4 Tips to Help You Land a Better Financial Career

April 29th, 2016

Are you ready to take your financial career to the next level of greatness? Maybe you have been in the finance world for a few years and you have the confidence to go after your dream job. Use these 4 tips to help you land a better financial career.

Leverage your social networks.

Studies have shown that 75 percent of recruiters check out the social media profiles of candidates before they make hiring decisions. Add to that the 94 percent of recruiters who turn to social media to look for talent. As financial candidate, you can leverage your social networks to build an impressive presence for yourself. Use LinkedIn and financial friendly social networks like Tip’d Finance News and Twinancial to stay on top of finance news, then build a solid library of knowledge and content in your area of expertise. Create branded profiles and participate in the discussion with other finance pros, as often this is the way to find out about unadvertised jobs in the financial world.

Register with a finance staffing agency.

Leading companies turn to respected finance staffing agencies like Venteon when they want to find good people to bring on board. Make sure you are registered for work and ready to take on a new assignment when a good one comes along. Update your profile and connect with the recruitment team on a regular basis for your best chance to getting offered a temp to perm finance job in the area.

Get involved with financial associations.

Extend your circle of influence by becoming a member of a national financial association, such as the Association for Financial Professionals and the National Association of Insurance and Financial Advisors. Registration often comes with direct access to finance jobs with the leading companies around the nation, a chance to interact with peers, and a place to share your social profiles.

Get published in financial magazines and blogs.

Make a name for yourself as a published author on financial subjects you are an expert in. The easiest way is to create your own blog, but you can also find other financial websites and blogs where content is accepted for free. This can help you to stand out from other candidates who are not as active in finance, plus it can be highly rewarding to see your name in print. At the very least you will attract a high level finance company and a job offer this way.

Are Your Financial Candidates Disengaged? Get Them Back on Track!

April 22nd, 2016

With the busy tax season in full swing, it’s easy for financial candidates to get overwhelmed, burnt out, and just plain disengaged. We know from workplace studies that across all industries, workers are actively disengaged on a regular basis – around two-thirds of the workforce to be exact. But your company doesn’t have to let this happen!

Here are some ways to get your financial candidates back on track.

Focus on intrinsic rewards vs. extrinsic.

A very basic psychological principle dictates that when people are having their internal needs met, rather than just external factors, they are more apt to be engaged in their careers. Intrinsic needs include desires, recognition, satisfaction, and other emotional requirements that people look for to be happy. A job cannot provide all of these things, but when managers recognize that externals like bonuses and incentives aren’t effective all the time, they can begin to address the internal needs that employees have.

Give employees the knowledge to face industry changes.

The financial industry as a whole has gone through massive changes over the last few years, particularly in areas such as payroll and taxation. When financial candidates are armed with up-to-date knowledge and resources to do their jobs, this increases their engagement levels. Make your workplace a learning environment where financial employees can get training on the topics and products they need to do a good job.

Stay connected to what’s happening in financial candidates’ lives.

Finance and accounting professionals work tirelessly throughout the year to make sure that their companies function like the well-oiled machines they are. But these same folks often do so at their own peril, sacrificing time with their families, working long hours, and not leading the healthiest of lifestyles. Give your financial employees the support they need to have work-life balance. Hire temporary financial candidates to cover especially busy periods and give regular employees a chance to take some much-needed time off.

Provide a strong compensation package.

While this is not the only thing that drives performance, financial candidates uniquely understand the value of a generous compensation and benefits package. Employers can do a lot to boost morale by improving this every year, so as to offer more than the competition can dream of. Maintaining engagement and keeping good people on board requires other perks too, such as a nice office to work in, the latest financial technology, and favorable co-workers.

If your financial candidates need a boost, or you need help find top-quality finance workers, contact Venteon today!

