The Simple Trick to Building Better IT Teams

October 9th, 2015

Building better information technology (IT) teams takes time and planning. Without these skilled pros, the organization will struggle with managing technology and information security, therefore selection of candidates who will stay for the long term should be the focus. A good approach to attracting, hiring, and retaining top IT employees to build strong teams is to hire for culture fit.

Corporate culture fit is determined by how well IT candidates blend in with current IT team members. From skill levels to personalities, much depends on each individual. A strong IT team will be made up of professionals who work well together, have complimentary skills, and are challenged in their jobs.

Culture fit hiring seems to be the simple trick to building better IT teams for many workplaces. But, how can an organization ensure this will work out well?

Review IT candidate resumes carefully

To find out if an IT candidate may make a good future hire for your team, review their resume carefully for signs of this person’s background and skill sets. Look for skills that mesh well with your current team, but also add value. Watch for job hoppers and those who have not progressed in a career.

Evaluate every IT candidate’s skills and personality

Never take a candidate’s word for it in the recruitment phase. Instead, make sure you assess the skills and the personality of each IT candidate to make sure they will be a good fit for your company. During interviews, see how well they relate to your management team and to others they meet when they are introduced to key members of your team.

Get employee referrals for IT hires

A good way to ensure a candidate is a good bet for your team is to ask your current employees to refer their colleagues and friends to your organization for career opportunities. This can often result in candidates who are already familiar with your company and have friends there, so they will fit right in from the start.

Hire IT pros on a temporary basis first

If you are unsure of a candidate’s suitability at first, you may want to bring them on as a contractor or temporary employee so they can prove themselves. Use a 30 to 90 day contract and place them on a project that fits theses terms. At the end, if they add value to your team, hire them as a permanent employee.


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How to Kick Your Financial Job Interview Off Flawlessly!

September 30th, 2015

The ability to brand yourself during a job interview or introduction to someone new is vital in the financial world today. If you cannot get your point across, or people to realize what your brand is, then it might be time to take a look at how you do things when meeting someone or walking into a job interview. No one wants to know your entire life story or career history, but you still need to express your brand to them. Here is how you can kick your financial job interview off flawlessly.

Express Your Credentials

If they are relevant, you can kick off the financial interview with your credentials. This only works if the credentials are relevant to the financial job for which you are interviewing. If they are not, then do not even mention them to begin your interview/introduction. This will only put you in a hole that might be too difficult to dig yourself out of the rest of the interview.

Do You Have a Specialty?

Is there something in which you specialize within the financial industry? If so, consider leading off your interview with it. This is a good time to discuss your most recent work history, but do not go too far into the past or else you will bore the interviewer. You only need to discuss recent jobs that utilized your specialty.

Use a Story to Support Your Claim

As you try to kick off your job interview flawlessly, use a story that supports any claim you make about your experience, specialty or credentials. Make sure the story is not long and that you get your point across as soon as possible. If you don’t, you will bore the interviewer and even lead them to believe that it is fabricated.

Ask Industry Relevant Questions

If the setting is appropriate, make sure you ask about the person with whom you are meeting. It is not only good manners, but also shows them that you are interested in where they work and what they do. Do not simply talk about yourself the entire time. This will cause the interviewer to become turned off to what you are saying.

Don’t Complain

If you really want to get your financial interview off on the right foot, make sure you never complain about previous jobs or employers. This tells the interviewer you are holding a grudge, or maybe you did not follow orders at a previous job and only know how to complain as a way to make yourself feel better.

If you follow the tips above, you should have no trouble kicking your financial interview off flawlessly. And if you need further assistance, contact Venteon today! We’re always available to help with any aspect of the job search process.


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Hiring in Finance: Can You Go It Alone?

September 23rd, 2015

Hiring is such an important piece of a company’s puzzle that it really should not be done alone. The fact of the matter is that companies are not experts in hiring employees, either full-time or temporary, unless they are in the staffing business. This is where staffing firms come into play. Companies should never put all of their eggs in one basket and rely on their employees to uncover top talent each time a hiring decision is made. When it comes to the finance industry, never hire alone and always seek help.

Hiring Must be Done Accurately

An important note about hiring is that it must be done accurately. You cannot blindly hire whomever comes in for an interview and hope that they pan out over the span of five, 10, 15 or 20 years. Accuracy also comes into play when looking at what type of jobs must be filled and who is available to fill them. Accurate hiring means your company is interviewing the right candidates, is vetting them properly, is ensuring they fit into your culture and then training them properly once hired.

