Lutz adds Howes, McLane, Schriner, and Shafer

Lutz adds Howes, McLane, Schriner, and Shafer

 

LUTZ BUSINESS INSIGHTS

 

Lutz adds howes, mclane, schriner, and shafer

Lutz, a Nebraska-based business solutions firm, welcomes Jessica Howes, Andy McLane, Dakota Schriner, and Jeffrey Shafer.

Jessica Howes joins Lutz as a Talent Sourcer in the Omaha office. She is responsible for interviewing and placing candidates for Lutz Talent clients. Howes focuses on recruiting for the accounting, finance, office administrative and human resource industries. Graduating from the University of Nebraska at Lincoln, Jessica received a Bachelor’s degree in hospitality management with a minor in leadership communication. 

Joining Lutz Tech as a Systems Engineer, Andy McLane brings over 18 years of technology systems and engineering experience to the team. He is responsible for installing, configuring and maintaining application software and system management tools. Andy graduated from the University of Nebraska at Lincoln with a Bachelor’s degree in biological sciences. McLane works in Lutz’s Lincoln office.

Dakota Schriner joins Lutz’s accounting division as a Staff Accountant in the tax department. He performs complex consulting, as well as controversial service projects. Projects include assisting clients with tax-related issues from pursuing tax incentives, to managing state tax audits. Dakota received his Bachelor’s degree in accounting and management information systems from the University of Nebraska-Omaha. Dakota works in Lutz’s Omaha office.

Bringing over eight years of industry experience, Jeffrey Shafer joins Lutz Tech as a Systems Administrator in Lutz’s Omaha office. He is responsible for ensuring all systems are in working order through day-to-day system repairs and maintenance. Specifics include software installations, security inspections, server upkeep, troubleshooting and other technical support for end-users. Graduating from Bellevue University, Jeffrey received his Bachelor’s degree in information technology.

 

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HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

Toll-Free: 866.577.0780  |  Privacy Policy

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LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Connecting Talent to the Right Opportunity

Connecting Talent to the Right Opportunity

 

LUTZ BUSINESS INSIGHTS

 

connecting talent to the right opportunity

chris bouchard, director of talent acquisition

 

The labor market is fragmented so much that most of us tend to settle for what comes our way. Often, when talent meets opportunity, it is bliss for both the job seeker and the employer. The McKinsey Report shows that between 30-45% of the working-age population around the world are unemployed. Yet, 40% of US employers say that they cannot find talent apt for open opportunities.

Everyday people struggle to find jobs that match their skillsets. People want jobs that resonate with their cultural, financial and career goals. On the other hand, employers need talents that share the organization’s vision, mission and goals. Companies want people who can thrive in the existing culture while driving the company to the next level.

As millions of job seekers can’t connect to the right opportunities, employers too can’t fill open positions with the right talents. Optimum satisfaction in the labor market occurs when there is a perfect talent-opportunity match.

Reasons for Talent-Opportunity Mismatch

High employment turnover in companies can be linked to talent-opportunity mismatch. Some people join companies for the paycheck, and not for performance or career growth.

One perceived cause of the talent-skill mismatch is lack of proper education. As global shifts in economies and technologies hit new highs every year, innovative teaching methods remain unchanged. As such, forward-looking companies have established management trainee programs and career development projects to align talent to their organizational needs. Revamping workforce strategy by strengthening the existing hiring, training, and development processes are fundamental.

In addition, technological advances and employee expectations are re-shaping the labor market. From social media and online hiring platforms to generational shifts, these new challenges are consistently keeping employers and staffing firms on their toes.

Hiring agencies play a pivotal role in connecting talents to the right opportunity. These agencies have an extensive pool of candidates with different skill sets to help align the needs of the company and candidate faster.

Finding the Right Talent (As an Employer)

Let’s evaluate and see the extent to which the employer plays a part in creating an environment that attracts the right talent.

