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.

 

VenteonCTA_Want to Know More-Contact Us

 

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!

 

VenteonCTA_LLooking for Top Candidates-We Have Them

 

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.

 

VenteonCTA_Click Here to Contact Venteon Today

 

Fastest-Growing Jobs: Is your Engineering Job on this List?

February 29th, 2016

This year, STEM careers are on the list of the leading growth industries, particularly those in the engineering sector. In recession hard hit states like Michigan and Minnesota, new companies are moving in to stimulate the economy with brand new jobs and opportunities for engineering candidates. If your company hopes to attract engineering talent, then it needs to be looking towards the future with a brand new breed of fast-growing engineering jobs. Do your jobs make the list?

Here’s a rundown of what experts are saying are the fastest growing engineering jobs for 2016 and beyond.

Software Developers and Engineers

Companies cannot get enough software development engineers, according to a recent workforce study conducted by CareerBuilder. Because they tend to move around frequently in pursuit of higher paying jobs, information workers are likely to leave jobs in one to two years – leaving the door open for other candidates. A Dice survey indicated that over half of software engineers will leave their jobs for more money in 2016, even moving to other regions if the jobs are there. Software developers and engineers can expect to earn an average of $40-50 per hour.

Petroleum, Mining and Geological Engineers

According to the Bureau of Labor Statistics, these jobs are growing at the fastest rates. For petroleum engineers, the growth is an astounding 30 percent over last year’s figures, with mining and geological engineer jobs growing at 10 to 12 percent. With the emergence of new energy technologies and opening up of natural gas and oil sources, it’s not surprising these jobs make the top of the list.

Mechanical and Industrial Engineers

Based on government data, the next high-growth jobs are in mechanical and industrial sector. The number of jobs is expected to jump by as much as 10 percent this year, adding around 21,500 new jobs since 2010. In Michigan and Minnesota, this is good news for the formerly failing manufacturing industries which are now being redeveloped by new companies eager to hire great talent.

If you are interested in any of the engineering careers you see here or if you are a company looking to hire engineering talent, be sure to get in touch with Venteon Technical staffing today for support!

 

VenteonCTA_Search Our Open Jobs Today

 

Women Are Taking the STEM World by Storm: Why that’s good for your business!

February 19th, 2016

Just a couple of decades ago, it was relatively unheard of for women to be entering the Science, Technology, Engineering, and Mathematics (STEM) industries without substantial backing from male colleagues. At the very least, women who took on these types of careers had to be “good enough” to even be considered for recognition.

According to a report published by the U.S. Department of Commerce, women make up around 48 percent of the American workforce, yet they hold only 24 percent of the available STEM jobs. Women who do make it into careers in this industry also statistically make less money than their male counterparts. Today, however, things are changing in the STEM markets due to demands for skilled professionals – therefore women are taking the STEM world by storm.

Why is this shift to more women in STEM careers good for your business?

Increasing diversity in the workforce can improve any business, and encouraging the hiring of more females into STEM jobs is a start. While women currently make up a disproportionate number of jobs in STEM careers, they are starting to accept positions of leadership in these roles. Case in point – when the recent Forbes list of Top 10 Powerful Women was published this year, all but one of these featured female leaders were in STEM industries.

In just a generation, there will be many more females entering STEM programs at the college level, so the time is now to start creating career opportunities for them. Under guidance from President Obama, the White House Council on Women and Girls has been collaborating with Office of Science and Technology Policy to increase the participation of women and girls in STEM learning paths. If companies hope to remain competitive, they must do what it takes to attract this talent in the next 10 years.

Women are adding much to STEM careers now and in the future. They are natural leaders, they are good at what they do, and they are eager to prove their worth. If you are seeking talented females to add to your STEM business, get in contact with Venteon Technical Staffing today, as we have some fantastic candidates to introduce you to!

 

VenteonCTA_Want to Know More-Contact Us

 

ENGINEERING CANDIDATES, TROY MI

February 17th, 2016

Venteon Technical has the below Engineering Candidates available for immediate hire.

