Believe it or not, the right software package can do a lot to increase productivity in your accounting department. In fact, the one-two combination of a time clock coupled with time attendance software can get your staff motivated in more ways than you’ve probably ever thought possible. There are a lot of reasons this is true. Here are a few you might want to keep in mind as you brainstorm new ways to motivate your staff. Just remember that this software might feel like a stick and it only works if you dangle a few carrots (rewards, bonuses, etc.) in front of your workers to really get the most from the software solution.

1)   Tracking. Many companies have very relaxed policies about starting the time and staying in an “on the clock” mentality. It’s part of the problem that many companies that hire salaried rather than hourly employees face. A lot of time is wasted around the water cooler or simply getting set up for the day. If you had your employees punch a time card or “clock in” immediately before going to work for the day and held them accountable for their time on the clock you’d be surprised how much more productive they would be. Not just because they’re being monitored, but because they are more aware of where their time is being spent (and wasted) throughout the day.

2)   Productivity. There are actually two reasons employees are more productive in this situation. First, as mentioned above, they are more aware of their time. Second, they are aware that their time and accomplishments are being monitored. It’s a powerful combination. Employees, in general, want to be viewed as assets to the business. They want to seem indispensible. They are going to do their best to impress by providing top-notch results day in and day out.

3)   Focus. The bottom line is that this software combination will have employees putting in a more determined and focused effort for a longer, sustained period of time in each and every work day. It will make a massive difference in the overall productivity of each and every employee in the company—especially in combination with the tracking software and reports that will be used to help evaluate employees.

4)   Morale. While this might not be the first improvement that comes to mind, it’s usually a significant one that’s definitely worth mentioning. Employee morale gets a huge boost when those who are working hard are finally recognized for their contributions and those who are milking the system or treading water are also revealed by the tracking software.

If the time has come to make changes in the way your business runs—for the sake of improved productivity and/or morale—this is one method you might want to take a nice long look into.

FARGO, N.D., July 17, 2012 — /PRNewswire-iReach/ — Professional Advantage, a staffing software solution provider, announced today that Venteon Holdings, LLC has selected 1Staff Back Office (PAM) by Professional Advantage as their back office staffing software.

Venteon first became interested in 1Staff Back Office (PAM) when they attended the annual Staffing Industry Analysts Executive Forum in March 2008. They witnessed the software in action with a live 1Staff demonstration by a Professional Advantage staffing software specialist. During the demonstration, they learned 1Staff Back Office (PAM) could integrate with their current software applications, specifically their front office solution from Sendouts.

“After speaking with professionals in the staffing industry, we were comfortable going with a software solution designed specifically for the staffing industry and is supported by an industry leader, Microsoft. 1Staff Back Office is the best of both worlds,” President and CEO of Venteon, Cedric Corera, said.

Data entry will no longer be inputted 3 separate times into the current software after 1Staff Back Office (PAM) is implemented, saving Venteon valuable time and money. For example, they currently have commission reports, weekly gross margin reports, forecasting, and financial information being created in separate applications. With 1Staff Back Office (PAM), they will have the ability to clearly and concisely report information in one software solution. “Our ultimate goal with 1Staff Back Office is to input data into one system; the data will then move from one input to another report. This process will be much more efficient than our current process and will eliminate duplicate data entry,” Corera said.

With 1Staff Back Office (PAM), Venteon will have the ability to consolidate rollups that are much simpler than they are currently using. “I’m confident we’re going to be able to streamline rollups with 1Staff Back Office (PAM),” Corera said.

Venteon is looking forward to starting the implementation process with Professional Advantage. Corera stated, “The staffing software specialist at Professional Advantage was very helpful throughout the entire sales process. We are very comfortable with the next steps and are confident Professional Advantage will provide us with high levels of satisfaction as we implement 1Staff Back Office (PAM).”

About Venteon Holdings, LLC Venteon Holdings is an expert in providing executive search, staffing and consulting services in Accounting & Finance, Engineering & Manufacturing, Information Technology, Workforce, Mobile Technology and Operations professionals with Executive Search, Contract Staffing, and Contract-to-Direct options. Venteon employees make the right placement the first time by spending a great deal of time matching the right candidate with the right opportunity. Venteon strives to nurture long-term, trust-based relationships with both clients and candidates in order to provide a high level of success in the placement processes.

