Looking to Enter the Tech Workforce after Graduation? Here are Some Tips!

July 29th, 2015

If you are on the hunt for a job in the rapidly expanding technology market following graduation, you are not alone. Experts estimate that in 2015, technology and related careers will produce the highest number of college graduates all focused on getting hired with the nation’s leading companies.

According to an article in Fortune magazine, “the best graduate degrees are in STEM (Science, Technology, Engineering and Math) fields, with median, mid-career salaries topping at $131,700.” Says Katie Bardaro, the Director of Analytics and Lead Economist at PayScale, “The top of the list has consistently been dominated by STEM degrees, especially statistics and computer science in the last five years.”

4 Tips for Getting a Job in Tech Following Graduation

Ready to enter the technology workforce after graduation? Read on to get some great tips from Venteon Technology, a leading staffing agency in Troy, Michigan.

1. Put together an outstanding cover letter and resume

The way you present yourself to potential hiring companies in the tech world matters. Therefore, you need to develop a professional cover letter and resume that reflects your best skills, your education, and your work and internship history. Work with a qualified resume writer or career coach to accomplish this.

2. Establish your personal brand

As early as you can in your new career, take the time to recognize what makes you stand out as a job seeker from your peers. It could be a special interest you have in the industry, a project you’ve completed, and voluntary service you’ve done – for example. Use this to create a brand around yourself, which will be present on your social networking accounts.

3. Get networking and noticed

Getting a job in tech can be just as difficult as any other career path, but one thing that really works well is connecting with others at the companies you want to work for. Use LinkedIn and career associations to do this. Stand out with active participation in forums for your area of interest in tech. Ask current employees to refer you to their companies, once you get to know them.

4. Develop a strong portfolio of work

Your job in technology may just be starting, but this is the best time to start working on contract jobs and freelance projects to build a strong portfolio. This can help you land bigger and better assignments in tech. Go after the work that’s out there and see where it leads you.

Keep focusing on your career and stay active with temporary assignments and internships to become visible to the best employers in tech.


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Can Your Remote Team Get Their Work Done?

July 24th, 2015

If you have never managed remote employees before, you are in for a surprise. No, they don’t sit around in their pajamas eating snacks and playing video games all day. These are professionals who, for whatever reason, have chosen the convenience and flexibility of working from a home office – but they do work and they probably work harder than some of your onsite employees. This is why it’s important to make the most of the extra productivity that remote workers provide to the company by supporting their efforts to get their work done.

How can you help? Here are some ways to make sure your remote team has the ability to complete work and achieve their career goals.

1. Provide remote workers with the technology tools they need to get their tasks done

This is the top reason remote workers fail. If there are continual technology issues or resources are not shared with all who need it, imagine how frustrating it can be for someone who works thousands of miles away in another state or even country? Make sure all remote employees have what they need at all times to do their jobs. Consider tools like webinar software, conference lines, live chat tools, cloud project management, and file sharing systems vital to remote work.

2. Develop an open and regular communication system between remote workers and management

Schedule a weekly meeting for all remote teams and managers to connect on projects and tasks. If someone drops off the face of the earth, find out why. It’s up to managers to work hard to create a system for keeping the lines of communication open so don’t assume that your remote employees will always take this on themselves.

3. Plan ahead for the worst-case scenarios, and have alternative projects to work on

Problems will come up from time to time that can set projects and work back somewhat. If you want your employees to get their work done remotely, then you need to have backup systems in place. For example, if the company internet connection or a server goes down, have a backup cloud based project system for staying on task.

4. Set up a team atmosphere in which everyone is given the same level of respect

Remote employees are often the victim of in-house employees who view them as “lazy” or not part of the team, therefore they get a lot of disrespect. It is your job as the manager to make sure that respect is a part of your corporate culture and the team. Never let any employee treat another with disdain or disrespect. Enforce this rule with all employees.

5. Hire remote workers with a strong sense of accountability and past successes

To have the most impact as a manager of remote employees be sure to carefully hire only those who have been able to do this well in the past. Remote workers must be resourceful, self-driven, and have a strong sense of accountability for their work. Make this a value that you share with all new hires, and work with a staffing agency that specializes in placing remote employees if you find it hard to find these types of professionals.


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You Can Close the Tech Skills Gap — For Good!

July 16th, 2015

For years, recruiters have been struggling to find the top technology talent, particularly in the software markets where growth has been high. There have been multiple theories as to how to close the skill gaps in the technology sector, from partnering with colleges and universities to building large candidate pools filled with tech talent.

Here we will look at some of the ways your organization can support the cause for greater access to skilled technology employees in the near future.