Maintenance Repair Technician
• Works on all phases of maintenance Hydraulic, Pneumatic, Electrical, Mechanical
• Perform maintenance on 1400 ton presses also fab work including welding
• Read Programs and adjust points; PLC, Motoman, KUKA, ABB, Fanuc
• All phases of maintenance and machine repair

Industrial / Manufacturing Engineer
• B.S. in Industrial Engineering, Oakland University
• 4 + years of experience in automotive Tier 1 environments
• Plant Design, Layout and Development experience
• Continuous Improvement and Lean Experience
• Degreed, promotable candidate

Entry-Level Electrical Engineer
• Bachelor of Science in Electrical Engineering from Michigan State University – December 2015
• Electrical Engineering internships at Magna Electronics and DTE Energy
• Degreed, promotable candidate with great communication skills

Prepare Your Workforce for Generation Z Engineers

February 12th, 2016

The millennials have grown up, and now the latest wave of young engineers, also known as Generation Z, are coming to a workforce near you. This is the youngest generation of employees in the market, and there are a number of reasons why you should prepare to embrace them as they bring a lot of unique value to the workforce. They are the first generation to grow up entirely with the Internet and mobile devices at their fingertips. They are also driven to success, and act as natural leaders.

How can you prepare your current workforce for Generation Z engineers? Here are some guidelines for making them feel welcome and integrating them into your work teams from other generations.

1. Give Generation Z challenging projects to work on from day one.

The youngest generation of engineers are eager to prove their skills and abilities. As an employer, make sure you have some challenging projects ready for them to jump into. Or provide them with the opportunity to work alongside your leading engineers to learn from them and hopefully, teach them a thing or two.

2. Prep your current engineers on how to work with Generation Z engineers.

It’s important to educate your current workforce on how Generation Z sees the world. How they interact and work with the latest addition to your engineering team will matter in the days to come. Talk with your engineers about communication, technology, and personalities that they can expect to be encountering. Establish procedures for handling difficulties if they arise.

3. Set up new work teams to handle the incoming Generation Z engineers.

Design your engineering work teams so that you have a good mix of young and seasoned engineers working together on projects that they have experience on. You may need to shift a few people from other teams to a core training team to work directly with Generation Z engineers, at least for the first year on the job.

4. Make Generation Z engineers feel welcome right away.

Make your new engineers feel welcome by assigning them a place in your work teams, partnered with at least one other young engineer and a lead engineer who can mentor them. Give them an established work station, the technology and resources they need to succeed, and introduce them to the best minds in the business from the start. Let them know they are valued and your company will provide them with an outstanding first career experience.

 

VenteonCTA_Click Here to Contact Venteon Today

 

Need a Boost to Your Business? Hire New Engineering Grads!

February 5th, 2016

As many of our aging engineering professionals retire this year, shortages are expected across multiple industries. This means companies need to step up their efforts to hire this year’s crop of new engineering grads from top universities. If your business is looking for a boost from hiring engineers with fresh skills and new ideas, this is the time to take action.

How can your company go about attracting and recruiting the best-of-the-best new engineering grads this year? Here are some tips.

Schedule an open house

One way to get new college grads in the door to learn more about your company and career opportunities is to have an open house. Send invitations out to local engineering school and invite junior- and senior-level students to come check it out. Make this a joint effort with your marketing team to provide information on all the benefits and perks of working for your company.

Start an internship program

Internships can be a great way to bring college grads into your company before they graduate and secure them after they graduate. Many times, college students need just a few extra credits to finish their degrees and/or secure enough engineering hours to get certification. Make this a possibility by offering this opportunity in your workplace.

Offer learning and development benefits

Today’s engineering grad are seeking ways to continue to grow their career once they have secured employment. From onsite training to offsite certification programs, your company can provide a great place for new grads to start and build a career.

Set up a career network

College grads are looking for opportunities to quickly ramp up their skills in a career. Some of this may involve working with other companies in your industry. Or it may involve traveling to other countries to work on special projects. Make sure that your company fosters this ongoing relationship with college grads by offering an engineering career network and referral system.

