Candidates In The Spotlight – Accounting & Finance Troy, MI

November 24th, 2014

Big 4 Senior Manager

  • 10 year CPA with Big 4 Public Accounting experience
  • Strong SEC reporting, internal controls and project management background
  • Publicly traded international client base
  • Exceptional GAAP and IFRS technical background


Senior Accountant:

  • CPA with 6 years of public accounting and industry experience.
  • Bachelor’s Degree in Accounting with a good understanding of financial (ERP) systems and has a core understanding of financial accounting fundamentals.
  • Experiences with preparing journal entries, maintenance of the corporate general ledger, supporting monthly close process and assisting with monthly variance analysis to support business improvement initiatives.


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


Financial Resume Red Flags

November 20th, 2014

Building a resume is not always easy, and finding red flags on resumes as a hiring manager can also be difficult to do. The more resumes you get to look at, the easier it will become to find red flags. As you look to hire financial employees for your company, you need to be cognizant of the most common red flags on financial resumes. Here are a few:

  • Too Many Jobs
    It is understandable if a financial employee has worked a handful of jobs over the past couple of years, but too many jobs in a short period of time found on a financial resume can be a red flag. As you look to hire a new financial employee, you will want someone who stays loyal to their employer for at least a couple of years, not someone who has jumped from job to job every two years.
  • Long History
    When a candidate puts all of their history on a resume, it can be a little overwhelming and even annoying, especially when it comes from financial candidates. Even though the candidate is looking for a job in the financial industry, he does not need to include a job worked 10 or more years ago. This will only cause confusion and take up too much valuable space. Too much on the resume is also a sign that the candidate is not proud of their current achievements or organized.
  • Lack of Evidence of Achievements
    Any financial resume that does not include evidence of achievements will give off a major red flag. This can be seen when a resume lists only job duties from each job, not accomplishments from those jobs. This red flag signals that the employee did nothing more than the bare minimum at their previous job stops during their career, or did not take enough pride in their work to make any noteworthy accomplishments.
  • Large Gaps between Employment
    When a financial candidate submits their resume to your company, you need to look for the red flag of large gaps in employment periods. A financial professional who has experienced large gaps between jobs could be hiding something. They might have been fired, laid off, or do not have the skills or knowledge necessary to work within the industry for prolonged periods.
  • Missing Theme for Career
    A financial resume that does not have a career theme to it is a major red flag. Moving from unrelated job to unrelated job is never a good thing, so be sure to look for this on all resumes submitted for open jobs at your company — they should contain some for of financial experience, at minimum.
  • Grammar and Spelling Mistakes
    The biggest red flag for a financial resume is a mistake involving grammar or spelling. Even though the candidate will need to be more concerned with numbers than words, they still need to know how to write and create documents for their profession.

There are plenty of financial resume red flags to look for when candidates submit their qualifications to your company. If a resume has one or more of the red flags in it from this post, make sure you throw it in the trash immediately.

Handling Difficult Employees – When Do You Step In?

November 13th, 2014

Difficult employees are bound to show up at your company, it is just a matter of when it will happen. Difficult employees, when not dealt with, can negatively impact your corporate culture. This means that they will make co-workers feel uncomfortable in the office, will not complete their work on time, and cause plenty of other issues. We will explain when it is best to step in and handle a difficult employee, and when it’s good to let an employee go.

Never Ignore an Issue with an Employee

One of the first things you must avoid when dealing with difficult employees is ignorance. You cannot ignore an issue when it arises. You cannot ignore a problematic employee at work, especially if you are a manager, because it will be too late when you finally decide to intervene. The longer you let the problem fester, the more difficult it will be to fix it.

Get Involved as Quickly as Possible

As soon as you notice a negative pattern of behavior from an employee, you need to take action immediately. The quicker you take action, the more likely it is that you will be able to solve the issue and turn the employee into a positive force within the organization. There can absolutely be times when an employee does not realize what she is doing is causing negativity in the office. If this is the case, nipping it in the bud early is very important. Even if the employee knows what they are doing is negative, you still need to fix the problem quickly.

