Is Your Hiring Process All About the Candidate Experience?

April 10th, 2015

It’s long been said that the candidate experience is the most important aspect of recruitment. This includes the way each candidate perceives job advertisements, the company careers website, the interview process, and – once a job is offered – the onboarding phase. Yet, too few recruiters actually consider this when focusing on finding the best candidate for a job order. Instead, they think about their own objectives and not enough about those of candidates.

About the Candidate Experience

Ask yourself: is the hiring process honoring the needs of candidates, or is it falling short in certain areas? It’s very possible that the ways in which you treat candidates could be making your recruitment efforts futile. Here are some ways to tell:

  • Do candidates seem excited initially, but disappear shortly after you screen them?
  • Do your new hires quickly become overwhelmed and leave the company in months?
  • Are your job adverts and hiring processes not connecting to the type of corporate brand you display?

These could all be trouble signs that your hiring process is not all about the candidates. However, these can be remedied. Read on to learn how to create a better candidate experience.

Look at the “people” aspect of recruiting.

Chasing after the top candidates, introducing them to clients, and earning above-average commissions are all very motivating factors. But, in this process, candidates who are not a perfect fit for a particular job often get shoved aside and forgotten. They are usually the ones who sense that a recruiter doesn’t actually care about their goals. This can burn many bridges with candidates who may be a good fit for future opportunities, so don’t do this. Treat all candidates with the same level of respect and encouragement you would for a preferred candidate.

Stop looking at recruitment as just sales.

Many recruiters enjoy the sales aspect of what they do, and many come from sales backgrounds – but, consider that candidates are sometimes approached by a recruiter for one type of company or assignment, and then somewhere along the way it morphs into something else. This happens a lot because the way recruiters communicate about assignments is geared towards selling the candidate on the job and then selling the candidate to the client. Stop looking at recruitment as strictly sales.

Keep the job application process simple. 

Across America, there are thousands of companies advertising for new employees on their websites, with recruitment firms, and on job boards. Yet, one thing that they may not consider is the experience candidates have when attempting to apply for these jobs. Written applications are outmoded, instructions may be lacking enough detail for candidates to know how to apply, and applicant tracking systems are long and tedious to go through. Make this a more pleasant experience with clearly written job descriptions, online application systems that are intuitive to navigate, and recruitment services that focus on each candidate.

Why not improve the way candidates experience your company hiring procedures by working with an outstanding recruitment firm like Venteon in Maumee, OH? Contact us today if you’d like to learn how to improve your recruitment process.

The Bad Habit Most Tech Managers Share

April 3rd, 2015

As a tech professional, you may have an idea what the number-one bad habit is for most tech managers. It isn’t taking on too much work, missing deadlines, failing to delegate responsibilities or even being overworked. It isn’t about personality conflicts or problems with the management team. Ready for the answer?

The bad habit most tech managers share is failing to be on time for meetings, interviews, work and other responsibilities on their calendars. In other words, while tech managers are great at what they do, they are not the best at personal time management.

Being Late Shows Irresponsibility

No matter how responsible you might actually be, being routinely late to work or to meetings shows irresponsibility. It shows that you value other things at work or in life more than your job or your co-workers. When you are expected to be at work by a certain time, or in a meeting by a certain time, it is not only good business ethics  to be there on time – it is mandatory. In fact, being on time is considered late these days, so do your best to arrive a couple of minutes early.

Being Late Shows You Don’t Care

When tech managers are late to meetings, to work or for conference calls, it shows others around them that they do not care enough to be punctual. To be late one or two times is understandable in today’s fast-paced world; you might have scheduled meetings too close to each other without realizing it or your conference call went long because of a problem that needed to be fixed immediately – these are understandable incidents. But if you are routinely late, it tells others around you that you do not care about them or the scheduled task, and that what you are doing in place of it is more important to you.

Being Late Causes Stress

Routinely being late for meetings or conference calls is stressful. And, the stress just doesn’t affect you, it affects everyone around you. Co-workers and superiors will feel anxious when you are late because they worry if you have the materials for the meeting or if you are rushing to finish the presentation that you need for the meeting. When you make it a point to arrive on time, you will reduce the stress in both your life and the lives of all those around you at the office.

