Are You Hiring Female Engineers? Here’s Why You Should Be

February 12th, 2015

Companies across the country have been working to end the gender gap when it comes to employees, especially in the engineering industry. Female engineers are few and far between, but many companies are trying to find more female engineers for their ranks. The reason for this is not just to close the gender gap, but also because of what they bring to the table.

Learn why it’s important to focus on hiring female engineers this year to add more diversity and skills to your team.

Women are the Cream of the Crop

When it comes to obtaining a bachelor’s degree in computer science, less than 15 percent of all the degrees awarded go to women, according to data from the United States Bureau of Labor Statistics. This uneven situation is prominent in the field, as women make up less than one-third of all the employees in the technology industry. Right now, women are highly sought after by some of the biggest companies in the country when it comes to engineering jobs.

Benefits of Hiring Female Engineers

The benefits of hiring female engineers include the following:

  • Women have the ability to focus on the human element of their projects.
  • Women have the ability to review information from colleagues multiple times before shutting the door on it.
  • Women make excellent mentors, especially when they work in teams. They are also easy to follow for younger employees.
  • Women have the ability to think globally instead of locally.
  • Women have the ability to be more creative and flexible in their thinking and this is especially true when problems come up at the office.

How to Attract More Female Engineer Candidates

So, now that we have discussed the benefits of hiring more female engineers, how do you go about attracting them to your company? One of the first things you must do is eliminate the presence of any gender bias. This can be done by interviewing multiple candidates at the same time. When you do this, you will be able to choose the best person for the job and even take a second look at a female engineer whom you might have overlooked in the past.

The next step is to choose the correct wording for your engineering job advertisements. Use words that explain the values your company instills in its employees instead of the benefits and perks provided. This will help to target female candidates in addition to male candidates.

Think outside the box if these two methods have not worked for your company. Place the job ads on job boards frequented by women or that are only for women. Also, consider posting the job ads with local business organizations that are geared towards women.

The bottom line here is that female engineers can bring a lot to the table for your company, which is why you need to attract the best talent possible when you have open jobs. Hire female engineers by contacting Venteon Staffing in Michigan.

What Engineering Candidates are Looking For in 2015

February 5th, 2015

We are already knee-deep into the New Year, and engineering candidates are looking forward to some new perks and benefits from their employers. From being treated fairly at work to receiving paid time off, engineering candidates are looking for all kinds of benefits and perks in 2015 so that they can properly balance their work and personal lives.

Let’s take a look at some of the benefits and compensation that engineering candidates are looking for this year, so you can attract the best to your projects.

Freedom to Work on Their Own

Engineering candidates do not want to be micromanaged in all they do. There is nothing wrong with a manager lending a helping hand every now and then, but he or she should never hover over the employee on a constant basis. Employees do not mind when a manager helps when asked for it or when they do not know how to ask for help, but desperately need it. Other than that, the manager should stay clear of micromanaging employees.

A Little More Job Security

Employees know that there is no such thing as lifetime employment, but engineering candidates would love to have a little bit of job security in 2015. It is very difficult for employees to be productive and successful on the job when there is always a dark cloud hanging over their heads regarding the security of their job.

Flexible Scheduling

Flexible scheduling has become very important over the past handful of years in almost every single industry. This is especially true for engineering candidates. They want to be able to enjoy their personal lives as much as possible and this can only happen if they are not expected to work 50 or more hours per week.

Strong Health Insurance

More and more companies are offering to pay their employees’ health insurance plans in full this year. Because of this, prospective employees are looking for companies that offer such a benefit as part of their benefit plan. Engineering candidates want to know that they are covered if they come down with the flu, are injured in a car accident or need to take their child to the doctor for stitches.

Organizational Transparency

Transparency is very important these days. Employees, including engineers, want to know what is happening at their company. They want to know how well the company is doing, or if it is struggling to keep its head above water. When employees are in the know, they will be better positioned to perform their job successfully.