About Professional Advantage Professional Advantage provides staffing software solutions built in Microsoft Dynamics that leverage Microsoft SharePoint® and Microsoft Office® to meet the unique needs of the staffing industry. 1Staff Back Office (PAM) staffing software, built in Microsoft Dynamics® GP, provides a powerful pay/bill and financial system compatible with all leading front office solutions including 1Staff Front Office. 1Staff Front Office is built in Microsoft Dynamics® CRM, allowing customers to take full advantage of Microsoft’s technology investments, including relationship tracking and lead nurturing. Professional Advantage has offices in North America, Australia, and the U.K. and partners with staffing organizations worldwide.

Press Contact: Info@profad.com or 701-235-2363

Media Contact: Matt Green Professional Advantage, 701-235-2363, mattg@profad.com

News distributed by PR Newswire iReach: https://ireach.prnewswire.com

SOURCE Professional Advantage

Published Tuesday, Jul. 17, 2012

Job interviews are wonderful and terrible at the same time. They can do a real number on your confidence level as well as your equilibrium. Even worse—they can totally wreck the normal “brain to mouth” filter you have in order to avoid saying the worst possible thing at the exact wrong moment.

You’ve been there haven’t you? You know what I’m talking about. It’s those V-8 moments where you do your own mental head slap and ask “Why on earth would I say that in an interview?” Here are a few things you can do to avoid making major mistakes in the interview process.

1)   Remember that it’s all part of the interview—even the small talk. Don’t make the mistake of revealing potential character flaws on the way to the water cooler or even over coffee while waiting for other interviewers to arrive. You don’t have to avoid small talk. It’s part of the process. But you should really work hard to avoid saying anything that may be viewed in a negative light by the person conducting the interview.

2)   Avoid over-sharing. Everyone, at some point in your life, has encountered someone who gives too much information. Unfortunately, even the most disciplined people out there are subject to this affliction whenever nerves are high. Interviews are nerve wracking for even the most confident of people. Acknowledge the tendency to over-share at times like this and be hyper-vigilant to guard against it in your interview.

3)   Don’t bring drama to the table. The bottom line is that people who love their jobs and feel well-compensated and appreciated for the jobs they do, are not generally looking for a new job. There’s conflict with your current job (or former job as the case may be). You need to find a way to explain your search for a new job without adding unnecessary dramatizations. Remember, the way you discuss your former employers in the interview is an indication to them of how you’ll discuss them when interviewing for the next job in the future.

4)   Don’t reveal major character flaws coming out of the gate. This is a time when you’re supposed to put your best foot forward. While honesty is important, there’s no reason to volunteer that information unless it’s highly relevant to the job in question. Things like anger management problems, chronic lateness, and constant distractions outside of the office can be serious detrimental to your attempts to get the job in question.

The best rule of thumb you can follow during the interview process is a simple one: less is more. Give them enough details about yourself to reveal that you’re an excellent candidate for the job but try to avoid saying things that might give the interviewer cause for concern.

Learn how Venteon can help you find a new assignment and brush up on your interviewing skills.

Senior Electrical/ Plant Engineer and Maintenance Program Supervisor

• Bachelors of Science in Electrical Engineering.
• Experience encompasses serving as Plant/Manufacturing Engineer & Maintenance Supervisor for Visteon Corporation in Milan, Michigan, charged with managing 35 full time employees in a 1 million square foot automotive manufacturing facility with a facilities upgrade/plant engineering project budget of $10 million annually.
• Led all aspects of plant engineering writing facilities and tooling projects presented to controller’s office for funding approval. Consequently, created and delivered benefit cost analysis presentations to Visteon senior management and corporate staffing resulting in $40 million over 5 years for future tooling programs.
• Recognized as a convincing and credible communicator with a unique ability to lead a wide-array of process engineering conversions, which proved instrumental in realizing a 12% air savings and 19% electricity savings for Visteon Corporation 1 million square foot manufacturing facility in Milan, Michigan.
• Demonstrated 18+ year track record of accomplishments in multiple program management, Lean Manufacturing techniques, quality system development, and implementing electrical, maintenance and plant engineering process tools that consistently reduced operational cost while increasing bottom line profitability.