How to Avoid Being Late

As a tech manager, there are plenty of ways to avoid being late to meetings or conference calls. Some of these methods include the following:

  • Avoid overbooking your schedule as much as possible
  • Learn to say ‘no’ when you have too much on your plate
  • Do not save ‘extra’ tasks for the last minute
  • Always use reminders on your desktop and mobile calendars
  • Consider setting your watch five minutes fast
  • Prepare for the next day today
  • Schedule important events for off-peak hours

Being late is a bad habit that most tech managers share. But you don’t have to be part of the crowd. Instead, try to avoid it as much as possible so you and those around you can accomplish tasks in a timely manner.

What Qualities Make You a Strong Financial Candidate?

March 27th, 2015

Getting work in the financial industry can be a tough road, but it’s not impossible. Financial candidates need to have a specific set of qualities in order to land some of the best jobs out there today. Do you have those qualities or attributes? It is hard to tell when only working in the industry for a short while.

To help you, we have put together a list of the best qualities that make you a strong financial candidate. Take a look and compare it to your personal attributes.

Ability to Self Manage

An important trait for financial candidates to have today is the ability to self manage. Not requiring constant supervision will turn you into an employee who is an asset and not a problem. Employees who constantly need to be managed or supervised will only be a detriment to a company. Self-management traits are important in today’s financial industry.

Strong Problem-Solving Skills

Financial candidates must also boast strong problem-solving abilities in order to be a solid candidate for open jobs within the industry. Financial employees must be able to survive challenging times and fight through issues no matter who is at fault.

Leadership Traits

Another important trait strong financial candidates have today is that of excellent leadership. The most sought-after candidates will not only be able to motivate themselves at work, but also their co-workers and subordinates. When applying for a financial job, be sure to include all leadership qualities and details during an interview and on your resume.

Above Average Analytical Skills

Some of the best financial employees have strong analytical skills. It is incredibly necessary to gather information and analyze it effectively in the financial industry. Employees who are not able to do this will find it difficult to land a top job in the industry. In order to put your analytical prowess on display, be sure to discuss times when you needed to analyze data during an interview.

Financial Technology Skills

Technology has adapted immensely over the last decade and has become a prominent part of the financial industry. A lot of financial firms are looking to fill jobs with candidates who are proficient in Structured Query Language (SQL). If you have excellent technology skills, you will be a strong financial candidate.

Team Member and Work Independently 

Some of the strongest financial candidates on the market today have the ability to work both independently and as part of a team. Even though many financial jobs require employees to work independently, there are quite a few out there that also require employees to work as part of a team. For this reason, you will need to have experience in both realms in order to be a strong financial candidate.

Exuding Professionalism All the Time

No matter the situation, a strong financial candidate must exude professionalism all the time while on the job. Even when some environments are more casual, candidates must be able to adapt and still remain professional.

Are you a strong financial candidate? Take a look at the traits outlined above to determine if you have what it takes to work in a financial job.

Are You Hiring and Then Losing Top Candidates? Solving Turnover

March 20th, 2015

From an employer’s standpoint, there is nothing more frustrating and damaging to the staffing budget than to continually hire the best candidates and then lose them to a competitor not long after. Employee turnover is a difficult thing to manage, especially when the company hires those with specialized skill sets or in competitive markets. Recruitment can become costly and mistakes like this can become even more expensive.

If you are noticing that there is above average turnover in some or all of your assignments, there may be some reasons for this that you can start working on now. Read on to learn how to spot signs of trouble and prevent the loss of top candidates.

Early Turnover Happens – The Signs are Not Always Obvious

Losing great candidates after you’ve worked so hard to impress them and bring them on board can be very troublesome. It takes time, effort, and money to source, screen, and hire candidates. There are some signs that a candidate may be the type to take a job and run, which can help crack down on this problem. Some less obvious signs include:

  • Candidate who has strong work experience, but limited solid references – This is someone who may be skilled at what they do, but they generally ‘fly under the radar’ and don’t work to impress others. They may not be living up to their potential and will skip a current job for greener pastures because they don’t care about being loyal to any one employer.
  • Candidate has worked in jobs that don’t add up to progression in a career – This may be a hardworking person who is accepting jobs simply for the opportunity to earn a paycheck, but whom doesn’t show long-term career growth. If another company comes along and offers more pay and benefits; they are gone.
  • Candidate is going through a big life change of some sort – There are many good people out there, but when life creates havoc on a person, it can cause them to make rash decisions and leave a job suddenly. Although it can be hard to tell from a resume or an interview (and you cannot ask them this legally in an interview) listen carefully because often these candidates will openly mention they are going through a divorce, have lost someone recently, have moved around a lot, or have trouble with the family at home.
  • Candidate has a poor attitude about work in general – A person who is disillusioned or unhappy about the type of career they have will often voice it when they’ve had enough. During the hiring process, they may seem thrilled about an opportunity to work for you, but then just weeks into the job the ‘honeymoon’ phase is over and they begin to grumble. Ask previous employers to provide a reference before you risk hiring someone like this.