Research the Issue Well

You need to perform a ton of research about the employee and the reported issue(s) prior to holding a private meeting. You need to be armed with a lot of evidence against the employee that substantiates your claims of a negative behavior. When you do find it is time to address the problem, you must do so in a private setting. Do not talk with the employee in the break room or at his desk. Take them aside in your office, with the door closed, or in a conference room, with the door closed, and explain the situation to them.

Offer Help to Find Solutions 

Once you have displayed all of the evidence you have to the employee, you need to offer help. Find ways to help the employee fix their behavioral problems at the office so they can be a productive member of the staff without being disruptive. You will need to offer specific feedback for the employee if they are going to improve their behavior. You cannot just leave the conversation at, “it is time for you to make a change.” Let them know what they can do to make this happen.

Termination is the Last Straw

When push comes to shove, and the employee continues to be an issue even after multiple meetings, then you might just have to terminate their contract. If the employee continues to exhibit bad behavior due to a lack of effort, then she might need to be removed from the payroll of your company.

Dealing with difficult employees is never a walk in the park. The process needs to be handled with extreme care and plenty of professionalism no matter the issue at hand. Seek counsel from an employment lawyer for serious employee matters.

Should Your Company Hire Temporary Finance Workers in the Busy Season?

November 6th, 2014

Temporary finance workers can help a company navigate the busy season each year. Companies that operate in the finance industry have long had to determine whether or not they should hire temporary finance workers during their busy season. There are some who would say no, this should not happen, but then there are some who say that this is an absolute must-do. We will discuss both sides of the argument below.

When is the Busy Finance Season?

You might be wondering when the busy season is for a financial company. For most, it will be right around tax time each year. Even if the company employs thousands of people, it might still be a good idea to bring in a handful of temporary finance workers to cut down on the workload for your regular, full-time staff members.

Pros for Hiring Temp Finance Workers for Tax Time

Tax time comes the same day each year, but there are always a large portion of people who decide to wait until the last minute to meet with their accountant to file their tax returns. When this is the case, your full-time workers will find themselves overrun with paperwork that needs to be filled out prior to filing with the IRS.

When you bring in temporary finance workers for tax season, you are lightening the load of your full-time staff, which will help to prevent costly mistakes. These mistakes can lead to issues with clients if they are not caught prior to filing with the IRS.

If you are not running an accounting firm, but a financial advising firm, tax season is still a busy season for your company. The reason for this is that all of your clients need to have the reports generated for their financial accounts. These reports then need to be sent to clients prior to tax deadline day so they can hand them over to their accountant.

If this is the case for your company, you will need to hire temporary finance workers to help with the heavy load of preparing year-end reports that can be used for tax purposes.

Disadvantages of Hiring Temporary Finance Workers

There are some disadvantages of hiring temporary finance workers. One of those disadvantages is that the temporary worker will not know your firm like your full-time staff members know it. Despite this, they can still be a major help during your busy season.

Another possible disadvantage is that the finance worker will not provide high-quality work because they are only there for a short period. This is very untrue because the worker knows what is riding on their performance. They might even be able to turn the temporary position into full-time work.

The bottom line here is that it is in your best interest to hire temporary finance workers during your company’s busy season because the pros far outweigh the negatives.

How to Customize Your Resume for Engineering Positions

October 29th, 2014

As you sit down to write an engineering resume, you should make sure that you can customize it for the positions you have held in the past. When you can customize a resume, it provides you with an added benefit when contacting potential employers. If you follow the tips outlined below, you should have no trouble customizing your resume for engineering jobs you have held during your career.

Be Concise

No matter how long you have worked in engineering, your resume needs to be as concise as possible. This means that you should not list every single job you have worked during your career on the resume. In fact, work experience should only date back no further than 10 years. Your resume will either be accepted or rejected in less than 30 seconds. Make sure you are concise in what you write at the top of the resume so an employer reads past the first few words.