Entry level B.S.M.E

• Graduated from Lawrence Technological University May, 2012
• Internship at Eaton as a Test Engineer
• Strong mechanical aptitude
• Experience in AutoCAD, Solidworks, Solidedge
• Educated in Thermodynamics
• Eager to get into a position with opportunity to learn and grow

Global Engineering Management

• Direct global engineering and program management Divisional lead for global technical centers, including capital management and resource utilization.
• Responsible for divisional engineering standard development and working with global engineering organization to ensure consistent execution.
• Responsible for developing standardized Technology and Product Roadmaps.
• Value Proposition tool developed to provide a systematic approach to understand competitiveness of our products and processes and identify gaps that necessitate closure plan.
• Extensive powertrain experience
• M.S. Manufacturing Management
• B.S. Mechanical Engineering

Supplier Quality Development Manager – North America

• 17 years of experience at the plant and corporate level dealing directly with customers, suppliers and plant operations. 
• Extensive experience with plastic automotive components.
• Quality Certification Program (QCP)
• Internal Auditor QS900, TS16949, ISO14000
• DFSS – Design for Six Sigma
• Conversational Spanish and German

The job search today is unlike any other throughout history. The technology job seekers, particularly engineers, have many apps at their disposal. When you think about it, the average mobile phone has more processing power than the first rocket we launched into space. One thing is certain. If you, as an employer, want to attract top engineering applicants for your open positions, you need to make sure the word about your job openings is getting out to where the applicants are. These mobile apps are a great start.

Mobile Engineer Job Boards

It’s great if you have one for your company or business. However, those are largely for the applicants who are already coming to you. If you really want to cast a larger net so you can reel in top talent from the engineering pool then you need to make sure your positions are listed on mobile apps for the most popular Internet job search boards and with your engineering staffing agency.

The broader your exposure on these job boards the wider range of potential engineers you’ll bring into your pool. Just remember that they are checking you out just as thoroughly as you plan to check out the people you bring into the fold and create your job listings with that thought in mind.

Social Networking Apps

Twitter, LinkedIn, and Facebook are the main online sites for social networking. They also all happen to have apps for mobile devices geared toward professionals like engineers. Of the “big three,” LinkedIn is often the most professional and effective for the job search process. It’s also the most heavily relied upon by many engineers hoping to learn more about potential employers.

If you’re not putting the word out about vacancies and openings in your company on these networks and through these apps then you’re missing out on a few potentially extraordinary applicants. Word of mouth has traditionally been the best way to find exceptional talent when positions are available. The World Wide Web makes the old “word of mouth” method seem pale and lifeless by comparison.

Virtual Business Card Apps

There are quite a few options for engineers, and others, when it comes to virtual business cards. The more you have available to you the better if you want to reach out to the widest range of potential applicants.

Some of the most popular choices are: beamMe, SnapDat, Handshake, MyCardFree, and Fliq. The basics of all of them include sharing information with other mobile device users quickly and easily. It works much like the old exchanging of business cards without the pocket clutter and waste of trees.

Technology has brought about a world of change in the job search process for employers and employees alike. Make sure you’re business is in a position to take advantage of these changes as they apply to you and the people you want to bring into the fold.

Did you know that Venteon now offers mobile application support? Be sure to check out our resources online today!

We are living in the heart of the Information Age. This means different things to different people. One unfortunate side effect, in the eyes and minds of many, is the end of privacy as it’s been known before. One way that privacy is becoming more and more obscure is in the employment screening or background check process. Potential employers are checking credit reports, running criminal background checks, and even digging through social media posts.

A 2010 survey conducted by the SHRM (Society for Human Resources Management) discovered that 47 percent of businesses order credit reports as a normal part of the employee pre-screening process. This is a practice that the Equal Opportunity Commission (EEOC) is beginning to take note of. The state of Oregon has already banned this practice and more states are sure to follow.

Some companies have even taken to asking for Facebook passwords as part of the pre-screening process. Have we gone too far? Is there a line in the sand between relevant intelligence gathering and pre-employment screening and gathering too much information? Some politicians believe there needs to be a line in the sand. Many states are proposing legislation at this precise moment that will curtail any intrusive screening processes that may include asking for social media passwords, conducting credit checks or criminal background checks, and using information obtained through forceful “friending” in social media circles in the hiring process. (See SNOPA)

Does it seem like a little bit too much to keep up with? For the average business owner, that’s exactly what it is. Even larger businesses that have HR staff members available to handle the hiring process have more important things to worry with than simply keeping up with swiftly changing laws and employment screening or background checking processes.

The problem is that laws are changing at the speed of technology. It’s almost impossible to keep up with how quickly laws are adapting to catch up with the latest trends in employment screening practice. As a business, it should be your job to focus on the business you do while leaving things like the employment screening process and the conducting of background checks to people who are qualified to perform them quickly and accurately.

Don’t get caught up on the wrong side of changing policies. It can cost your business a lot more than you bargained for. Instead, keep up to date with the latest employment screening tools and technologies in your state. Turn to local professionals to help you find perspective employees that are a good match for the business you run and the corporate image you work hard to project. In the end, you’ll be glad you did.

Need highly skilled, pre-screened candidates? Get in touch with Venteon today!