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April 21st, 2016

Audit Associate

  • High potential Audit Associate whose completed 2 busy seasons working with one of the Detroit area’s Big 4 public accounting firms.
  • Assigned to large SEC and privately owned clients covering a manufacturing and insurance industry
  • Completing CPA by end of the year


Assurance In-Charge

  • High potential Audit Associate whose completed 3 busy seasons working with one of the Midwest’s largest firms
  • CPA whose client base privately owned clients covering a manufacturing and other industries
  • Well versed in financial statement audits, employee benefit plan audits, and tax work
  • Supervises group of 2-4 on client engagements


Tax Senior Associate

  • CPA with one of Detroit’s Big 4 public accounting firms
  • Client base includes publicly traded automotive OEM’s and large Tier 1 auto suppliers
  • Tax specialties include both SALT as International
  • Has 1 year industry experience in addition to 6 years’ public accounting experience


Tax Accountant

  • High potential Tax Accountant whose completed 6 busy seasons working with one of the Midwest’s largest firms
  • CPA whose client base privately owned clients covering a manufacturing and other industries
  • Well versed in returns for C-Corporations and S-Corporations, plus International Tax compliance and ASC 740


International Tax Senior

  • JD with one of Detroit’s Big 4 public accounting firms with 4 years’ experience
  • Client base includes publicly traded automotive OEM’s and large Tier 1 auto suppliers
  • Tax specialty is in International tax restructuring, provision and planning


Senior SEC Analyst

  • CPA with previous Big 4 public accounting experience and industry experience at Big 3
  • Familiar with major ERP systems including SAP and Hyperion
  • Expert in SEC filings, related footnotes and SOX compliance/testing
  • Main role in project to convert 2 different large entities within company to one common Chart of Accounts


Financial Analyst

  • Certified Public Accountant
  • Masters in Accounting from Oakland University
  • BS Accounting, Minor Economics from George Mason University
  • 5 Years Manufacturing/Automotive Experience
  • Advanced skills in Excel
  • Immediately Available


Senior Associate – International Tax

  • 2 years of experience in Big 4 firm
  • Master of Laws (LL.M.), Taxation – Boston University School of Law
  • D., Tax Law/Taxation – University of Detroit Mercy School of Law
  • Experience with treaty analysis, international tax reporting, global capital structure planning


Senior Accountant

  • B.A. Accounting – University of Michigan, Dearborn
  • CPA Candidate, passed all 4 sections of exam
  • 3 plus years of progressive experience with a global tier-1 automotive supplier
  • Experience with journal entries, forecasting, general ledger, month-end reporting
  • Advanced Excel Skills
  • Immediately Available


Advisory Associate

  • Very driven 2+ year Advisory Associate who is currently working with a large regional public accounting firm and who has Audit experience with one of the Detroit area’s Big 4 public accounting firm.
  • CPA with extensive Audit & Advisory experience with large multi-nationals Automotive, Healthcare & Financial Services clients
  • Experience with SEC Reporting, Financial Modeling, value analysis & industry research for both private and public companies

Tax Senior Associate- Mergers & Acquisitions/International Tax

  • Result oriented Senior Tax Associate who has worked for a Big 4 public accounting firm for the last 4.5 years
  • D. from Wayne State with a concentration in Tax
  • Extensive Domestic and International ASC 740 & UTP reserve (formerly FIN48) experience (including a Fortune 10 company) in the manufacturing, financial Services & energy industries
  • Advised multinational corporations, privately held companies, private equity firms & partnerships on the tax aspects of efficient planning, structuring & executing transactions.

Audit Associate

  • 2+ year Big 4 Auditor with experience with large Tier-1 automotive suppliers
  • CPA who graduated with a 3.95 GPA from U of M Ann Arbor with a double major in Accounting and Finance
  • Extensive SEC reporting experience with large multinational companies

5 Traits That Set Top Financial Candidates Apart — And How to Spot Them

April 15th, 2016

Back in 2014, a PWC survey of 150 worldwide organizations revealed some interesting truths about what sets top candidates apart from others. It seems that the more confident candidates are about the quality and maturity of the organizations they work for, the better they perform. For example, half of the respondents believed that customer engagement systems were an indicator of success. Others thought that having access to highly accurate data, being encouraged to use innovation and technology at work, and those who worked more efficiently were operating at a higher level than their counterparts.

