals. Professionals who want to gain experience in Professional Staffing (Accounting, Finance, Engineering, IT or Administrative).
  • Self-motivated, high achievers who are not satisfied with a “desk” job.
  • People who enjoy working with people.
  • Candidates who have a high level of energy, positive attitude and a strong work ethic.
  • Bachelor’s Degree

Education/Experience:

  • 1-3 years experience within an office environment.
  • Experience working within a Recruiting/HR function or Staffing Industry preferred.
  • Bachelor’s degree

 

 

CANDIDATES IN THE SPOTLIGHT – INFORMATION TECHNOLOGY – TROY, MI

April 21st, 2015

.Net Developer (Mid. Level)

  • This candidate has a very stable work history and great communication. A cutting edge programmer analyst seeking a challenging career opportunity in application development, with over four years of experience in application design, the agile philosophy, mobile web development, and application data modeling.

Technical Skills

  • Programming Skills: C#.NET, MVC, HTML, JavaScript, Jquery, VB.NET, ASP.NET, AJAX, AngularJS, Jquery Mobile, Jquery UI, Phonegap, PHP, Android (Java), C++, SQL
  • Software: MS Office Suite and Open Office Suite, Visual Studio, Eclipse, MS SQL Server
  • Operating Systems: Windows 8, Windows 7, Windows Vista, Windows XP, and Linux Based

 

Front-End Developer (Up and Comer)

  • This candidate is looking to take the next step in their career. Started with current company 2 years ago and is now looking for a Mid. Level position. This is a candidate that can work independently but is not so experienced they become unaffordable.
  • Developed functional and attractive web applications using HTML, CSS, Javascript and JSP
  • Developed highly specialized jQuery/jQueryUI widgets
  • Developed asynchronous front end interfaces using AJAX
  • Worked directly with clients to develop automated systems to replace manual processes

 

Lead .Net Developer (Lead or Manager) – Permanent or Contract

  • This is a very Sr. Level Developer that recently moved to SE Michigan.
  • Has 18 years of IT experience across various industries.
  • Served as a Development Manager, Project Manager, Application Architect, Web Developer, Application Developer, Lead Developer, Mentor, and Programmer/Analyst.
  • Areas of expertise include Rich Internet Applications, built primarily on the Microsoft technology stack, specifically in .NET and SQL server, using ASP.NET MVC, jQuery, CSS, WCF, and Silverlight/WPF.

The High Cost of a Bad Hire in IT

April 17th, 2015

The cost of a bad hire, especially in the IT industry, can be staggering. Companies need to do as good of a job as possible when hiring new employees, in order to avoid the high costs associated with bad hires.

Bad hires happen more often than most people think, even when recruiters and hiring managers vet candidates thoroughly. Sometimes, a bad hire just happens and no one sees it coming. In today’s post, we will discuss the high cost of a bad hire in IT.

The Actual Costs

A bad hire costs a company quite a bit of money, but just how much money? According to a recent workforce and recruitment survey conducted by a major career board, around 41 percent of companies reported that a single bad hire cost them at least $25,000 over the past year. That same survey found that 25 percent of companies said a bad hire had cost them $50,000 over the past year. This is nearly half of one year’s salary!

The major negative factor of a bad hire is that companies must deal with losses outside of just money. For example, companies have to deal with lost worker productivity, expenses incurred for recruiting and training a replacement employee, time lost for recruiting and training a replacement employee, negative impact on clients and negative impact on the morale of remaining employees.

How Does a Bad IT Hire Occur?

You might be wondering how it is possible for a bad IT hire to occur, especially at an established company. The survey above indicated some possible reasons for bad hires:

  • 34 percent of companies claim the hire just did not work out
  • 38 percent of companies said that they had to fill the position quickly
  • 11 percent of companies said that they failed to perform adequate background checks
  • 21 percent of companies said that they did not test the employee’s skills enough

One item that did not appear on the survey results is that the employee was not a fit with the company’s office culture. This is a major reason why some bad hires do not work for a company. These employees are often referred to as “cultural misfits.”

How to Avoid a Bad Hire

So, after seeing all of this discouraging and scary data, how can a company avoid a bad hire? There are a couple of different things companies can do to avoid making bad hires in the future, so they do not lose money and time. A couple of those things include the following:

  • Find the intangibles of the candidate to motivate them
  • Hire pre-screened candidates with proven backgrounds and skills
  • Know what the company wants and needs in terms of IT staffers
  • Use all resources available during the candidate search
  • Start out with temporary IT employees who must prove themselves
  • Make a personal connection with candidates from the moment they arrive
  • Attract, or woo, top candidates using resources they relate to

As you can see, the cost of a bad hire in IT is staggering. It not only drains money from the company’s bottom line, but it also takes away time from remaining employees. Switch to a temporary staffing model to bring on quality, pre-screened IT professionals who can work towards earning your trust and staying on board for the long haul.

