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 www.venteon.us.com 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.

The Key to Attracting Entry-Level Engineers

February 20th, 2015

Does your company need to attract more entry-level engineers for open jobs? If so, you might run into a couple of problems that can be corrected by almost any company. Entry-level employees can be difficult to attract due to the fact that they are likely from the millennial generation and will be working for managers from the baby boomer generation, which can be a large gap in how operations are handled. Below, we will discuss the key to attracting entry-level engineers at your company.

Update the Office Environment to Appeal to Engineers

When it comes to attracting entry-level engineers to your company, you must take into account that entry-level employees do not want to work in cubicle farms. This office setting was popular in the 1980s and 1990s, but should be done away with as soon as possible now. Open floor plans are a great way to attract entry-level engineers, who want to be able to speak with their co-workers without having to climb over a cubicle wall or walk down the hall because of the dividers in place.

Learn How to Speak Online Language of Engineers

Another great way to attract entry-level engineers to your company is by learning how to speak their online language. The generation of millennials is the first one to be entirely connected to technology. They have spent their entire lives online and do not know what it is like to be without the internet. Update your company website, including the careers page, in order to catch the eyes of potential engineering candidates. The website should be easy-to-use and should convert to a mobile platform so millennial candidates can find it on smartphones and tablets.

Change How Employees Can Work

Our third method to attracting entry-level engineers to your company is to change how employees can work. With all of the technology available today, millennial workers do not view work in the traditional sense of in an office from nine-to-five each weekday. Instead, they want their employers to be flexible in how and where work can be completed. An excellent way to make this happen is by offering flexible work schedules for your employees. They can be allowed to come to work early and leave early, come to work late and leave late, or work longer hours from Monday through Thursday in order to have Friday off.

The engineering industry is one of the most competitive within the job market today, especially when it comes to adding entry-level engineers to your employee ranks. If your company is finding it difficult to bring in the best new talent, consider making one or more of the changes outlined above to improve your chances.

Engineering Candidates, Troy, MI – Candidates In The Spotlight

February 12th, 2015

Test Engineer / Metallurgical Specialist

  • Expertise in metallurgy and alloys
  • Over 10 years of experience in automotive lab environments
  • Extensive structural and metallurgical testing experience

Mechanical Design Engineer

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

Entry Level Engineer

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

 Mechanical Engineer

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

Account Manager

  • 9 years automotive experience
  • Experience working for OEM and Tier companies
  • Experience in Technical Sales with both electrical and mechanical systems
  • BSME – Michigan State University

Mechanical Engineering Supervisor

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

Production Control / Master Scheduler

  • Six Sigma Green Belt
  • Strong Lean Manufacturing Skills
  • OEM & Tier Experience
  • Comfortable in Plant and Corporate Environments
  • BBA, Michigan State University





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.