Solution to Employee Turnover in the Early Stages

The most effective way to reduce a hire and then they quit scenario is to spend more time screening every single candidate who walks through your doors. Even better, hire people through a Troy MI staffing agency who have done this for you. Make sure you hire new people as temps first to gauge each candidate’s suitability for long term employment, before you invest too much into them. This can often be a good way to reduce turnover early on, and weed out people who aren’t interested in being loyal.

Accounting & Finance Candidates In the Spotlight – Troy, MI

March 18th, 2015

Senior Accountant

  • Sox, GAAP experience
  • Strong technical accounting experience.
  • Big 4 public accounting experience.


Audit Associate

  • High potential 2+ year Audit Associate currently working with one of the Detroit area’s Big 4 public accounting firms.
  • CPA assigned to multiple large multi-national clients.
  • Very good grasp of new accounting standards and brings a conceptually strong knowledge of US GAAP to the table.


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







5 Common Financial Manager Mistakes to Avoid

March 13th, 2015

It’s not surprising that finance managers have a lot on their plates when leading a team of finance and accounting employees, due to changes in the industry on an almost daily basis. This can lead to stress and an overwhelming feeling. When this happens, some financial managers might make mistakes at the office. Some mistakes involve the handling of personnel, while other mistakes involve investments of clients and the company.

Today, we will discuss five common financial manager mistakes and what you can do to avoid them.

1. Making Decisions Based on Old Performance Reviews

A very common financial manager mistake is that of making decisions about personnel based on old performance reviews. This is especially a poor decision when a new employee is promoted into the management position and then uses old employee reviews to make personnel decisions. The data from the previous reviews reflects on the performance of the old manager instead of the employees who were evaluated.

2. Treating All Employees the Same Way

Financial managers who treat all of their employees the same way will struggle leading a group of employees. We are not talking about being fair to everyone, but how managers motivate and stimulate their employees to perform well at work. Each employee is different, which is why financial managers must motivate their employees on an individual basis. In order to avoid this mistake, financial managers need to understand the strengths of their employees.

3. Failing to Communicate

Communication is a major part of the business world, but some financial managers have trouble communicating with their employees. Each manager is different, which means that each one has their own way of communicating. Not everyone will agree on how communication should be handled, but when their is a breakdown in the system, it can lead to major issues among employees and other managers within the company. Managers and employees must learn about each other’s styles so they can communicate effectively.

4. Not Assessing Properly

Financial managers might have trouble assessing employees and other issues at the office. This is a major mistake that can be fatal if not fixed immediately. Managers are hired to fix problems with employees, problems with other managers and issues within the organization. When a new manager is hired, they must meet with each employee individually to learn how they operate, what their strengths are and get some input from them about the company in order to succeed in the position.

#5 Failing to Show Curiosity

Some of the most successful financial managers are curious ones. They have no trouble with asking questions of their employees or their own manager. Many managers fail to ask questions because they view it as a sign of weakness. This cannot be further from the truth. Questions help managers learn about issues and determine what needs to be fixed.

If you work in the financial sector, be sure to avoid the five mistakes outlined above the next time you are promoted to a management position.


March 12th, 2015


.NET ENGINEERS – Six month long contract

  •  Minimum 5 Years of experience
  • Rest API Architecture and development
  • SOA
  • NET
  • Web API
  • Entity Framework
  • C#

Visit us at to view more opportunities.


Interview Questions Only Financial Candidates Can Answer

March 6th, 2015

Hiring for a financial position at your company should be taken extremely seriously. Not that other job openings are not important, but employees who work in the financial sector must be vetted thoroughly. You do not want to hire a financial employee who does not understand the landscape of your business or the market in which it operates.

In order to thoroughly vet your financial candidates we have come up with the best Finance Interview Questions that only financial candidates can answer below — why not test your knowledge?

Which ERP systems have you used?

One of the first Finance Interview Questions you should ask a candidate is which ERP systems they have used. ERP is short for enterprise resource planning. The more skilled and experienced candidate will be able to answer this question easily, especially if they have worked for medium and large companies. Their answers should include any of the following systems; Oracle Enterprise Manager, Hyperion or Microsoft Dynamics GP. If you are interviewing an entry-level candidate, turn this question into a discussion about training opportunities.