Is Your Hiring Process All About the Candidate Experience?

April 10th, 2015

It’s long been said that the candidate experience is the most important aspect of recruitment. This includes the way each candidate perceives job advertisements, the company careers website, the interview process, and – once a job is offered – the onboarding phase. Yet, too few recruiters actually consider this when focusing on finding the best candidate for a job order. Instead, they think about their own objectives and not enough about those of candidates.

About the Candidate Experience

Ask yourself: is the hiring process honoring the needs of candidates, or is it falling short in certain areas? It’s very possible that the ways in which you treat candidates could be making your recruitment efforts futile. Here are some ways to tell:

  • Do candidates seem excited initially, but disappear shortly after you screen them?
  • Do your new hires quickly become overwhelmed and leave the company in months?
  • Are your job adverts and hiring processes not connecting to the type of corporate brand you display?

These could all be trouble signs that your hiring process is not all about the candidates. However, these can be remedied. Read on to learn how to create a better candidate experience.

Look at the “people” aspect of recruiting.

Chasing after the top candidates, introducing them to clients, and earning above-average commissions are all very motivating factors. But, in this process, candidates who are not a perfect fit for a particular job often get shoved aside and forgotten. They are usually the ones who sense that a recruiter doesn’t actually care about their goals. This can burn many bridges with candidates who may be a good fit for future opportunities, so don’t do this. Treat all candidates with the same level of respect and encouragement you would for a preferred candidate.

Stop looking at recruitment as just sales.

Many recruiters enjoy the sales aspect of what they do, and many come from sales backgrounds – but, consider that candidates are sometimes approached by a recruiter for one type of company or assignment, and then somewhere along the way it morphs into something else. This happens a lot because the way recruiters communicate about assignments is geared towards selling the candidate on the job and then selling the candidate to the client. Stop looking at recruitment as strictly sales.

Keep the job application process simple. 

Across America, there are thousands of companies advertising for new employees on their websites, with recruitment firms, and on job boards. Yet, one thing that they may not consider is the experience candidates have when attempting to apply for these jobs. Written applications are outmoded, instructions may be lacking enough detail for candidates to know how to apply, and applicant tracking systems are long and tedious to go through. Make this a more pleasant experience with clearly written job descriptions, online application systems that are intuitive to navigate, and recruitment services that focus on each candidate.

Why not improve the way candidates experience your company hiring procedures by working with an outstanding recruitment firm like Venteon in Maumee, OH? Contact us today if you’d like to learn how to improve your recruitment process.

The Bad Habit Most Tech Managers Share

April 3rd, 2015

As a tech professional, you may have an idea what the number-one bad habit is for most tech managers. It isn’t taking on too much work, missing deadlines, failing to delegate responsibilities or even being overworked. It isn’t about personality conflicts or problems with the management team. Ready for the answer?

The bad habit most tech managers share is failing to be on time for meetings, interviews, work and other responsibilities on their calendars. In other words, while tech managers are great at what they do, they are not the best at personal time management.

Being Late Shows Irresponsibility

No matter how responsible you might actually be, being routinely late to work or to meetings shows irresponsibility. It shows that you value other things at work or in life more than your job or your co-workers. When you are expected to be at work by a certain time, or in a meeting by a certain time, it is not only good business ethics  to be there on time – it is mandatory. In fact, being on time is considered late these days, so do your best to arrive a couple of minutes early.

Being Late Shows You Don’t Care

When tech managers are late to meetings, to work or for conference calls, it shows others around them that they do not care enough to be punctual. To be late one or two times is understandable in today’s fast-paced world; you might have scheduled meetings too close to each other without realizing it or your conference call went long because of a problem that needed to be fixed immediately – these are understandable incidents. But if you are routinely late, it tells others around you that you do not care about them or the scheduled task, and that what you are doing in place of it is more important to you.

Being Late Causes Stress

Routinely being late for meetings or conference calls is stressful. And, the stress just doesn’t affect you, it affects everyone around you. Co-workers and superiors will feel anxious when you are late because they worry if you have the materials for the meeting or if you are rushing to finish the presentation that you need for the meeting. When you make it a point to arrive on time, you will reduce the stress in both your life and the lives of all those around you at the office.

How to Avoid Being Late

As a tech manager, there are plenty of ways to avoid being late to meetings or conference calls. Some of these methods include the following:

  • Avoid overbooking your schedule as much as possible
  • Learn to say ‘no’ when you have too much on your plate
  • Do not save ‘extra’ tasks for the last minute
  • Always use reminders on your desktop and mobile calendars
  • Consider setting your watch five minutes fast
  • Prepare for the next day today
  • Schedule important events for off-peak hours

Being late is a bad habit that most tech managers share. But you don’t have to be part of the crowd. Instead, try to avoid it as much as possible so you and those around you can accomplish tasks in a timely manner.