  • In the initial stages of talent search, the employer must be fully conversant with the role in question. Why it exists, what part it plays in the bigger vision, where it leads to, its main challenges, salary and benefits, and most importantly, the responsibilities. 
  • Once this is laid out, it paves the way for creating the role’s job specification. You can use the job description to help you write this up. A well-prepared job specification will clearly define the ideal background of the potential candidate and the skills they must have.
  • Considering that 60% of success is based on cultural fit, employers should emphasize hiring a person that fits the bill. Any issues such as personality, working environment, leadership style, and work-life balance should be brought to the table during the hiring process.
  • Sometimes, panelists are subjective and impatient. If this is the case, they will quickly scan through the resumes, not caring how the interviewees at hand can best fit their team. As a result, we form teams that are unhappy and unyielding. It doesn’t have to be this way. Organizational heads can improve the hiring process by appointing passionate and skilled human resource experts. This will foster adherence to tried-and-true recruitment policies and procedures.

Finding the right company (as a candidate)

For some job seekers, it is more of finding a job that can foot the bills rather than finding the right career. For people trying to find the right opportunities, consider the following:

  • What do you want? Determine your goals; both short term and long term. Consider if the opportunity you are pursuing matches your aspirations.
  • If you are changing a role or position, ask yourself what upsets you in your current role? Is this problem something that will be resolved with the change in jobs (if already employed)?
  • What type of leader do you want? A transactional, transformative or dictatorial leader?
  • What excites you in the role you are pursuing? What areas of the role do you enjoy the most?
  • Does your skill set match the opportunity? For example, is there software you are not familiar with?
  • Know the details of your preferred career. Consider things that could make you happy.
  • What is your ideal salary? And what is the least amount you can take?
  • Where do you want to be in the next five, ten, or 30 years in your career?

It is surprising how many candidates don’t know their ideal jobs. Some candidates sign up for jobs they know little about. Such job-seekers find it difficult progressing in their careers. It is crucial for talents to have career goals that enable them to identify market opportunities that match their skills.

Because of the chaotic nature of the labor market, recruitment processes are increasingly becoming overwhelming for employers. Correlation between employee satisfaction and ROI calls for job seekers and companies to device ways of connecting to the right opportunities.

Organizations are outsourcing hiring tasks to help connect to the right talents. Some are forming talent communities, while others are sticking to traditional hiring methods. Regardless of the method you choose, always place measures that ensure your corporation connect to the right people. For job seekers, consider the core questions addressed earlier, and you’ll find it easier connecting to your dream job.

ABOUT THE AUTHOR

402.769.7059

cbouchard@lutz.us

LINKEDIN

CHRIS BOUCHARD + DIRECTOR OF TALENT ACQUISITION

Chris Bouchard is the Director of Talent Acquisition at Lutz Talent with over 13 years of staffing and recruiting experience. He will lead the team’s business development efforts from a direct-hire and temporary staffing perspective as well as strategic assessment and selection of potential candidates with an emphasis on human resource and accounting positions. His approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been and will continue to be integral to his success.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Association for Corporate Growth, Member
  • Financial Executives International, Member
EDUCATIONAL BACKGROUND
  • BS, Northwest Missouri State University, Maryville, MO
COMMUNITY SERVICE
  • Habitat for Humanity, Volunteer
  • Together, Volunteer

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HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

How to Answer These 4 Frequently Asked Interview Questions

How to Answer These 4 Frequently Asked Interview Questions

 

LUTZ BUSINESS INSIGHTS

 

how to answer 4 frequently asked Questions in an interview

katy doyle, recruiter

 

Whether you are fresh out of college or a seasoned professional, interviews can be nerve-wracking. You may be nervous that an interviewer might throw you a curveball question and you won’t know how to answer it. But don’t sweat it! You can prepare yourself on how to answer the tricky questions and by the time your interview comes, they won’t seem so difficult.

Question 1: “What is this gap in your resume?”

Everybody knows that life impedes your work at the least expected times. You got laid off or fired from your last job or moved to a different state or city after your partner took a new position. You had kids and stayed home with them until they started school or took time off after college to travel the world. Whatever the reason is, if the interviewer notices a gap on your resume, they will ask you about it in your interview. This question could throw you off guard, but being well-prepared will make you stand out from the crowd.

How to answer this question: Keep your answer brief and focus on how you took control of your situation, more so if you got fired. Add a positive twist to your answer by discussing any skills you learned during the gap.

An example of this may be: “I got fired a few months ago and since then, I have been looking for a job. This time off was the perfect opportunity for me to take a course on Microsoft Excel and develop my skills with the program.”