Can you explain the difference between accounts payable and accounts receivable?

Even though this is a very easy question to answer, it is still a very important one to ask. Almost all entry-level financial candidates should be able to answer this question. If the candidate struggles for even a second in their answer, move to someone else. This is an excellent question to ask when a candidate is applying for a bookkeeping or accounting clerk position with your company.

How do you estimate bad debt?

This question can be asked of the entry-level candidate and the experienced financial candidate. If so, it will bring two different answers. The entry-level candidate will answer using theoretical knowledge to offer an educated guess. You can then discuss with the candidate the process used by your company. The experienced candidate will discuss the methods in which they estimated bad debt while with their previous employers(s).

Do you have experience with developing business metrics?

This is a fairly easy, and common, question that helps companies evaluate both entry-level and experienced candidates. It is a perfect question for candidates who might wind up working in jobs that require them to oversee budget and staffing issues while with your company.

Can you walk me through a cash flow statement?

This is an excellent Finance Interview Question for an entry level financial candidate because it can help you determine if the candidate is knowledgeable about the industry or if they are green and simply looking for a job. The answer provided will also help the company determine how much training it will need to invest in if the candidate is hired for the job.

Interviewing financial candidates for openings at your company must be done the right way. If you ask candidates any of the questions above, you should have no issues with choosing the right person for the open job.

Smart Engineering Job Search Strategies in Michigan

February 27th, 2015

With 2015 in full swing, skilled engineers around Michigan are looking for a new job. But they need to put together a strong job search strategy in order to land the job of their dreams. Whether you are entering the workforce right out of engineering college or moving to a new company, your strategy needs to be as strong as possible. We will discuss the best job search strategies for engineers in Michigan here.

Begin with a Self Assessment

The first step you must take in your engineering job search is to assess yourself. A self assessment is very important because it can help you determine what type of job you wish to work and with what type of company. The self assessment should see you answer a host of questions that include any of the following:

  • What is my ideal work environment?
  • What types of engineering jobs interest me?
  • Where do I want to work geographically?
  • How important is long-term security?
  • Where do I see my career headed in the future?
  • How can I achieve work-life balance as an engineer?
  • What do I want the daily tasks of my job to include?

You do not have to answer all of these questions to be successful in your job search, but answering some of them will help you understand what type of job values you want.

Perform Job Research in Michigan

The next step in the process is to perform research into the various engineering jobs on the market today. Begin by searching for jobs that interest you and ones that fit the values you described by answering the questions in the previous section. Once you put together a list of the available jobs on the market, begin comparing them to each other based on your values from the first section. This is how you can begin to whittle the list down to only a handful of jobs that you would consider applying for in the future.

Register with a Technical Staffing Agency

One of the best ways to launch into a strategic engineering job search in Michigan is to get registered with a local technical staffing provider, like Venteon. This opens up a much wider net of engineering jobs in your area of expertise because companies turn to staffing agencies when searching for great candidates.

Build a Strong Job Network

As with all types of job searches, you must build your network while searching for a job. Networking is something that should be done on a constant basis, not only when you are looking for a job. The more often you network, the more likely it is that you will be able to find a job within the engineering field quicker than if you failed to network. When you network, you meet new people within your industry, some of whom could recommend you for a job down the road.

Putting together a strong job search strategy for the New Year as an engineer will help you find a job within your niche as quickly as possible. Simply wandering around aimlessly looking for a job will not be productive. You need to have a plan in place in order to be successful.


February 27th, 2015

Venteon Recruiters are looking for the below candidates for Engineering & Accounting opportunities.  Contact us at 248-269-0000 and check out all our current job openings.


Vision Systems Engineer

Our client, a Tier-1 supplier of Automotive Components, is looking for a Vision Systems expert to join their team.  Located in Plymouth, this candidate will need a thorough understanding of imaging technologies, as well as an ability to develop and code computer programs.

  • Bachelors in Engineering Required
  • Certified Vision Professional preferred
  • 5-10 years of implementing vision systems


Project Manager/Engineer

Experienced in running and programming CNC Machines (Lathe, Mills and Grinders), cost estimating, feeds and speeds, tooling, G & M codes, and coordinating the development of control plans with Quality Engineers.  This is a contract-to-direct opportunity located in the Wixom/Brighton area.


Sales Operations Manager

Responsible for commission planning, performance reporting, pipeline and territory management. Liasion between Sales and financial reporting team.