Hiring Must be Done with Precision

When making a new hire at your company in the finance industry, you must do so with precision. You need to go through everything with a fine-tooth comb. Check the candidate’s references, perform a background check, ensure their employment history is correct and sift through the resume/cover letter combination for any possible lies.

Hiring Must be Done Quickly

Hiring must also be done with speed. The longer your hiring process takes, the more difficult it will be to attract and retain top talent. Candidates who have interviewed for your open job two months ago will likely lose interest and might have even been offered employment elsewhere. Your process, from the submission of the application to the job offer, must be very quick. We are not talking about within days, but at least within a few weeks.

Staffing Agencies Boost Efforts

Staffing agencies make it easier to hire new employees accurately, precisely and quickly. They have a pool of candidates at the ready for anything you need in finance. This means that if a job opens up at your company unexpectedly (firing, illness, injury, resignation) it can be filled almost immediately because of the talent pool the staffing firm has already assembled.

As you can see, it can be difficult to conduct hiring on your own as a company, even if you have a top-notch human resources department. The more help you get, the easier and more successful the process becomes. Reach out to Venteon Financial Staffing for support with recruiting in the competitive financial markets.


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Accounting & Finance Candidates, Troy, MI – Accountant, Payroll, Bookkeeper

September 17th, 2015

Staff Accountant/Full-Charge Bookkeeper

  • BS from Purdue and an MS-Accountancy from Walsh
  • Manufacturing/Automotive Experience
  • Exposure to a variety of ERP systems
  • Immediately Available


Compensation & Benefits Manager

  • BS in Economics from UM-Ann Arbor
  • SPHR
  • Extensive experience in compensation, benefits, and retirement planning
  • Administered company stock plans, ESPP & ESOP as well as quarterly reporting, re-pricing and cancellations
  • Immediately available to interview and start


Sr. Payroll Administrator

  • BSBA and MS in HR Administration
  • Cross-functional across HR specializations:
    • Payroll
    • Benefits
    • HRIS
    • Generalist
  • ADP, Ceridian, SAP and other software proficiency
  • Immediately available


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.

Should You Invite Candidates to Interview Through Email?

September 15th, 2015

In the war for talent, many recruiters turn to technology to speed up their efficiency. One of the most popular ways to connect with candidates is via email. In a matter of seconds, hundreds of candidates can be notified of new job openings or to schedule a phone pre-screen call. But should a professional recruiter lean on email to invite candidates to interview? Let’s examine the pros and cons of using email, with some guidelines for getting this right.

Pros of using email for candidate invites

There are a number of advantages to using email to connect with candidates and invite them to come in for an interview, including:

  • Simple and convenient method of communicating across multiple email programs and mobile devices
  • Can include relevant company information in an email (such as the job description, directions, etc.)
  • May send out a set of emails at once to the most qualified candidates for group interviews
  • Emails can be tracked to see if candidates have read them and if they respond to interview requests

Cons of using emails for inviting candidates to interviews

There are also a few potential negatives to using email to get in touch with candidates to line up interview, including:

  • They can seem automated, cold and impersonal to recipients
  • Emails can end up the spam folders of candidates, so they never get them in time
  • The email can create barriers for candidates with disabilities (such as blindness)

As you may notice, there are a few pitfalls of using email, but as a whole, this can be a good way to get in contact with candidates to invite them in for a personal email. Some simple guidelines for sending emails out to candidates can be:

1. Use an eye-catching email subject line

In order to get candidates to open the email immediately, you will want to use a powerful subject line to grab their attention. Use a branded approach and write something like: “We want to hire creative nerds like us” or “Open this email if you are ready for your next great adventure!”

2. Send the email out at least a week in advance

To give candidates enough time to respond for the interview date, be sure to send the email out in advance. Allow the candidate to choose from a few alternate dates and times for the best results. You can include a link to a central calendar for booking the interview to make it more efficient.

3. Provide enough information in the confirmation email for the candidate

The email should include the job title and a brief description, the date and time for the interview, driving and parking instructions, what to bring, who the candidate will be meeting with, the estimated time for the interview process, and any pertinent information for the candidate to be prepared.

Here are some helpful tips for formatting a candidate email you may find helpful. And if you need more assistance, contact the experts at Venteon today! We are always available to help with your career needs.


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The Secret Rule to Hiring the Best Financial Candidates

September 8th, 2015

The financial market has become candidate driven, and this means the competition for the best financial candidates is tougher than ever before. It can take longer than usual to find the right financial candidates, particularly because you don’t want to hire just anyone for this important role. You need people who have the proven skills, knowledge, and personality to handle the challenges of this complex job. Therefore, it helps to know the secret rule to finding the best financial candidate.