Question 2: “What is your desired salary?”

(Also worded as “How much do you expect to get paid?” Or if you’re interviewing at a start-up, “Are you open to added benefits/stock options for taking a lower salary?”)

Experts have varying opinions on whether to discuss your salary requirements in the first interview. But, a lot of interviewers show no hesitation asking this question. Because of the common misconception about salary discussion, people are not prepared to answer this question when they walk into their interview. They either low-ball themselves and ask for too low of a salary or overestimate the employer’s pay-grade. No matter what you heard in the past, you should be prepared to answer this question.

How to shine with your answer: The internet and Google are your best friends when prepping for a job interview. Websites such as The Salary Project and Glassdoor give you invaluable information on the salaries offered by companies. Use these tools to create a pre-determined range on what you will ask for if this question arises. You should prepare by creating an explanation on why you chose your range, using the information you found as evidence.

An example of this may be: “I prefer a salary between $55,000 and $60,000. Per my research using The Salary Project, this is the typical starting salary for people in this position.”

Question 3: “Which tasks do you NOT like to do?”

This question is just a fancy way to ask, “What are your weaknesses?” Most managers want a balanced work team that can get the job done and that means hiring people with a variety of strengths and weaknesses. Interviewers are NOT looking for the perfect person, but for someone who can handle their weaknesses with grace and who can problem-solve to make a positive impact on their work team.

How to shine with your answer: When preparing for your interview, brainstorm your personal weaknesses. Take one of your weaknesses and think about how you turned it into a positive. Did you get over your fear of public speaking through improv acting classes? Did you come up with a super awesome digital organization system because you’re not the best at keeping your desk clean? Now is the chance to showcase those talents of yours. And yes, they matter to your interviewer.

Here is an example of how to answer this question: “I have not always been the best at keeping paper files organized, but thank goodness for technology. I found a super awesome way to keep my filing system organized by using Microsoft Office and can find any document you ask for in seconds.”

Question 4: “Why should we hire you?”

No, this question is not a chance to brag about how awesome you are and how you are the best candidate for the job. But it is a subtle way to show how you would best get the job done. It is about your capabilities and how your assets would benefit the company.

How to shine with your answer: Through prior research of the company and even from what the employer said during the interview, you can see what the company needs and how you can fill the gaps. Your answer should provide a solution to these gaps and how you are qualified to help the company succeed.

For example: “I know that your company wants someone to modernize your brand. With my expertise in graphic design, I can create an amazing re-branding that will suit your needs.”

 

Now that you have guidelines on how to answer these “tricky” interview questions, you hopefully have gained some insight and a boost of self-confidence for your interview. As prepared as you are, positivity goes a long way with interviewers and that is the most important asset you can bring to any workplace.

ABOUT THE AUTHOR

402.763.2976

kdoyle@lutz.us

LINKEDIN

KATY DOYLE + RECRUITER

Katy Doyle is a Recruiter at Lutz Talent with over nine years of experience in the recruiting industry. Her primary responsibility is placing candidates for Lutz Talent clients, as well as filling internal roles at Lutz. Doyle specializes in search and staffing for accounting and finance positions.

AREAS OF FOCUS
  • Recruiting
  • Accounting and Finance Industry
  • Networking

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HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Lutz adds Melissa Adams and Connie Harrison

Lutz adds Melissa Adams and Connie Harrison

 

LUTZ BUSINESS INSIGHTS

 

Lutz adds Melissa Adams and Connie Harrison

Lutz, a Nebraska-based business solutions firm, recently added Melissa Adams and Connie Harrison to its Omaha office.

Melissa joins Lutz Talent as a Client Relations Lead and brings over 14 years of experience in the recruiting industry. She is responsible for assisting the talent team in managing client accounts, as well as developing new client/candidate relationships. Adams specializes in search and staffing for accounting and finance positions. Melissa received her Bachelor’s degree from the University of Nebraska-Omaha.

Connie joins the firm as an Internal Staff Accountant. Her primary responsibilities consist of compiling and maintaining accounts payable records, reconciling credit cards, generating checks, and other administrative tasks. Harrison brings over 11 years of relevant experience in bookkeeping, accounting, billing, and compliance.