Precision is Important

Just like engineering projects on which you have worked, precision is important in writing a resume for your profession. Double and triple check your resume for spelling and grammar mistakes prior to turning it in for a job application. You should even have another person proofread your resume so a second set of eyes can find any issues on it, and not just skim through sections you may have memorized by now.

Utilize a Summary

Instead of using an objective on your resume, go for the summary. Objectives are pointless these days because every company knows that you want a job in the engineering industry. This is wasted space on your resume and should be replaced with a summary. The summary should only be a couple of sentences, no more than three, and should explain your career qualifications as an engineer.

Include a Project List

Working in engineering means that you take on a lot of projects. Since this is the case, you need to include a project list on your resume. If you have been in the profession for a long time, you should consider including a separate sheet just for projects aside from your resume. This can be submitted with your resume, but the projects should not turn your resume into multiple pages simply for a project list.

Personalize the Resume

Each time you submit your engineering resume, it needs to be personalized for the job you are applying for so it makes a statement. Hiring managers know what generic resumes look like, which is why you need to tailor yours to the position.

Include Accomplishments

Without taking up too much room on your engineering resume, you need to include accomplishments. These accomplishments should come from all areas of your career so the employer knows what you bring to the table if hired.

How to Spot Future Leaders in Interviews

October 21st, 2014

Every company is constantly searching for new leaders. This is not an easy process to undertake, but it must be done right if the company wants to find someone who will lead departments or the entire organization. The first step in the process, and the most important step, is screening job candidates during the job interviews. This is where you need to determine if the candidate is worth receiving a job offer because they have what it takes to be a leader.

Find Out What Other Leaders Taught Them

During the job interview, you need to determine what the candidate has learned from other leaders. This can be done by flat-out asking the candidate this question. You then must analyze their answers to this question in order to determine if they will be future leaders for your company. Answers to this question will help you determine if the candidate has mutual respect for other employees, other managers and subordinates.

During this portion of the interview, you want the candidate to showcase their leadership qualities as much as possible. Make it known that you are looking for someone who knows how to manage a team of employees and knows which leadership methods to use during specific situations on the job.

Learn About Previous Leadership Experience

As you continue to speak with the job candidate, you must determine what type of previous leadership experience the candidate has. Make sure you ask the right questions during this portion of the interview, or else you will not receive the answers you want.

You will want the candidate to describe a previous experience at a current job or a former one where they need to display leadership skills. This situation could have been as an employee taking charge during a difficult project, as a team manager helping the team meet a tight deadline or as an employee taking initiative at the office without being asked.

Make Interview Questions Open-Ended

The best way to determine if your job candidate is going to be a strong leader for your company is by asking open-ended questions. When you ask questions that require simple yes or no answers, you will not be able to gauge the leadership qualities of the candidate.

An excellent open-ended question for such an interview will ask the candidate if they have ever tried to perform a job or task that they were not qualified for at the time. If the answer is yes, this shows the interviewer how dedicated the candidate is to the job and to the employer by trying to go above and beyond their responsibilities.
A job interview is the perfect place to start when determining if a candidate is a future leader for your company. Make sure the questions you ask are open-ended, and allow the candidate the ability to showcase their prior leadership experience.

Promoting Ambition Within Your Engineering Workforce

October 17th, 2014

One of the most difficult things for managers or supervisors to do on the job is motivate engineering employees. There are people out there who will not want to advance in their career because they are happy where they are at the moment, or because they do not want to learn a new skill set. What makes the situation even more difficult is the fact that you cannot offer raises to these employees when you need to motivate them or else the company would go broke. We will provide you with the best ways to promote ambition within your engineering workforce, without blowing your budget, below.

Offer a Pleasant Work Environment

As you struggle to promote ambition within the workforce, you should consider offering your engineers a pleasant work environment. The more welcome the environment is, the more likely it is that the employees will become happier and more ambitious. A comfortable work environment includes a well-lit area, with cozy furniture, and high standards of cleanliness+.