When selecting financial candidates, one can see why the above factors can be crucial to hiring the top people for your company. Not only must your recruitment efforts be spent on hiring quality candidates who have positive backgrounds in the industry, but they must also hold themselves to high standards.

They are high achievers.

As you start reviewing the resumes of potential financial candidates, pay attention to their career achievements. Look for indicators that they are driven by success and metrics. Percentages of collections, percentages of error-free work, awards and recognition are all positive factors that indicate a candidate is above board.

They have the right attitude.

It can be easy to focus just on the skills and education of a candidate, but it is also critical to take a look at their personality and the attitude that they bring to the job. Hiring a financial candidate with a great attitude can make a big difference on your team. You’ll want to evaluate their personality and attitude during the interview process. Do they smile? Are they engaging in the conversation? These can be clues to a candidate’s attitude.

They care about their work.

When you are evaluating a candidate, also pay close attention to how much they care about the work that they do. There are some financial candidates who just do the bare minimum but then there are others who truly put their heart into the work that they perform. This is the type of candidate that you want to hire.

They are continual learners.

Financial candidates need to be ahead of industry trends and updates in laws. Therefore, when hiring them look for those who are lifelong learners. These are candidates who have advanced certifications in financial applications and methods. They are active on temporary assignments where they can continue learning.

They are team players.

Last, but certainly not least, a strong financial candidate demonstrates the ability to get along well with others and work on projects as a team player. It can be difficult to be a team player in financials because so much of the work performed is autonomous. However, seek out candidates who have shown that they enjoy working as part of a team, towards the common good.

If you’re looking to hire top financial candidates, partner with Venteon today! We have a pool of talented, vetted and ready to work candidates who can fill any open position.


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Financial Employees Heading For the Door? How to Find Out

April 8th, 2016

Lately, it appears that the finance department has been missing a few people. Maybe they’ve left the office for the day or they are taking some time off. Or maybe worse – they are not coming back and they have started working for a competing firm. What’s happening here?

Has your finance and accounting department begun to circulate rumors of an all-out mutiny? There’s still hope to retain your best financial candidates, but you must take swift action to find out what’s going on.

The accounting and finance employees are getting restless.

There are generally some internal issues that can mess with even the best accounting teams. Things like audits, end of the month and quarterly reporting cycles, changes in leadership, and even performance review times can all shake up the department. During these times, make note of any employees who are acting differently or grumbling more. Take the time to open the doors of communication and get a measure of where people stand and how your management team can help them.

There is far too much work and not enough bodies to go around.

When employees become overwhelmed by projects, deadlines, and picking up the slack from other departing employees, they tend to become less productive. They may seek another job just for sheer survival. During the busiest time of the year, it’s a good idea to bring in accounting and finance temps to augment your current team. This can increase retention and productivity levels for your department.

Too many distractions in the office.

We live in a world where there is constant information streaming into our brains through mobile devices, social networks, and online buzz. This can become a real problem for accounting employees who must stay focused on highly detailed tasks and reports. If you note employees who are continually posting on their social networks, not at their desks engaged in meaningful work, and not able to meet their deadlines, it can be a good time to set some performance goals for them or find replacements.

Watch for other signs of employee discord too, such as:

• excessive tardiness or people calling out sick too often;
• interpersonal conflicts between accounting employees and other departments;
• poor and negative attitudes expressed on a regular basis;
• reports from customers on negative customer service from employees; and
• loss of your seasoned employees and team leads.