Ongoing Professional Development 

Engineering candidates want the chance to further their education in 2015 and they want their employers to foot the bill. Think about it; employees who further their education will only make your company better because they can apply all of their new skills to their daily job tasks.

Engineering candidates are looking for a lot in 2015 when it comes to benefits and perks at work. Consider offering one or more mentioned above to secure some of the top talent in your industry. Talk with the recruiting pros at Venteon Technical Staffing in Michigan for access to top performance engineers across multiple industries.

Which Tech Skills are Companies Hiring for in 2015?

January 29th, 2015

Tech companies across the country are looking at different skills in 2015 when they sit down to interview top talent within the industry. So, what tech skills are companies looking for this year? We will discuss the most popular and important ones, so technical professionals can brush up on them to land a great job. Here’s what’s trending, according to the most recent sources:

Application and Programming Development

The top tech skill companies will look to add in 2015 is that of application or programming development. The data comes from a Computerworld study, the 2015 Forecast, which found that 48 percent of companies that responded said they plan to hire for this skill within the next year. This skill ranked number one on the Computerworld 2014 Forecast as well, so you can see how important it is to companies these days.

Project Management

From the same survey comes project management skills. This skill was ranked number five on the survey for 2014, so it made a major leap. In the survey, some 35 percent of companies that responded said they were planning to hire for this skill within the next 12 months.

Technical Support

Technical support is the third-highest skill employers will focus on adding in 2015 with 30 of responding companies claiming they want to hire within the next 12 months. This skill dropped one spot from last year’s survey from two to three. Demand for this skill continues to grow because companies are expanding the services they offer to clients.

Security and Corporate Compliance

These two skills can be lumped into one category and have climbed the list from 2014 to 2015. They appeared on last year’s list at number seven. Within the next year, 28 percent of companies that responded to the survey said they plan to hire for this skill.

Web Development – Front and Back End

At number five on the list is web development, which did not even make the list in 2014. Many companies find that web development candidates are very hard to find, especially those who have the most skills in this area. Close to 28 percent of respondents to the survey said they want to hire for this skill in the next 12 months.

Database Administration

Database administration is on the list at number six, which means it did not move up or down from 2014. In fact, 26 percent of companies that responded to the survey said they will hire for this skill within the next year. This skill is needed in every single company, which is why it remains on this list.

Data Analytics

Big data is a driving force in many companies today. Analytics skills are going to be needed by 24 percent of companies that responded to the survey within the next 12 months. This skill moved up one spot from 2014 to 2015 as it sits in seventh place now.

Looking for Technical work in the Troy Michigan area? Be sure to check out the latest technology jobs at Venteon, a technical staffing agency here.

Remote Workers are Happy Workers

January 20th, 2015

Who are some of the happiest workers in today’s market? Yep, you guessed correctly … it’s remote workers! Wouldn’t you be happy if you could work your regular, full-time job from any location in the country? It allows you the opportunity to work your own hours, work wherever you would like and not have to deal with management breathing down your neck.

Read on as we discuss some of the bigger reasons why remote workers are happy workers.

Remote Workers are Healthier

According to a study from ConnectSolutions, remote workers feel they are healthier than when they work in an office setting. In the survey, 45 percent of respondents said that they eat healthier when they work from home. On top of that, 40 percent of them said they get more sleep and 33 percent said they exercise more than when working in an office.

They Save Money

Aside from being healthier when working remotely, workers have also said that they save more money when working from home. The study from Connect Solutions said that they save an average of $4,500 per year due to the lack of a commute. With no commute, the workers do not have to pay for gas, tolls, public transportation, car insurance or other automotive costs.

Satisfaction When Working Remotely

A study from Gallup found that remote workers are happy when working from home. A couple of reasons for this include the ability to sleep in slightly later, wear whatever they want during the day, and not have to get dressed up for meetings when they take place over the phone. Their day is much more relaxed, which can be the perfect situation for some workers to be more productive.