What Qualities Make You a Strong Financial Candidate?

March 27th, 2015

Getting work in the financial industry can be a tough road, but it’s not impossible. Financial candidates need to have a specific set of qualities in order to land some of the best jobs out there today. Do you have those qualities or attributes? It is hard to tell when only working in the industry for a short while.

To help you, we have put together a list of the best qualities that make you a strong financial candidate. Take a look and compare it to your personal attributes.

Ability to Self Manage

An important trait for financial candidates to have today is the ability to self manage. Not requiring constant supervision will turn you into an employee who is an asset and not a problem. Employees who constantly need to be managed or supervised will only be a detriment to a company. Self-management traits are important in today’s financial industry.

Strong Problem-Solving Skills

Financial candidates must also boast strong problem-solving abilities in order to be a solid candidate for open jobs within the industry. Financial employees must be able to survive challenging times and fight through issues no matter who is at fault.

Leadership Traits

Another important trait strong financial candidates have today is that of excellent leadership. The most sought-after candidates will not only be able to motivate themselves at work, but also their co-workers and subordinates. When applying for a financial job, be sure to include all leadership qualities and details during an interview and on your resume.

Above Average Analytical Skills

Some of the best financial employees have strong analytical skills. It is incredibly necessary to gather information and analyze it effectively in the financial industry. Employees who are not able to do this will find it difficult to land a top job in the industry. In order to put your analytical prowess on display, be sure to discuss times when you needed to analyze data during an interview.

Financial Technology Skills

Technology has adapted immensely over the last decade and has become a prominent part of the financial industry. A lot of financial firms are looking to fill jobs with candidates who are proficient in Structured Query Language (SQL). If you have excellent technology skills, you will be a strong financial candidate.

Team Member and Work Independently 

Some of the strongest financial candidates on the market today have the ability to work both independently and as part of a team. Even though many financial jobs require employees to work independently, there are quite a few out there that also require employees to work as part of a team. For this reason, you will need to have experience in both realms in order to be a strong financial candidate.

Exuding Professionalism All the Time

No matter the situation, a strong financial candidate must exude professionalism all the time while on the job. Even when some environments are more casual, candidates must be able to adapt and still remain professional.

Are you a strong financial candidate? Take a look at the traits outlined above to determine if you have what it takes to work in a financial job.

Are You Hiring and Then Losing Top Candidates? Solving Turnover

March 20th, 2015

From an employer’s standpoint, there is nothing more frustrating and damaging to the staffing budget than to continually hire the best candidates and then lose them to a competitor not long after. Employee turnover is a difficult thing to manage, especially when the company hires those with specialized skill sets or in competitive markets. Recruitment can become costly and mistakes like this can become even more expensive.

If you are noticing that there is above average turnover in some or all of your assignments, there may be some reasons for this that you can start working on now. Read on to learn how to spot signs of trouble and prevent the loss of top candidates.

Early Turnover Happens – The Signs are Not Always Obvious

Losing great candidates after you’ve worked so hard to impress them and bring them on board can be very troublesome. It takes time, effort, and money to source, screen, and hire candidates. There are some signs that a candidate may be the type to take a job and run, which can help crack down on this problem. Some less obvious signs include:

  • Candidate who has strong work experience, but limited solid references – This is someone who may be skilled at what they do, but they generally ‘fly under the radar’ and don’t work to impress others. They may not be living up to their potential and will skip a current job for greener pastures because they don’t care about being loyal to any one employer.
  • Candidate has worked in jobs that don’t add up to progression in a career – This may be a hardworking person who is accepting jobs simply for the opportunity to earn a paycheck, but whom doesn’t show long-term career growth. If another company comes along and offers more pay and benefits; they are gone.
  • Candidate is going through a big life change of some sort – There are many good people out there, but when life creates havoc on a person, it can cause them to make rash decisions and leave a job suddenly. Although it can be hard to tell from a resume or an interview (and you cannot ask them this legally in an interview) listen carefully because often these candidates will openly mention they are going through a divorce, have lost someone recently, have moved around a lot, or have trouble with the family at home.
  • Candidate has a poor attitude about work in general – A person who is disillusioned or unhappy about the type of career they have will often voice it when they’ve had enough. During the hiring process, they may seem thrilled about an opportunity to work for you, but then just weeks into the job the ‘honeymoon’ phase is over and they begin to grumble. Ask previous employers to provide a reference before you risk hiring someone like this.

Solution to Employee Turnover in the Early Stages

The most effective way to reduce a hire and then they quit scenario is to spend more time screening every single candidate who walks through your doors. Even better, hire people through a Troy MI staffing agency who have done this for you. Make sure you hire new people as temps first to gauge each candidate’s suitability for long term employment, before you invest too much into them. This can often be a good way to reduce turnover early on, and weed out people who aren’t interested in being loyal.