By keeping a close eye on the above factors, you can help to reduce the chance of losing any more good employees from your accounting department. If you need more help retaining or finding top financial employees, partner with the staffing experts at Venteon today!


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IT Certifications You Need to Get Hired in 2016

March 25th, 2016

The world of information technology is continually changing and it’s hard to tell from one day to the next what’s emerging as the “hot new” product or development. But there’s one thing for certain: If you want to stay employed for any length of time in IT, you must also be continually learning all you can. Part of this learning is going after industry certifications that prove you have the knowledge and skills to get the job done.

What are some of the best IT certifications to invest in your career in 2016 and beyond?
Here’s a rundown, based on most recent workforce data.

Project Management Professional (PMP)
Being a well-trained project manager is at the helm of IT work, and so earning the PMP should be your first step in gaining respect and a better career. The PMP involves taking a number of courses (online and print available) then passing a rigorous PMP exam. The certification is worth the investment, with earnings being reported averaging $116k or more for skilled project managers in the IT field.

VMware Certified Professional 5 – Data Center Virtualization (VCP5-DCV)
For over 15 years, the VMware Certified Associate (VCA) has been the top entry-level certification for It pros to earn. This year, the certification has been modified to include the data center virtualization specialization, as well as other areas of focus like security and risk management. Classes are available online and a test ensures certification is simple to achieve. Reported earnings with the VMware certifications are in the upper 90s.

Six Sigma Green Belt
The Six Sigma Green Belt certification is not IT specific, but it is highly valued in the industry for its ability to produce high-quality and detail-oriented work. Classes are available online, some with assessments, and some students earn this through college level classes or job projects. Many employers offer this certification as part of a management training program. Earning a Six Sigma Green Belt certification can elevate earnings by as much as 25 percent, according to some estimations.

Certified Information Security Manager (CISM)
Data theft is on the rise around the world, therefore, companies are seeking IT pros who are well-equipped to handle corporate information securely. The CISM, a CISCO certification, is designed to teach the foundation of data security at all levels. IT pros must meet strict guidelines to earn this certification, including at least 10 years of work experience. There are currently around 25,000 people CISM certified, so there are plenty of opportunities to earn a lot given the limited supply in the workforce.

Looking for an IT certification, or a new IT career altogether? Click here to contact the IT staffing experts at Venteon today!


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March 24th, 2016

Find a list of IT candidates available for work immediately in Troy, MI.

.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

Need Help Hiring? Try This App!

March 18th, 2016

Once candidates have been selected to fill job roles, the onboarding process begins. This can be the most time-consuming and costly factor in bringing people into the company and hopefully getting them up-to-speed fast.

According to a report from Undercover Recruiter, employees will train for 32 hours each year, which costs employers an estimated $1,200 per year for each employee, however, some experts believe that it can cost much more than this. Onboarding can take anywhere from a few weeks to several months, depending on how complex the job and company policies are. During this time, orientation and training processes take place, and human resources paperwork is filed. But, the most critical element is for employees to become assimilated with the company, their new team, and the new ways that business gets done.

What if a hiring and onboarding app could streamline all of this?

Fortunately, there’s an app available just for these purposes! Tasytt is the latest in recruitment and onboarding tools that any hiring team can use to make this entire process smooth and simple. The cloud-based app, available for Android on Google Play at the present time (soon to be available for Apple devices too), is already supporting the hiring goals of hundreds of companies.

Click here to learn more about the features of this app.

The app includes the following benefits and features:
• An interactive training platform for introducing employees to their role and company processes
• A centralized location for all new-hire paperwork, including the ability to upload new documents
• Hundreds of company profiles to enable employees to familiarize themselves with peers
• Calendars, schedules, and meeting information all in one place for new hires to succeed

Based on workforce research, when employees have a positive impression in the first few days and weeks on a new job, they are much more likely to stick around for the long haul. Getting the most from Tasytt takes practice, but with the support of a recruitment firm like Venteon, all of the hiring, onboarding, and training processes can be blended into a positive experience for new hires.