Employee Engagement is High

The Gallup survey also found that engagement is higher for employees who work remotely than those who do not. When employees do not work remotely, the study found that 52 percent of them are not engaged while at work. Employees who work remotely all the time are found to be engaged at 30 percent of the time and not engaged at 47 percent of the time.

Lack of Workplace Drama

Employees who are allowed to work remotely enjoy a much more relaxed lifestyle because they do not have to deal with any workplace drama. This includes fighting between co-workers, issues with management, office politics and much more. Even if they are employed by a company, and have to have phone meetings or Skype meetings, they are still disconnected from the office drama.

Better Peer Collaboration

The Connect Solutions study also found that 80 percent of remote workers feel they have better collaboration when working remotely, especially when there are strong lines of communication between the remote workers and the in-house staff members.

The bottom line here is that employees are happier and healthier when they work remotely. Consider allowing some of your employees the opportunity to work remotely a couple of days per week to increase productivity of your workforce. If you think you could benefit from this, or have any other staffing or job search related inquiries, contact Venteon today!

Candidates In The Spotlight – IT Candidates, Troy, MI

January 19th, 2015

.Net Developer (Mid. Level)

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

       Technical Skills

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

Front-End Developer (Up and Comer)

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

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

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

How to Promote Work-Life Balance For Your Tech Team

January 16th, 2015

Promoting work-life balance has become a major goal of companies, especially those in the tech world, because of the stress involved with working these types of jobs. Employees want to be able to enjoy their personal lives with family and friends without having to worry about issues at work and other problems. In today’s post, we will discuss the best ways to promote work-life balance for a tech team.

Move Work Processes to the Cloud

One of the first things your company can do to promote a work-life balance for a tech team is to move work processes to the cloud. This includes client services, email, document management, accounting and time tracking. There are plenty of software options out there that utilize cloud programming for these tasks, so be sure to find one that works best for your company. When you move processes to the cloud, employees will be able to access their documents from any device. This allows them to walk away from their desk and enjoy life more.

Stop Incentives That Promote Too Much Work

Your company must also end incentives that promote more work that overwhelms employees. An excellent way to do this is by making sure your departments are properly staffed so employees are not concerned about returning from vacation days to a pile of work. Temporary technical staff from Venteon in Michican can support this goal.

Also consider changing your vacation day policy. If the days rollover year-to-year, or if the company writes checks to employees at the end of each year for unused time, get rid of these benefits. Create a use it or lose it policy so employees are forced to use their vacation time each year. This will help them balance their work life and personal life.

Create Flexible Work Schedules

To really help your tech team balance their work lives and their personal lives, consider creating flexible work schedules. This includes letting them start the workday at home in order to get the kids off to school. Also let them leave for an hour during the middle of the day to go to a doctor appointment. Even let them leave two hours early during the spring and summer months to enjoy the sunshine while it lasts.

Offer Team Events

An excellent way to help your tech team balance work and life is by offering team events every so often. These events include company picnics, outings to sporting games, potluck dinners, go to happy hour together and much more. Promote these events as excellent team-building exercises and ways to bond with co-workers. Encourage employees to attend as many as possible.

Helping your tech team achieve a better work-life balance is important to their overall happiness, health, and success at the office. The stronger work-life balance your tech team has, the better culture your office will have.

Why Confidence Matters for IT Job Seekers

January 8th, 2015

It seems odd to think of Information Technology professionals as walking, talking examples of corporate swagger. Most are considered to be brilliant introverts who are hyper-focused in their own environments. But in reality, hiring the top IT candidates often means seeking out those who have both the technical and social confidence they need to remain on the top of the competition.

If you are an IT job seeker in Michigan or other competitive regions, it’s important to boost your confidence in order to be a more attractive pick by the best companies. Read on to learn how to get your ‘mo-jo’ as an IT candidate.

Why confidence matters in IT job seekers

There are several reasons why confidence matters for IT job seekers. Number one, the first impression you make on any recruiter is often critical to the overall success of your job search. If you have a confidence in your own abilities, this speaks volumes to recruiters. However, don’t go overboard — too much boasting comes off as arrogant and self-centered. Demonstrate your value through the projects you’ve worked on, a friendly demeanor, plenty of eye contact, and a good sense of humor.