Increase Job Satisfaction

The next step in promoting ambition within your engineering workforce is to increase your employees’ job satisfaction. You can do this by removing a policy that upsets employees, such as preventing them from taking personal calls while at work. When you let employees stay connected to their personal lives while at the office, it will make them happier at work.

Another aspect of increasing job satisfaction includes providing employees with a fair workplace. This involves creating an environment where colleagues can get along, become friends, and genuinely enjoy each other’s company.

You must also properly recognize your engineering employees for their achievements at work. The more often this is done, and done properly, the more likely it is that they will want to become a little more ambitious in their career. Even if this does not include an awards ceremony, a plaque, or a reward; it should include a sincere thank you when necessary.

Treat All Employees Equally

Some of the least ambitious employees out there have no drive because they feel like they are performing work that is of low status within the organization. If this is the case, and others look down on these employees, you need to create a culture of equality. This involves including the employees in all of the company perks from paid vacation and holidays to being invited to parties and leaving early on some Fridays.

Let Employees Choose Projects

Another excellent way to promote ambition in the engineering workforce is to let employees choose their projects. When employees have control over what they do at work, it gives them a feeling of empowerment and will cause them to take pride in their work.

Every workplace will have at least one engineering employee who is not ambitious in their career. The reason for this is that they are content in their current job or simply do not want to make the effort. All of this can change by implementing the tips outlined in this post. If you need help with motivating your engineering employees, or finding pre-qualified candidates, contact the staffing experts at Venteon today.

Candidates In the Spotlight – Engineering, Troy, MI

October 17th, 2014

Mechanical Engineering Supervisor

  • 15+ years of seating experience
  • Experience as Lead/Senior Engineer, Engineering Supervisor, & Engineering Manager
  • Ability work in management or hands-on engineering capacity
  • BS Aerospace Engineering, University of Michigan – Ann Arbor
  • Strong communicator and team player

Account Manager

  • 10 years automotive experience
  • BSME or similar degree
  • Existing relationships with automotive Tier 1 clients
  • Ability to work independently or in teams

Automotive Engineers

  • 5+ years of automotive engineering experience
  • Heavy Plastic injection molding experience
  • Experience with Glass encapsulation
  • BSME or similar degree
  • Strong in Quality or Process Engineering

Program Manager

  • 3-5 years of automotive experience
  • Experience with automotive interiors
  • APQP, PPAP experience
  • Strong program and project management skill
  • Heavy experience with launch activity

Mechanical Design Engineer

  • Bachelors of Science – Mechanical Engineering Technology (3.52 GPA)
  • 2 years of SolidWorks design experience
  • Created and set up BOM
  • Researched suppliers data base to ensure cost effectiveness
  • Excellent communication skills

Entry Level Engineer

  • Bachelor of Science in Electrical Engineering from Michigan State University
  • 3.68/4.0 GPA
  • 2 semesters of C+ programming
  • Basic PLC knowledge
  • Very well spoken and professional
  • CO-OP in a Manufacturing Environment
  • Immediate availability

 Field Service Technician

  • Power Technology Diploma, 2012 Michigan Institute of Aviation & Technology
  • 10-Hour OSHA General Industry Safety, 10-hour OSHA Construction Industry Certificates
  • Mechanical and Electrical troubleshooting
  • Hydraulics and PLC knowledge
  • Willing to travel

 Mechanical Engineer

  • BSME from Wayne State
  • Internship experience with Tier 1 auto supplier
  • Proficient in CAD drafting and 3D modeling using NX Unigraphics and AutoCAD
  • Create 2D drawings and 3D design work in support of HVAC design
  • Carry out checks of 3D design to ensure proper fit of all components
  • Strong communication skills

Why You Need a Mentor to Get Ahead in Engineering

October 10th, 2014

One of the best ways to get ahead as a professional today is by enlisting the help of a mentor. This thought definitely holds true for employees of the engineering industry. Working with a mentor has become popular because it enables you to receive guidance in a job search, in completing projects at work and with issues you face each day on the job.