 

RECENT POSTS

Are We Headed for a Recession?

Are We Headed for a Recession?

Each morning I craft a Market Update email that I share with our advisors. This email provides commentary on what is happening in the markets and the economy. It includes data related to asset class…

read more

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We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Resume Do’s and Don’ts

Resume Do’s and Don’ts

 

LUTZ BUSINESS INSIGHTS

 

resume do’s and don’ts

alex cassidy, talent acquisition lead

 

The ease of applying to jobs online has created an influx in resume submissions. Consequently, employers and HR departments spend only a small amount of time reviewing each resume and usually look for very specific things. Therefore, having a well prepared, properly formatted resume is critical to making it to the next step in the process.

One of the most important thoughts to keep in mind when creating a resume is to keep the information in the document relevant and brief. There are probably a lot of things you might want to include that should not be added, especially when you only have a few seconds to grab the employer’s attention. This “fluff” will distract and divert the reviewer from getting to the important information that they are looking for.  

Format

A resume should be in legible black text on white paper. A simple font such as Times New Roman is usually preferred. Do not get creative with standout color schemes or images, as this can come across as unprofessional. Bullet points should replace any large paragraphs of text that can be difficult or cumbersome to read.

The basic template should include contact information, employment history, education, and a software skills section. The sections about experience and software skills should be tailored to be relevant to the specific job you are applying for. Your listed experience should always be the largest and most significant section, which comes immediately below your name. You should not use a summary or list any soft skills on your resume.

Personal information

Personal information should be limited to name, address, phone number, and email address. Any other general information, such as your personal objective or career goals, should be avoided unless an employer has specifically asked for this information.

Content

It is always a good idea to create different, tailored copies of your resume that highlight certain experiences, skills or previous jobs relevant to the position that you are applying for. Having experience or education that is impressive but irrelevant to the job will not help, even if it is tempting to include it. Jobs should be separated by title along with bullet points that clearly describe regular job duties, accomplishments, and tangible goals that were met while in the position.

Gaps

Do not leave gaps of unexplained time. This is a common piece of advice that has not changed much over the years. Use years to show consistent employment or education for the entire duration of time that is included in the document.

Length

As a general rule, people with shorter work histories, or those 30 years old or younger, should limit their resume to one full page. Even for people with decades of experience, two pages should be the absolute maximum length. Anything longer than two pages will most likely not be read and could cause valuable information to be overlooked.

Your resume should be an easy to read, short document that explains your prior experiences and qualifications that are relevant to the specific position you are seeking. Creativity is less important than sticking to the proven formula. This will show an employer everything they need to know about you in that stage of the process in a minute or less.

ABOUT THE AUTHOR

531.500.2006

acassidy@lutz.us

LINKEDIN

601 P STREET

SUITE 103

LINCOLN, NE 68508

ALEXANDRA CASSIDY + CLIENT RELATIONS LEAD

Alex Cassidy is a Client Relations Lead at Lutz Talent with over two years of recruiting experience. She focuses on partnering with clients in an advisory capacity to find the right candidates that will best fit their current business environment as well as the entire organization as it grows for the future.

AREAS OF FOCUS
  • Recruiting
  • Accounting and Finance Industry
  • Networking
AFFILIATIONS AND CREDENTIALS
  • Admitted to the Practice of Law in Nebraska
EDUCATIONAL BACKGROUND
  • JD, University of Nebraska, College of Law, Lincoln, NE
  • Master of Education (M.Ed.) in Elementary Education & Teaching, University of Nebraska, Lincoln, NE
  • BA in Political Science, University of Nebraska, Lincoln, NE
COMMUNITY SERVICE
  • Kappa Alpha Theta Sorority, Advisor
  • CASA for Lancaster County, Case Volunteer
  • Alzheimer’s Association, Volunteer

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

7 Questions You Should Always Ask in an Interview

7 Questions You Should Always Ask in an Interview

 

LUTZ BUSINESS INSIGHTS

 

7 questions you should always ask in an interview

Steve guenther, LUTZ Talent relations lead

 

Job interviews are typically the first step in the job seeking process and it is important to make a great first impression. However, you (as the candidate) shouldn’t be the only one responding to all the questions. Interviews pose as opportunities for both the employer and the candidate to get answers. Potential employers want to know about your skillset and experience, but it is your chance to learn more about the company and the role you could potentially fill. Below are seven questions you should ask in an interview setting:

1. How Would You Describe Your Company’s Culture?

Find out more about the company’s culture to determine if it’s a good fit for you. Consider how much time is spent in the workplace, so you want to ensure you will enjoy being there every day. Start by asking questions about the work environment. For example:

  • What is the team dynamic like?
  • What do the employee relationships look like around the office?
  • What are the typical working hours?
  • What is the company dress code?