Try these tips for demonstrating confidence as an IT job seeker: 

  • Create a well-written cover letter and resume that reflects your personality
  • Dress for success, look sharp and use proper grooming and personal hygiene
  • Arrive to any interview at least 10 minutes before the scheduled time, and with a smile
  • Bring your best portfolio with you to show what you can do and what you know

More ways and IT job seeker can build confidence

Confidence as an IT job seeker also conveys the message that you care about the work you do, and you can drive yourself to complete tasks on time. In other words, you are someone who the employer can count on to get the job done well to make them look great to their clients. If you give the impression that you have a foundation for organizing, prioritizing, and getting tasks done – you’re well on your way to increasing your confidence.

Being confident also means that you are someone who cares about keeping skills and knowledge up to date. This puts you ahead of candidates who have outdated skills or don’t put as much emphasis on this area of the IT industry. Make it part of your career to be a life long learner, taking IT related courses, accepting temporary IT assignments, and completing programs that give you access to credentials. Leverage this when applying to new jobs and during interviews.

When a hiring manager meets an IT professional who can speak well, makes and effort to be interesting and engaging, as well as having a solid understanding of the industry; this can help any candidate to stand out from others. It’s highly competitive in the IT market, despite certain skill shortages. Your goal is to get in front of the decision maker and then convincing them to give you a challenging and rewarding job.

So, get out there and do your best to be confident as an IT job seeker!

5 Cover Letter Keywords That Brand You as Entry Level

December 26th, 2014

If you are sitting down to write a new technology cover letter, or update your old one, then you need to be mindful of the keywords used throughout it. There are about five cover letter keywords that you need to remove immediately because they scream entry level. You want the cover letter to impress employers and show them how much experience you have in the business world, not show them that you are right out of college and praying for a first job.

Here are five cover letter phrases to avoid at all costs in your technology job search this year:

To Whom it May Concern

This is one of the worst keyword phrases to put on your cover letter. It screams “entry-level” because it is a generic phrase. When you are going to apply for a job, you need to perform research to find out who is accepting the applications. The name of the hiring manager or human resource executive might be found at the bottom of the job posting. When writing the cover letter, be sure to address it to this person so you do not use “To whom it may concern.”

Looking for an Interesting Job

If you are sending out resumes and cover letters at random, it is highly likely that your cover letter will include this phrase. When you write “Looking for an interesting job” in your cover letter, you are telling hiring managers absolutely nothing about yourself or your work experience. Of course everyone wants to work an interesting job, which is why you do not need to use this phrase the next time you write a cover letter.

Extensive Experience

Another commonly overused keyword phrase on cover letters is that of “extensive experience.” You should not waste precious space with this phrase, ever, no matter how much experience you have in the profession. Instead of saying you have extensive experience, you should show the reader you have experience by writing about it. Replace that phrase with how many years you have worked in the profession or the advanced degrees you hold in the industry.

Strong Communication Skills

Even though this was a popular keyword phrase to include on a cover letter 10 years ago, it needs to be removed from your cover letter right now. Strong communication skills have become mandatory in order to succeed in the business world these days, which is why you are wasting space including the phrase on your cover letter. If you do not know how to communicate, you will find yourself searching for a job quite often.

Call me at…

There is no reason to write the phrase “Call me at…” in your cover letter. The interviewer or hiring manager knows that you want to be called. You should use more subtle language in your cover letter and say something along the lines of, “You may contact me at your earliest convenience.”

If you want your cover letter to scream experienced professional and not entry-level, you must remove the five keyword phrases discussed in this post. Need more help drafting a strong resume? Contact the staffing experts at Venteon.

Why You Should Never Hire “Average” Candidates

December 19th, 2014

Hiring an average employee or “warm body” to fill an opening in your company is never a good idea. Why? Companies need to hire the best candidates possible for their open jobs, not just someone to fill an open spot. When companies hire average candidates because they must fill an open job within a specific time frame, they are putting themselves at risk to bring in someone who will not perform well within the job. Hiring to simply hire is referred to as the “Warm Body Syndrome,” and your company needs to avoid it as much as possible.

