How to Transition a Temporary Employee to a Permanent Position

How to Transition a Temporary Employee to a Permanent Position

 

LUTZ BUSINESS INSIGHTS

 

HOW TO TRANSITION A TEMPORARY EMPLOYEE TO A PERMANENT POSITION

How to Transition a Temporary Employee to a Permanent Position

CHRIS BOUCHARD, DIRECTOR OF TALENT ACQUISITION

 

When you need short-term workers, you may find it beneficial to hire temporary staff. With time, you may consider transitioning the temp employee to a permanent position. How do you handle the process so that it is smooth and beneficial for both parties?

If you hired the temporary employee directly, the process of converting them to permanent status is entirely upon you. If you hired them through a staffing agency, the process would differ based on a few things. Here is what you need to do in both instances.

 

Temporary Employees Hired Directly

The first thing to do is determine whether the employee would be a good fit as a permanent staff member. You want to analyze this factor from the perspective of company culture and the employee’s skill set. Talk to the employee and find out how they feel about becoming a permanent employee. If they are enthusiastic about the offer, their expression will show.

As you talk to them, you can gauge how they like the new role. Do they have a genuine interest in the job? This is also the time to ask them what they hope to bring to the table as a permanent employee. They need to show commitment and flexibility.

Additionally, it is important to talk to the employees who have been working with the temp staff member. They are in an excellent position to validate the candidate’s role and fit in their new status. Having interacted with the employee closely, they can provide you with insights you otherwise might not have.

 

Temporary Employees from a Staffing Agency

For temp employees provided by a staffing agency, the procedure may differ, depending on several essential factors. These include the contract terms, type of employee, and staffing company policies. The first step is to reach out to the staffing agency’s contact person and revisit the conversion process from temp to permanent employee.

Find out from the agency if they allow this kind of conversion and what the process looks like. If their policies allow the transition, they can assist you in the process. The first point would be for the agency to contact the temporary staff and determine what they think about the opportunity. In case of any concerns or questions regarding the opportunity, the agency acts as the negotiator between you and the employee.

The agency handles the entire negotiation process and will learn the employee’s expectations in the new role. One of the most important factors to consider is the employees expected salary or the hourly wage. Transitioning to a permanent employment position comes with an expectation for a higher pay rate, benefits, and other perks. As an employer, you need to consider if you can meet these additional financial obligations.

Upon figuring out the employee’s expected salary rate, make the employee understand the benefits plan. What other forms of compensation do you offer permanent employees? Do you offer any incentives for employee motivation or reward?

 

Validation with the Staffing Agency

The next step in the process is to validate with the staffing professional if you have all the necessary information. This will help you convert the employee into a direct-hire so that the agency no longer binds you. However, the agency can still extend its services through the hiring process. If any questions or concerns arise before the transition is complete, it can act as the mediator to ensure everything runs smoothly.

Ensure that all the necessary background checks are complete. It would help to get a report from the agency, but you should also verify the information yourself. Once you are satisfied with the findings, complete the testing and assessment, and get any references you may need. Finally, draw up the employment contract or job offer and let the employee know when they can start working as permanent staff. If you need help with drafting the job offer, the staffing agency can assist.

 

Advantages of Converting a Temp Staff to Permanent Employee

Hiring temporary staff is an excellent way to source great talent quickly and at a lower cost. If the talent you find meets your needs, you have the luxury of interacting with and understanding the candidate before hiring them permanently. You also have the advantage of ending the contract without the legal permutations associated with full-time employees. This helps mitigate the risk that comes with the hiring process.

However, no matter how skilled a candidate is, there is no guarantee that they will be the best fit for your company and its culture. Having a temporary employee on your team allows you to scope out their quality of work and assess their ability to mesh with your staff before making any final decisions.

 

Final Thoughts

Converting a temporary staff to a permanent position is an advantage to both the employee and employer. However, for the process to work out smoothly, it is important that you follow the right procedure, whether you are going it alone or working with a staffing firm. If a staffing agency is involved, find out their policies about the transition and how they can help. If you have questions or need more information, contact us today. You can also learn more about our staffing services here or browse our current opportunities.

 

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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3 Ways to Show Appreciation to Employees

3 Ways to Show Appreciation to Employees

 

LUTZ BUSINESS INSIGHTS

 

3 WAYS TO SHOW APPRECIATION TO EMPLOYEES

3 ways to show appreciation to employees

marisa gift, training & development manager

 

No business has achieved success and sustainability without the hard work and dedication of its employees. As Phil Haussler, Vice President of Product at Quantum Workplace said, recognition is like telling employees, “I see you. I see what you did there. I get it. It matters.”

There are plenty of reasons why organizations should focus on offering their employees recognition. It creates a domino effect. Employee recognition leads to greater morale and happiness at work. In turn, happier employees stick around longer. Also, this higher retention rate often leads to more satisfied clients and a healthier bottom-line. Here are three tips your organization can use to incorporate more recognition in the workplace.

1. Encourage employees to encourage one another

Recognition should not only happen from the top-down in an organization. Peer-to-peer recognition is also extremely valuable. To encourage this, businesses should consider using tools such as Quantum Workplace, which includes an employee recognition feature where co-workers can offer praise to their teammates. In addition, organizations can use company announcements or newsletters to feature a recognition piece.