Meet with Human Resources First

If you decide it is time to work with a mentor, check with your human resources department first. The department might have a list of employees who have expressed their interest in working as a mentor with others in the office. Your company might also have a formal program in place, which will help pair you with a mentor who fits your personality.

Mentors Help you Avoid Mistakes

A mentor will help you avoid mistakes that might not be obvious to you. You might be making mistakes right now that will affect your engineering career in the future. Even though you cannot see those mistakes, they could still be present, and a mentor will be able to point them out and rectify them for your future work.

Mentors Create Relationships

Mentors will also help you create relationships at work. When it is time to apply for a new job, a mentor will be able to put in a good word for you with management. Along the same lines, a mentor can help you realize strengths that you did not know you had.

An Improved Analysis of Self

When you work with a mentor, you will develop an improved self-analysis skill. Some people find it very easy to pinpoint the weaknesses of others and help those people improve. Despite this, you might have trouble doing the same for yourself. A mentor will be able to point out your shortcomings and help you improve them so your career takes flight.

A Safe Zone

For those who work with mentors in engineering, they find themselves in a safe zone. You can discuss almost anything with a mentor and not have to worry about retaliation or negative impact at the office. If you are having trouble with a co-worker or a boss, a mentor might be able to provide you with a solution.

An Increase in Knowledge

The most basic benefit of working with a mentor in engineering is that they will help you gain knowledge in areas you were lacking. This means that you will have someone to bounce ideas off of, ask questions of and even learn new things from in the engineering field. As an employee, you should always be learning, and a mentor is an invaluable resource to further your education.

As you enter the engineering industry, consider pairing with a mentor immediately to help advance your career. This is a relationship that can last the length of your career and beyond. For more information on how to find a mentor or implement a mentoring practice within your organization, contact the experts at Venteon today.

Information You Must Have Before Your Tech Interview

September 24th, 2014

Are you preparing for a tech interview? If so, this post will help you prepare for anything that could be thrown in your direction by the interviewer. There will be difficult questions to answer at tech interviews, so be sure you practice answers to the most common ones ahead of time. This will show the employer how you prepared for the interview and what you have learned during your career.

Read on to learn what information you need before your tech interview.

Edit Your Resume Now

As with any job interview, make sure you edit your resume prior to going on an interview for a tech job. You will want to make sure that your most recent employment is on the resume and that the dates, salary, and job title are all correct. Also, make it a point to remove some of the older jobs on your resume. You only need to go back seven years on your resume, even with tech jobs.

Know the Company and the Job

You must also perform research prior to interviewing for the tech job so you know about the company and about the job for which you are applying. When you learn about the company and the job, you will be able to showcase what you know to the interviewer, which will make a good impression and even help you in the pursuit for employment. You should never go into a tech interview blindly because this will be apparent right off the bat and start the interview off with a bad impression.

Prepare for the Tough Questions

Going on a tech interview means that you will surely face some very tough questions. These questions will run the gamut of your career, so be sure to brush up on the topics of the industry as much as possible prior to the interview. Make sure you know the latest updates to tech software, how to fix issues with electronics, and much more. You might have your skills put to the test in your first or second interview with the company.

Know the People at the Company

Another important tip to know when preparing for a tech interview is to know the people at the company. These can be supervisors you might meet during the interview process or potential co-workers if you are hired. If you do not know their names prior to the interview, ask the HR manager or the hiring manager so you can prepare for when you meet these individuals. This will make a lasting impression on all those whom you come in contact with, and will make your first day on the job a little easier should you be offered employment.

Preparing for a tech interview is much like preparing for all other types of jobs, but you need to work a little harder because of the difficulty of the jobs many work within the industry. Venteon, a leading source of technology jobs in Michigan, can help prepare you for your upcoming interview. If you are looking for a job in IT or technology, be sure to submit your resume using our online job portal.