Here’s how to avoid hiring an average employee:

Never Rush Things

One way to avoid hiring average candidates is by taking your time during the hiring process. You should never rush the hire of a new employee. Do not put a time limit on the hiring process, such as four weeks or 90 days because you are limiting your company in finding the right person for the job. When you give the human resource department enough time to fill an open job, the right person will be hired and onboarded.

Don’t Hire in a Silo

When hiring for open positions at your company, try to work with at least one other person or a team of people. If you can afford to form a hiring committee, then this might be a good idea for your company. A hiring committee makes it easier on everyone involved to vet a candidate, look into their background, come up with different questions and make educated decisions about who the company will hire.

Don’t Hire After One Interview

When it comes to hiring the right candidate, you must avoid doing so after just one interview. Interviewing a candidate just once and then making an offer of employment is never a good idea. You need to have a series of interviews to best gauge the candidate and how he or she will perform at your company. A series of interviews might not even be enough time to vet a candidate, which is when you can implement a trial work period, if necessary.

Investigate References

As you prepare to hire a candidate for an open spot at your company, you must investigate the references they provide. Take a long look at these references and have in-depth conversations in order to determine how the candidate fit in at previous jobs and how well they perform their work. Make sure you perform a background check and even conduct a drug test to make sure you are not hiring someone who will be a problem at the office after a few weeks on the job.


It is easy to take the simple route and hire an average candidate because you need to fill an open position. Do not let this happen at your company. Take the extra time to interview multiple candidates, use a lengthy interview process and check all references in order to avoid the average hire. It is also a good idea to partner with a staffing company like Venteon, which will vet all of your candidates and provide you with excellent workers.

Fostering Relationships Between Lower and Upper Level Tech Employees

December 11th, 2014

The most successful companies should be able to foster strong relationships between lower- and upper-level tech employees. This means that lower-level employees will not be worried or scared to talk to upper-level employees. When you can foster relationships, you make the environment at the workplace enjoyable and the culture a positive one. We will explain three ways you can foster relationships between lower and upper level tech employees.

  1.  Provide Resources Needed to Perform Well on the Job
    One of the first ways to foster relationships between lower and upper level tech employees is to provide resources needed to perform well on the job. Employees who are forced to perform jobs they are not qualified for will resent the work and become unhappy. Your company will begin to notice the poor results and it will affect the output of the company negatively.As an organization, upper-level tech employees need to provide their lower-level tech employees with the proper resources. This includes training courses, materials, documents, classes and attendance at conferences. Whatever your employees need to succeed, they should be given without question in order to keep them happy and foster strong relationships between the groups.
  2. Promote the Understanding of Shared Goals
    The second method to fostering a strong relationship between lower-level employees and upper-level employees is to promote the understanding of shared goals. As an organization, you need to explain your goals as a whole and as individuals. You also need to make sure that each individual department explains its goals to its members.When there is a lack of understanding, your employee morale, work quality and work efficiency will all see a major drop. All of these issues can lead to conflict among the employees, assigning blame on others and a higher turnover rate of employees.As you promote the understanding of shared goals, your employees will be more likely to feel valued and their work will have more meaning for them. This will force them to have a stronger commitment to the company, which means your turnover rate will not be too high.
  3. Provide Effective Interaction
    No matter how well your company does with the first two methods, they will not succeed if you fail to provide effective interaction for employees. When there is poor communication among lower-level and upper-level employees, information sharing will not be at its best and the wrong people will get involved on a project at the wrong time. Another negative of missing effective interaction is that people will try to solve issues on their own, in isolation from others, which can lead to even worse problems within the company.

It is imperative that your company fosters strong relationships between lower level and upper level employees in order to succeed. By following all three methods in this post, your organization should be able to foster those relationships quite easily.