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Are Millennials the Best Technical Job Candidates?

March 11th, 2016

Every year, thousands of millennials and Generation Z candidates flood the job market. They are looking for great opportunities, and employers are willing to give them these opportunities because these demographics are regarded as being highly talented and hardworking. This is particularly true for technical careers because millennials have been raised around technology, and they excel at using all forms of tech, social media, and stay up-to-date on the latest trends.

But, are millennials the best technical job candidates, or are there some pros and cons to hiring them? What about candidates from other generations – can they be just as valuable if not more so?

Pros of Hiring Millennials for Technical Work

As stated earlier, millennials bring a wealth of technical knowledge and use to the workplace. They’ve grown up with all types of technology and are comfortable integrating it into every facet of their personal and professional lives. Millennials are also known for:
• being strongly driven by peer recognition and career achievements;
• having above-average research skills and a desire for accuracy and fairness;
• enjoying working with other people who value their contributions;
• being eager to take on new projects and challenges at work with support; and
• learning most processes and procedures at above-average rates.

Cons of Hiring Millennials for Technical Work

Hiring millennials for technical work is not without its shortcomings at times, too. This group of employees tends to take on a variety of projects, but may not indicate that they are overwhelmed until they are knee deep in the middle of things. Millennials want to be recognized for their contribution, and while some may be ready for leadership roles, many are not.
Millennials may be:
• impatient about projects taking too long or waiting on other team members;
• unwilling to start in entry-level jobs or want to be promoted ahead of peers; or
• incapable of managing time well because they take on too much at once.

Other Considerations and Options

Hiring the right people for your team comes down to two things: skills and personality. Without these two elements, it won’t matter what generation you hire from. There are many capable technical candidates across all generations in the workforce to choose from. Go with a temp-to-perm placement model to obtain the best technical employees, so you can evaluate the suitability of employees before offering them a permanent spot on your team.

Looking for top technical candidates in Michigan? Click here to contact Venteon today!


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What Will 2016 Hold for the IT Industry?

March 4th, 2016

Experts believe that we are at the beginning stages of an IT landscape transformation. The predictions are being made that legacy solutions will be replaced by larger, more dominant vendors of SaaS and consumer-driven apps. According to the IDC FutureScape 2016 report, “By 2020, more than 30 percent of the IT vendors will not exist as we know them today.” This stems from a greater demand for cheaper software and applications that meet the needs of a growing mobile user market. This shift in the IT landscape also includes an even bigger demand for specialized IT skills – a factor which could put more strain on IT recruitment.

More Need for In-House IT Staff

As a whole, the IT industry has traditionally managed staffing shortages by outsourcing certain skills to other nations where trained workers are more readily available. However, the focus is moving to a more globally blended group of IT professionals who are cross-trained to handle multiple projects and tasks. In just the last few years, as online education has emerged, there has been an explosion in boot camps and other training initiatives to prepare workers to enter IT positions in the market. This trend is expected to continue to drive the job market in the coming year.

Big Data is Leading the Shift

The IT industry is also facing a demand for big data like never before, both from large enterprises and smaller companies. This is a roll-down from cloud computing and the ability to share and aggregate data from multiple sources at reduced costs. Third-party data warehouses are giving way to companies preparing and releasing their own data sets. Data is becoming the go-to source for making operational decisions that filter down to all areas of the business, from HR to marketing. This will increase the demand for data scientists, business analysts, and those who can translate data into meaningful formats.

Internet and data security are also transforming the face of IT, and the need for skilled knowledge workers. The IDC report above revealed that, “By 2017, over 50 percent of organizations’ IT spending will be for 3rd platform technologies, solutions, and services, rising to over 60 percent by 2020.” As companies spend more money on IT solutions, they will require capable IT personnel to manage things. Software developers and database managers are among the top in-demand jobs across all industries.


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