Create more attractive technology educational programs for candidates

Many of the best technology jobs are for those with four-year degrees in computer science, which virtually leaves out all of the folks who are earning two-year college degrees, but are equally talented. Why not open up the job market to those who are headed in the right direction with technology education that’s more attractive? Programs can be part of an overall partnership between companies and colleges, with internships that place high achieving candidates into jobs sooner.

Retrain the lost workforce to handle the challenges of the tech market

Since the recessionary period of 2007-2011, there have been thousands of good people displaced by company shutdowns and restructures. This has left a large candidate pool of folks of all generations who are eager to learn new skills so they can land good careers again. Why not open up programs that take career-changers in and teach them job-specific skills? This would help companies to fill many entry to mid-level positions, while supporting the local economy in a big way.

Make succession planning a regular part of technology recruitment

Many companies face shortages of technology skills because they are not developing their current employees effectively. It costs 20 percent less to train in-house employees for better positions than to recruit new candidates. Succession planning should be an effort made to develop in-house employees while bringing in entry level employees to transfer this knowledge too on an ongoing basis.

Augment tech gaps with independent contractors and temps

Closing tech gaps is made easier by companies that bring in at least 25 percent of their workforce through indene pent contractors and temporary employees who have specialized skills. These folks can work on short and long term projects, giving more flexibility with project management and fluctuations in the industry. It’s also more cost efficient, because temps and contractors do not require the management of taxes and benefits.

By using the above methods, your company can help close the tech talent gaps that exist, while maintaining an actively growing business.


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Help Your Employees Keep Their Cool in a Stressful IT Environment

July 9th, 2015

The Information Technology (IT) industry is known for being unique in many ways. Above average job growth, high earnings, and exciting projects are typical in IT. But one of the other aspects that comes along with all this is stress.

A study by GFI Software indicated that stress in the IT market comes from increasingly long work hours to meet project deadlines, missed time with family, and lost sleep. As many as 40 percent of the 200 IT professionals polled said they missed time with their kids, and nearly as many missed sleep on a regular basis. 30 percent said they were currently suffering from stress-related illnesses. Some blame it on the work values of a multigenerational workforce, others blame it on long-held habits of the IT field.

Unfortunately, some IT professionals will find it difficult to deal with stress, while others will learn ways to blow off steam from this occupation. In order to develop a highly productive IT workforce, it’s important to put some measures into place to help everyone keep their cool. Here are some ideas:

Create a stress-free environment

Your workplace can become an “oasis of calmness” by taking a few steps to improve the environment. Set up a few soft seating areas for staff meetings. Improve the lighting and open up workspaces. Bring in some cool artwork, plants, and a coffee bar.

Set realistic IT project deadlines

Stress often comes from over-the-top project deadlines that put too much pressure on IT professionals. Manage your projects better to include some wiggle room, which creates more workable timelines and expectations with clients and work teams. Avoid letting scope creep affect projects too.

Have the right skills in the right roles

When assigning tasks to IT employees, make sure you have matched the right projects to the right people. You would not expect a coder to be designing web content, nor a software engineer working on project management, right? Get job requirements and project needs handled at the start, and bring in IT temps with specialized skill gaps.

Give the IT guy some more respect

Every workplace has at least one IT guy who is always there in the background picking up everyone’s slack. He may even live here because it seems that he never takes time off. Give this guy (or gal) some respect and make sure that everyone gets time off for better work-life balance.

Provide casual and flexible work arrangements

Stress in the IT industry can come from too stringent work schedules and outdated work attire demands. Let your employees focus on their work more and their wardrobes less. Give them a flexible schedule that helps them to prioritize the things that matter to them the most.

Support a healthy work culture

Corporate cultures that want to reduce stress often have a healthy focus, in the form of onsite health and wellness programs. Give your IT teams the ability to unwind from their daily stressors with plenty of physical fitness perks, onsite massage therapy, and a break area where they can find free snacks, beverages, and comfortable seating to relax a little.


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July 9th, 2015

Senior Accountant

  • Sox, GAAP experience
  • Strong technical accounting experience.
  • Big 4 public accounting experience.


Audit Associate

  • High potential 2+ year Audit Associate currently working with one of the Detroit area’s Big 4 public accounting firms.
  • CPA assigned to multiple large multi-national clients.
  • Very good grasp of new accounting standards and brings a conceptually strong knowledge of US GAAP to the table.