Reward for internal referrals

Each year, as engineering college grads enter the job market, they are likely to have peers who have a couple more years in school. This is why one of the most effective ways for attracting and recruiting engineering candidates during the first year of their career is by offering an internal referral bonus system. Existing employees can and should be rewarded for referring their colleagues to your company.

Looking for top engineering talent? Partner with Venteon today, and let us match you with engineering grads who fits your exact needs!

 

VenteonCTA_LLooking for Top Candidates-We Have Them

 

Scared to Share Your “Desired Salary?” Use These Tips to Get Paid What You Deserve!

January 28th, 2016

During the job search and subsequent interviews with companies, it’s inevitable that the subject of salary will come up in the conversation. While this is one of the high points of choosing a job, it’s also one of the more awkward things to talk about. Sometimes, job seekers are so afraid to bring it up that they just accept the starting salary offered without giving it a second thought. This is not a good thing, as every candidate should have the confidence and knowledge to negotiate the best possible salary at this stage.

If you are scared to talk about your desired salary, here are some tips to get paid what you are worth.

1. Before you apply for the job, check out the salary info

Be sure to read the job description carefully before you apply for work. The salary information may be listed near the bottom of the advertisement or in the job description online. If you cannot find it, do some digging around on company review sites like Glassdoor to find out what the going salary rate is for comparable jobs. Avoid companies that have lower-than-average starting salaries, because earning what you deserve is not going to happen.

2. Check salary surveys for your job type, the industry, and the region

There are some amazing salary survey companies that offer financial information for nearly every job type and region imaginable. Use this as a way of understanding what you are worth in the job market and what you can safely ask for. If you are comfortable, you can ask for a range of the middle earnings to the higher end earnings for the job you are applying for. Just be ready to talk about the strengths you have, and what the company can expect in terms of return on investing in you.

3. Focus on your accomplishments and achievements when taking money

Once you have completed the above two steps, you are ready to now start creating a rundown of your top qualities and achievements. These will be your talking points when you negotiate your starting salary and benefits package. If you have a good idea of your value to the employer, you have leverage to ask for more. Just stand firm and focus on a range you will be comfortable earning with the new responsibilities of the job.

Use the above tips to successfully ask for a salary and benefits that are worthy of your value.  If you need more help finding a job, or preparing for a new job search, contact the staffing experts at Venteon today!

 

VenteonCTA_Looking for Work-Click Here

 

3 Interview Questions You Should NEVER Ask Financial Pros

January 22nd, 2016

Skilled financial professionals are becoming a highly valuable commodity in the market. So, when interviewing one for a position in your company, the ball is generally in their court. You will want to make the most of this time, asking great financially related interview questions that get down to the core value they bring. But you don’t want to ask financial pros the following questions, ever.

Where do you picture yourself in five years?

The market is still pretty volatile and asking a financial candidate this question is unreasonable at best. Many financial candidates have a good idea where they want to be in a few years, but putting them on the spot to answer this now is unfair. You can, however, share the career paths that are available in your company and then encourage candidates to talk on those points, so you can determine if the job fits with their goals.

Why did you leave your last job?

This interview question can seem innocent enough and recruiters are tempted to learn why a candidate had left a former employer, but it just puts financial candidates on the defense. Instead, take a look at the candidate’s overall work history and see if they have made progression in the types of tasks and responsibilities. Then use this as a talking point to stir the candidate’s interest in learning more about career development at your firm.

What kind of salary and benefits are you seeking?

Talking about money is a touchy subject, therefore in an initial interview with a financial candidate, leave this question out. You can create a solid compensation package by finding out what the candidate earned in previous companies and researching current fair rates using a salary survey tool. Then, during the second interview, you can approach the question with greater clarity. The candidate will probably have a good idea of what he or she would like to earn, and you can present a nice benefit package in a less stressful and more organized fashion.

Use the above tips as you interview financial candidates, for a more positive outcome and hiring process. Remember, if you need support recruiting quality financial employees, the folks at Venteon are happy to help. Click here to contact us today!

 

VenteonCTA_Want to Know More-Contact Us