What’s the secret rule for hiring the best financial candidate?

Partner with a financial staffing agency. That’s right. Why go it alone and take chances that could spell disaster? A staffing agency has years of experience with sourcing, screening, evaluating, and placing high-quality financial candidates with companies like yours. It takes the guesswork, the time and the hassle out of finding great people. The other benefits of working with a financial staffing agency include:

  • The staffing agency has a track record for placing financial candidates in multiple types of positions
  • The staffing agency already has done the upfront work for you in finding the best financial candidates
  • The staffing agency has a wide number of resources for making sure candidates are a good culture fit
  • The staffing agency can handle all areas of recruitment from assessments to payroll and benefits
  • The staffing agency can arrange for a replacement if you are not happy with the candidate

These are just a few of the benefits of working with a financial staffing agency when searching for the right candidate. Some of the ways you can make this process a smooth one so that you get the maximum ROI from this relationship can be:

Making sure you have a detailed and clear job description for every financial role you want to hire for. This is a must for all financial recruitment efforts because it helps the staffing agency select the right candidate for every role. Each job can be so specific to certain areas, with different requirements, so be sure to include this information as you work with each recruiter.

Create a profile of the ideal financial candidate for your culture. To help your staffing agency find the right financial candidate for your business, you will want to provide them with as much information as possible. This includes a detailed profile of your ideal employee. Base this on past good hires, combined with the personality and skills you know will fit in well with existing teams.

Have a plan for onboarding your new hire. Your staffing agency can support your goals of placing the best financial candidate if you can make this a smooth transition. Create a temporary financial employee training and orientation plan that onboards the new hire. Assign a mentor employee to help the new hire get acclimated.


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September 1st, 2015

Engineering Manager

  • S. Mechanical Engineering and Master of Science Degrees
  • 20+ year’s leadership experience in automotive component engineering and manufacturing operations
  • Consistently deliver stretch objectives on time and within budget
  • Developed LIN (Local Interconnect Network) front wiper motor twelve months ahead of schedule for the Ford F150 and F250
  • Achieved best-in-class warranty performance through current model design modifications
  • Leadership positions include: Design Engineering Manager, Manufacturing Engineering Manager, R&D  Engineering Manager, Manufacturing Operations Manager (NA and Europe), and Quality Manager


Mechanical Engineer

  • Master of Science in Mechanical Engineering
  • Product/Development Engineer
  • Supported development of new vehicle air induction systems and cabin air filters, acting as interface between plant and customer and providing direction to CAD designers
  • CAD/CAE (NX/Unigraphics, Pro/ENGINEER, Solidworks, WAVE)
  • DFMEA, GD&T, DFSS (Design for Six Sigma); Toyota 8-step Problem-Solving Process


Electrical Engineer

  • Bachelor of Science in Electrical Engineering
  • Debugging complex electrical, mechanical and pneumatic systems
  • Repair and retrofit product and equipment
  • Performed ergonomic analysis using man-assignments, and designed and presented alternative solutions where ergonomic issues were discovered
  • Willing to travel

Start Taking Ownership of Your Engineering Career!

August 27th, 2015

Do you depend on other people to help you succeed in your engineering career? If so, it is time you stop doing this and take ownership of your career in a big way. The more ownership you take, the more successful you can be in your career. What does it mean to take ownership of your career? Well, you can get out of a bad situation such as receiving less-than-adequate pay, working for a bad boss or working a job you hate.

Here are some tips for making your engineering career better by taking charge of it.

Make a List of What You’re Good At

Sit down and ask yourself a couple of questions. What am I good at? What are my best accomplishments? What are my best skills? What are my best qualities? Start making a list as you answer all of these questions. Do this for about 20 minutes, writing down everything you do better than others. Once done, organize the list into groups of accomplishments, skills, qualities and more. You will now be able to sell yourself to employers.

Start Being Proactive

If you really want to take ownership of your engineering career, then you must start being proactive immediately. Being reactive in your career will get you nowhere, and it has probably already happened, or hasn’t happened. When you are reactive, you wait for your boss to promote you or you wait for a recruiter to contact you about a potential job opportunity. Turn this around by asking about a promotion or contacting a recruiter about what they have available. Or go out and get more education in an area of interest, then looking for a new contract job elsewhere.