Senior Financial Analyst

  • MBA and Master’s Degree in Finance from Walsh College
  • Bachelor’s Degree from Wayne State University
  • 7 plus years of financial analysis experience; Budgeting, Forecasting, Variance Analysis, Financial Modeling, Planning & Analysis
  • Highly skilled in SAP Global Business Warehouse and Supplier Relationship Management
  • Expert of Microsoft Products
  • Skilled in financial valuation tools


IT Audit/Controls Manager

  • MBA, CISA Certification
  • Big 4 Public Accounting Experience
  • IT General Controls Audit & Assurance
  • Business Process Audit & Controls Assurance
  • Sarbanes Oxley Compliance Reviews
  • Project Management
  • Cross Functional Team Leadership
  • Process Improvement Identification & Implementation


Manufacturing/Automotive Controller

  • MBA, CPA Certification
  • Public Accounting Experience
  • Fortune 50 Automotive Experience
  • Internal Controls/SOX
  • Corporate Accounting
  • Global Close & Consolidation

Are You on the Wrong Career Path? Here’s How to Turn Yourself Around!

June 26th, 2015

Ever get the feeling you are walking down a career path that’s headed nowhere fast? Many working people feel this way at one point or another. This can happen for a number of reasons. You may have started out in a great career, but then one day the industry changed and turned into something you no longer like. You may have found something else you are more passionate about. Or maybe your work skills have become obsolete, and you are stuck in a dead-end job.

Whatever the case may be, right now you feel like taking the next exit off this crazy highway. The good news is that anyone can get back on the right career path by taking a few steps now.

1. Work with what you have now

You may not be in the ideal job now, but there are bound to be some redeeming qualities you can find to focus on (instead of your misery). Maybe it’s a certain task you enjoy doing, a client you like working with, or some of the perks of your job. Make the most of what you have now and it will make it easier for you until you have found the right career.

2. Don’t quit without a plan

No matter how frustrated you may feel right now, it’s never a good idea to quit (or get fired from) your current job until you have a career lined up. Put away some extra money in your savings account, and try to do your best to deal with the job you have now until you have identified what it is your heart desires. You’ll be glad you made a plan first.

3. Get the training you need

In many cases, to jump into another career means needing to refresh your skills in some area. Take a night class or find an online certification or degree program now. Use this to learn new skills, software, and even to take on a few projects to improve your abilities. Leverage the industry knowledge you already have, plus your newfound skills, to find a better career path.

4. Find a career coach or mentor

Now is also a good time to identify a career mentor and a career coach to help guide you through the next steps in your career journey. Tap into this knowledge and the connections you need to get ahead in your new career. You can find career coaches and mentors on social networks and through industry associations.

5. Connect with a staffing agency

Ready to take the leap? Get registered with a staffing agency in your area of interest so you can “try before you buy” a new career path. Temp assignments give you a chance to get your feet wet and see if you truly want to go in a particular direction, while you are still earning a paycheck. You may be able to work in a part time role around your present job until you are sure about the next move.

By taking the above steps, you will be able to move in the right direction in your career, and get off the road to nowhere.


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How Much Does Turnover Cost in the Finance Industry?

June 19th, 2015

Employee turnover is one of those unfortunate factors that all workplaces face at some time or another. When employees leave jobs during the first few months, it can be a sign that things need to change. This can be either a revised recruitment strategy or improvement of the compensation and work environment.

Why turnover happens in finance

Most employees leave simply because they have grown unsatisfied with the work they do, or the company has not met up to their career expectations. In the finance world, this happens often as employees get burnt out or feel like they are in dead-end jobs. The US Department of Labor statistics for the second quarter of 2015 indicates that as many as 2.7 million workers quit jobs in April, and that, “quits increased in several industries, with the largest rises occurring in durable goods manufacturing; finance and insurance; and health care and social assistance.”

It has been estimated that as many as 70 percent of employees are unhappy at some point in their careers. A recent Gallup poll found that, “actively disengaged employees cost the US $450 to $550 billion per year.” Finance and accounting professionals may be more susceptible to this because they work long hours, often on tedious projects, and they have seasonal ups and downs that can interfere with other aspects of their lives. Just ask any CPA what the tax season is like for them, and you get the idea.

What does it cost a company when a finance employee leaves or when there is frequent turnover in these roles?

To answer this question, one must first understand turnover costs for all types of employees. Most experts believe that a single employee turnover costs a company between 50-to-200 percent of that employee’s annual compensation. This includes the costs to recover lost productivity, source and select a replacement hire, and the potential lost revenues from losing an employee. When most finance employees are earning from between $40-120K per year just in salaries, and managing large financial accounts- the costs can range from $20-240K per lost finance employee.

To gain a better understanding of what it may cost you to lose finance employees to turnover, here is a free calculator offered by the Center for Economic and Policy Research.

To reduce the costs of turnover, look to the support of a financial recruitment firm like Venteon technical staffing. We have many quality accounting and financial candidates who are pre-screened, trained, and ready to go to work for you now.


