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.

 

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VIEW MODIFIED SUMMER HOURS HERE

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

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.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

VIEW MODIFIED SUMMER HOURS HERE

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

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 acquisition 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

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Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

VIEW MODIFIED SUMMER HOURS HERE

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

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 Katy Doyle as Lutz Talent Recruiter

Lutz adds Katy Doyle as Lutz Talent Recruiter

 

LUTZ BUSINESS INSIGHTS

 

Lutz adds katy doyle as lutz talent recruiter

Lutz, a Nebraska-based business solutions firm, recently added Katy Doyle to its Lutz Talent division in Omaha.

Katy joins Lutz Talent as a Recruiter. She brings 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.

 

RECENT POSTS

5 Key Purchase Agreement Considerations

The purchase agreement is a major component of an M&A deal. It is the contract that documents all of the terms agreed upon between the buyer and the seller in a transaction. Without one, it would be…

read more

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.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

VIEW MODIFIED SUMMER HOURS HERE

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

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

The Benefits of Temporary Staffing

The Benefits of Temporary Staffing

 

LUTZ BUSINESS INSIGHTS

 

THE BENEFITS OF TEMPORARY STAFFING

CHRIS BOUCHARD, DIRECTOR OF TALENT ACQUISITION

 

If you have a vacancy at your company, you may choose to fill it with a temporary staff member. Working with a temporary employee can benefit your business in many ways, however, there are pitfalls you should be careful to avoid. This blog will help you learn more about temporary staffing: what it is, why it works, why it (sometimes) doesn’t, and how to best work with staffing firms and temporary employees.

 

What Is Temporary Staffing?

Temporary staffing (sometimes called interim or seasonal staffing) involves hiring an employee for a limited amount of time. This may be as brief as a day or two, or as long as several months — perhaps to cover a standing employee’s leave.

The temporary staff member may work full-time or part-time. They may have specialized skills that you may not want to hire for on a permanent basis.

Potential benefits of temporary staffing include:

  • It’s less expensive. Temporary employees don’t receive benefits, except for under truly extraordinary circumstances. They also typically receive less pay than a permanent hire. All this adds up to a decreased fixed payroll cost for you.
  • It raises morale. Bringing in a temporary employee doesn’t just add new life to your office. It saves other employees from working double shifts or overtime, which keeps staff happier.
  • It allows flexibility. If you only need an employee briefly, or if you’re still deciding on a permanent hire, a temporary employee gets the job done without tying you down.
  • It’s a trial run. If you need a permanent employee, hiring temporary staff helps you understand how the hire fits into your workplace. If they’re a good match, you can hire them permanently when their temporary gig is through.

 

Potential Problems

As with any new hire, you can run into complications when hiring a temporary employee. For instance:

  • Many companies fail to train their temporary employees. When you’re not planning to keep an employee around, it’s tempting to give them sub-par training. Temporary employees need the same training as anyone else. If you’re going through a large number of temps, training them will require more time and money.
  • The temporary employee may have difficulty adjusting. Temporary employees can have problems integrating with a company’s culture. They may be confused by the new environment, or intimidated by their fellow employees. They also may not be as invested in your company’s success, because they know they’re leaving.
  • Many companies don’t compensate temporary staff ethically. Temps are typically compensated less than permanent staff. They receive no benefits and have no job stability. Hiring many temporary employees may give your company a reputation as a poor place to work.

 

Working with Staffing Firms and Temporary Employees

Thankfully, if you go in with your eyes open you can avoid many of these problems. It’s important to work properly with both the staffing firm and the temporary employee.

When you’re scouting potential staffing firms, do your research. Choose a company that meets your specific needs — whether that’s finances, human resources, or something else.

When you’re communicating with the firm about your staffing needs, be clear about the job requirements, as well as the culture of your company or the team. The firm should give you plenty of information about potential hires, including skills, employment history, personality profiles, background checks, references, and drug test results.

Be completely transparent with the temporary employee you hire, including about compensation, benefits, and their potential for future employment through your company. Make them feel like part of the team, but don’t skimp on following all appropriate procedures with them — including having them sign a non-disclosure agreement.

 

In summary, although there are potential pitfalls to hiring a temporary staff member, these issues are easy to avoid with the proper support and your company stands to gain a lot from the experience. By working closely with the right staffing company, and dealing carefully with your new hire, you can create a beneficial situation for everyone.

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

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.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

VIEW MODIFIED SUMMER HOURS HERE

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

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 Kelly Prokupek as Talent Acquisition Assistant

Lutz adds Kelly Prokupek as Talent Acquisition Assistant

 

LUTZ BUSINESS INSIGHTS

 

Lutz adds kelly prokupek as talent acquisition assistant

Lutz, a Nebraska-based business solutions firm, recently added Kelly Prokupek to its Talent division in the Omaha Office.

Kelly joins the firm as a Talent Acquisition Assistant. She is responsible for providing administrative support to the Lutz Talent team. Her job duties include reviewing applications, writing job ads and corresponding with candidates. Prokupek graduated from Creighton University with a Bachelor’s degree in elementary education.

 

RECENT POSTS

5 Key Purchase Agreement Considerations

The purchase agreement is a major component of an M&A deal. It is the contract that documents all of the terms agreed upon between the buyer and the seller in a transaction. Without one, it would be…

read more

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.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

VIEW MODIFIED SUMMER HOURS HERE

OMAHA

13616 California Street, Suite 300

Omaha, NE 68154

P: 402.496.8800

HASTINGS

747 N Burlington Avenue, Suite 401

Hastings, NE 68901

P: 402.462.4154

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