Meet New People

The old adage, “It’s not what you know, but who you know,” is incredibly true here. Take time out of your busy schedule to meet new people who can help your career. This means attending conferences and other networking events on a regular basis. Or taking on temporary engineering jobs to find a better company. Even if you are not yet ready to make the switch to a new job, having new people in your corner can make the move much easier when the time comes.

Leave Your Comfort Zone

Part of being proactive is leaving your comfort zone. People often don’t take steps forward because they worry about what others think of them. Make as much of an effort as possible to meet new people, attend events and schedule informational interviews. Do all of this with people who are like-minded so you can pick their brains and figure out how they are taking ownership of their careers.

Start taking ownership of your engineering career today by putting some of the tips above to good use.


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Do Your Engineers Come Through Inbound Recruiting?

August 21st, 2015

Companies that need to hire engineers do so using a variety of different methods. Those methods include normal job postings, partnering with staffing firms, employee referrals, and headhunting. But, there is another option out there that companies should be taking advantage of today; inbound recruiting. This hiring method will make it easier for your company to regain its competitive edge in hiring within the industry.

Inbound Recruiting Drives Consideration

You might have the attention of engineer job candidates, but who is to say that they will actually hit the “Apply” button on the careers page of your company website? The thing is, there is no guarantee that they will apply. Because of this, you should use inbound recruiting, as it drives consideration for your open engineer jobs.

The strategies employed with inbound recruiting prevent you from taking advantage of your candidates’ time. You can drive consideration by having members of the company write blog posts about culture, be engaging on social media accounts and create content that proves why candidates should choose the company.

Inbound Recruiting Helps to Create Awareness

When companies utilize inbound recruiting to find engineers, they are able to attract candidates to their social media accounts and their website. Companies do this by creating valuable content that the candidates also find relevant to themselves. If your company needs to find talented engineers for open jobs, consider creating content that will be relevant to candidates by researching what they are searching for online. When this happens, candidates will find your company and hopefully view it as a valuable resource even if they are not searching for a job at the moment.

Inbound Recruiting Makes a Candidate’s Decision Easier

A third advantage of using inbound recruiting to find engineers for your company’s open jobs is that it makes a candidate’s decision easier. By reading your relevant content, the candidate will be able to determine if you are a viable employer. Once this stage is reached, the candidate will then be able to decide if they would want to work for your company.

This part of the process is very important because the company must create a very positive experience for the candidate when it comes to applying and interviewing for the job. The candidate might not apply for the open jobs right away, but could do so in the future because you helped guide them through the job search process. Perception is major at this point in the process for the company, because it wants to be viewed as a viable employer.

Inbound recruiting to find engineers for open jobs is an effective method of finding the right candidates. The next time your company is ready to hire, be sure to use inbound recruiting.


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Stop Turnover in Its Tracks – Engineering and Technical Recruiting

August 14th, 2015

The engineering and technical industries can be tough enough to recruit for, but when there is frequent employee turnover, it becomes an uphill battle. Employee turnover is often a symptom of several things, most of which can be corrected with the right strategy. Learn how to win the war for talent by stopping turnover in its tracks.

Evaluate your current compensation structure

According to the PayScale Compensation Best Practices report for this year, the number-one reason why employees leave is for better pay. If you are not offering enough in terms of salary and benefits to your engineering and technical teams, they will be looking for other jobs in short order. Use current salary data for your company, and improve the starting salary and the merit structure for all your employees.

Scan through previous exit interview notes

You can learn a lot about turnover from past employees who have mentioned salary during exit interviews. Read through a handful of these exit interviews (with the HR manager) and see what reasons were given. Then take steps to improve these areas in the business to prevent more employees from leaving.

Review all your job descriptions carefully

It could be a good time to review all of your job descriptions to make sure employees are not burdened with tasks they should not be doing. This can lead to burnout and frustration. You may need to reassign some tasks to the right people, and create new positions to handle some of these tasks more efficiently.

Understand what makes people stay

Send out a confidential employee satisfaction survey to find out what employees like about working for your company and what they don’t like. Encourage managers to get full participation from employees. Use this data to improve the workplace and retain more people.

Give employees career development support

Many employees choose to leave companies because they do not feel they can go any higher in terms of their career growth. They leave “dead end” jobs for more challenging roles with other companies. This is a huge value for engineering and tech employees. Make sure your company has a system for promoting people and supporting their learning goals.

Make the work environment better

The work environment itself may be depressing, unsafe, or just uninspiring, which is causing engineering and technical employees to quit. Conduct a full audit of the property, making corrections to hazards, updating work areas and break rooms, and reducing clutter in common work areas. This can help to boost employee morale enough to make more people stay.


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