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How to Sell a Position in a Job Interview

June 12th, 2015

Interviewing a candidate and having them get excited about a potential job should be relatively simple, right? Not so much. The job market is candidate-driven right now, and this means sometimes you have to go out of your way as a recruiter to “sell” a position to a potential candidate during interviews. This means communicating a strong sales pitch to the candidate without sounding too desperate in the process. If you want a great candidate for your company (or the client you are working with) then you need to be able to do this well. It takes a little practice, but the results are worth the effort.

Here are steps on selling a job to a candidate of your choice, without appearing to be too eager.

Step 1. Make the candidate feel special

It’s been said that, “flattery will get you everything” and this may be true to some extent. Your job as a recruiter is to impress the candidate enough that they want to learn more about the position and the company. Do this by complimenting the candidate on their skills, experiences, and accomplishments as they present on a resume. Then let the candidate know you think they have that “special spark” that you don’t see very often in the candidates you meet. Probe a little, and find out what the candidate is really looking for in terms of compensation, career growth, and a company. (Hint: You will return to this later in the conversation!)

Step 2. Connect the candidate’s goals with the company’s

Once you have the candidate’s attention in a positive way, it’s time to connect the dots between what the candidate is trying to achieve in a career and what the company is about. Share the company’s vision and mission statement with the candidate, in a brief way. Talk about some of the great things that the company has achieved in a short period of time. Talk about the ways in which the candidate’s background is perfect for the position being offered.

Step 3. Sell the big package to the candidate

Now comes the time to seal the deal with the candidate. You have a pretty good idea what the candidate is looking for. You know the general compensation range, the career goals, the ideal type of company that the candidate is looking for, and the direction that the candidate wants to go. Now it’s time to sell the big package to the candidate. Let the candidate know that you are creating something specifically for them, based on the unique skills and career background there. Go over and beyond what you think the candidate wants.

By following the above tips, there’s a good chance that the candidate will say “Yes!” to your job offer. If not, go back to step 1 and get more information from the candidate on what it will take to get them on board.


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Launch Engineer – Application Engineer – Design Engineer – Contract & Direct Hire Openings, Troy, MI

June 10th, 2015

Our Engineering Practice is looking for the below Engineers for our Clients, excellent opportunities, immediate needs.  Send resumes to resumes@venteon.us.com and check ALL our openings at www.venteon.us.com

Launch Engineer

  • A Tier 1 Stamping Company in the greater Detroit area is searching for a Roll Forming Launch Engineer.
  • We are looking for a Processing person that has considerable Roll Forming experience and knows Launching Equipment.
  • Need someone who can look at a Roll Mill when a set of Rolls is making a bad part and knows how to fix it.
  • This Permanent / Direct Hire Positon offers Competitive Compensation and Great Benefits!


Design Engineer

  • Entry Level Solidworks Design Engineer
  • 1-2 years of experience working in a machine design environment.
  • Pay rate-$17-$25/hour.


Application Engineer

  • Our client in Plymouth, MI is looking for an Application Engineer to join their growing team!
  • Responsible for the concept, design, development and production support of Powertrain System Components.
  • Works day to day with a variety of internal and customer teams.

How to Successfully Onboard Finance Employees

June 5th, 2015

Onboarding new finance employees is a process that should be taken seriously and done as in-depth as possible, so the new employees do not have too many questions. The stronger your onboarding process is, the easier it will be for the new finance employees to adjust to their new jobs. You can never make the assumption that what you told the employee during the job interview is all they wanted to know. Follow the tips outlined here to successfully onboard finance employees.

Publicize New Hires to Entire Company

Your company needs to make a good first impression on the finance employee’s first day on the job. This begins with publicizing the hire of the new employee to the entire company using an email blast. This helps all in the company know to look for a new employee on the designated start date. All employees and management know that someone new will be in the office, and they should welcome them with a smile and a handshake. This makes it easier for the new employee to meet their co-workers.

Schedule Training Sessions

Another tip for onboarding finance employees is to schedule training sessions for their first week on the job. These training sessions are important, so the employee can learn the software used by the company, the policies in place and much more about the company. Training sessions will also be used to have the employee ask questions, sign documents and voice any concerns about their office.

Check-In Often

As an HR manager, make sure you check-in with the new finance employee as often as possible to ensure that they are doing well. You can check-in by calling their office phone, sending an email or popping by their office. Simply ask them if they need help with anything, if they are adjusting well and if they would like clarification on anything. These three questions will help you make life easier on the new hire.

Have a Meeting First Thing in the Morning

On the finance employee’s first day, schedule a meeting with them for first thing in the morning. This should happen prior to the employee being taken to their office. Have them sign all their HR paperwork at the meeting, and explain company policies and more. Make sure their office is set up, including all of their technology, so they can test it out with you present on their first day.

Onboarding new finance employees is very important to the company and the employees. If you provide them with plenty of information, answer their questions, and make them feel welcome, then they should have no trouble assimilating to your culture.

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