Also, you can inquire about the different activities the company might offer. What was the last event the company celebrated? Do they offer opportunities to volunteer or give back to the community? These activities will allow you the chance to build rapport with your team and establish relationships, outside of the office.

2. How Would You Describe Your Leadership Style?

This question will help you learn what makes your supervisor “tick”. Knowing their preferences, strengths, and weaknesses will help you work better together. Ask about how they:

  • Prefer to communicate
  • Delegate tasks
  • Monitor your performance
  • Motivate their team

3. What are the Expectations of the Person Accepting this Role?

By asking about the expectations of the role, you’ll know what you will need to do to perform the job well. Ask about what the team’s short-term and long-term goals are so you can see if your skills align with the expectations. You’ll want to be sure you’re setting yourself up for success, right from the start.

4. What Do You Feel is the Biggest Challenge of Someone Starting in this Role?

Learn about any potential hurdles you may face on the job, whether it may be a new system they’re implementing, a recent acquisition, or a new CEO. Be sure to ask follow-up questions to open up a discussion about how you should approach these challenges.

5. What Do You Like Best About Working Here?

Ask what your interviewer likes best about working at that company. Their answer will provide insight into what motivates the employees and keeps them happy. This is also a great opportunity for you to build rapport with your interviewer while also learning about the company’s benefits and strengths.

If you get the chance to talk to multiple interviewers, be sure to ask about each of their personal experiences and what they like best about working with their team. Each of their answers may be different and will help you learn more about the company and its culture.

6. What is the Career Path for Someone in this Role?

Asking about your potential career path shows your interest in growth opportunities at the company. Inquire about the advancement opportunities within the company and if they offer any training programs to help you get to the next level. Also, consider asking the interviewer for examples of how others, at the company, advanced in their roles.

7. What are the Next Steps in the Interviewing Process?

If you ask about the next steps that follow the interview, you will have a better understanding of what to expect in their hiring process. It also sends the message that you are interested in moving forward with further discussions. Find out about their hiring timeline and whom you might hear from regarding next steps.

 

In summary, asking the right questions allows you to obtain information that you wouldn’t normally get from simply reading the job description. Be sure to write your questions down so you do not forget what you want to ask during the interview. By preparing, in advance, you’ll show your interviewer that you’re enthusiastic and serious about the opportunity.

ABOUT THE AUTHOR

402.763.2969

sguenther@lutz.us

LINKEDIN

STEVE GUENTHER + TALENT RELATIONS LEAD

Steve Guenther is a Talent Relations Lead at Lutz Talent with over 20 years of experience in a hiring and managerial capacity, and more than three years in staffing/search. He is responsible for assisting clients through the hiring process by searching for, and selecting potential candidates that will fit their current and future business needs. Steve will focus his efforts on administrative, human resources, and various accounting staffing needs.

AREAS OF FOCUS
  • Recruiting & Search Services
  • Temporary Staffing
  • Direct Hire Placement
AFFILIATIONS AND CREDENTIALS
  • Predictive Index Analyst, Certified
EDUCATIONAL BACKGROUND
  • BA in Business Administration, Wayne State College, Wayne, NE
COMMUNITY SERVICE

 

  • Saint Columbkille Catholic Church, Parish Member, Volunteer

 

THOUGHT LEADERSHIP
  • 7 Questions You Should Always Ask in an Interview

SIGN UP FOR OUR NEWSLETTERS!

We tap into the vast knowledge and experience within our organization to provide you with monthly content on topics and ideas that drive and challenge your company every day.

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

 

LINCOLN 

601 P Street, Suite 103

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850