Next, consider starting meetings with a simple question, such as “Who deserves a high five this week?” Not only is this a great opportunity to recognize employees, but it also starts meetings off on a positive note.

Co-workers see the day-to-day efforts that are put forth by their colleagues and are in the best position to highlight their actions. Get everyone involved to maximize recognition in your organization.

2. Incentivize With More Than  Words

Words matter, but they are not the only thing that employees appreciate. Adding rewards for a job well done is another way to show appreciation and incentivize awesome work.

  • Gift Cards- The classic option is a gift card. Whether it is for a specific store or restaurant, people like this reward because it gives them permission to spend a little money on themselves without seeing it come out of their own pocket.
  • Lunch – Show employees that the phrase “there’s no such thing as a free lunch” is wrong! Face-to-face time away from distractions allows employees to feel heard and respected.
  • Favorite Coffee Beverage- A smaller-scale incentive for employees is to bring them their favorite coffee or beverage. This simple act lets your team member know you acknowledge them and their efforts and brings a smile to their face (and caffeine to their bloodstream!).
  • A hand-written note – Never underestimate the power of a simple hand-written note.  In today’s technology-saturated world, it feels good to know that someone took the extra time to put pen to paper to express their appreciation.

3. Above all, be a good human

Employee recognition boils down to being a good person. As Dale Carnegie said in his famous book How to Win Friends and Influence People, “give honest and sincere appreciation.” Listen actively, tell people what you value about them, and check in to show how you care for them as a person, as well as the work they do. If you would like to learn more, check out our related blog, “11 Ways to Increase Employee Job Satisfaction.”

    ABOUT THE AUTHOR

    402.496.8800

    mgift@lutz.us

    LINKEDIN

    MARISA GIFT + TRAINING & DEVELOPMENT MANAGER

    Marisa Gift is the Training and Development Manager at Lutz with over 15 years of experience. She helps shape the firm’s training and development strategy, including creating and spearheading our leadership and management skills programs. In addition, she leads Lutz’s feedback, mentoring, and orientation programs.

    AREAS OF FOCUS
    • Human Resources
    • Training
    • Leadership Development
    • Performance
    • Management Skills
    • Feedback
    • Mentoring
    • Orientation
    AFFILIATIONS AND CREDENTIALS
    • Association for Talent Development, Member
    • Human Resource Association of the Midlands, Member
    • Society for Human Resource Management, Member
    EDUCATIONAL BACKGROUND
    • BA in Communication Studies & Politics, Drake University, Des Moines, IA
    • MA in Communication, Purdue University, West Lafayette, IN
    COMMUNITY SERVICE
    • Holy Cross Lutheran Church, Publicity Committee
    • Holy Cross Lutheran Church, Music Ministry
    • Drake University National Alumni Board of Directors, Past Board Member

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    How to Create Better Teams Using the CliftonStrengths Assessment

    How to Create Better Teams Using the CliftonStrengths Assessment

     

    LUTZ BUSINESS INSIGHTS

     

    CREATE BETTER TEAMS USING THE CLIFTONSTRENGTHS ASSESSMENT

    how to create better teams using the cliftonstrengths assessment

    Stephanie hand, human resources shareholder

     

    Collaboration and communication are the “engine and fuel” of the modern workplace. Teams within and across departments must work together to achieve optimal business results.

    Of course, it is also important for individual employees to understand their strengths and challenge areas. This will allow them to approach necessary feedback with a positive attitude, express themselves more authentically, and ultimately make better work-related decisions. The team as a whole, and indeed the entire organization, will be strengthened as a result.

    One way to create better teams within your company is to use Gallup’s CliftonStrengths assessment. CliftonStrengths, a Web-based assessment consisting of 177 items, measures an individual’s talents which according to Gallup are your “natural patterns of thinking, feeling and behaving.” This blog covers the five reasons why you should consider implementing the CliftonStrengths assessment to strengthen your team.

     

    1. Self-awareness contributes to a stronger team.

    CliftonStrengths bolsters individual self-awareness through its assessment results. Teams with members who have high self-awareness are more likely to perform well, make good collective decisions, and handle conflicts in an effective manner. In addition, self-awareness often leads to enhanced self-development (i.e., team members who recognize their areas of opportunity can now take proactive steps to maximize these strengths as well as “shore up” their weak points).

     

    2. Insights from the assessment can help you build a more balanced team.

    It is no secret that top-performing teams contain a well-balanced mixture of strengths. For instance, you will need team members that have the energy to execute decisions and tasks, those that are skilled at relationship building and communication, and others that consider the long-term strategy.

    All these talents are needed for strong team performance, and they all need to be in proper proportion to one another. Having your employees take the CliftonStrengths assessment can help you build new teams (and adjust old ones) to achieve this balance.

     

    3. Shared language leads to more effective and positive communication.

    Language has been described as “the fundamental currency for any relationship.” This certainly holds true in the workplace. A language “disconnect” between team members can result in misunderstandings and the loss of direction and momentum.

    The CliftonStrengths assessment enables teams to have open and honest discussions around strengths and challenge areas. It also provides a common vocabulary that all team members can utilize during such discussions. This “shared language” can minimize or eliminate confusion, and at the same time, give managers and employees the tools to frame critical feedback in tactful, positive terms. The outcome will be a tighter, more cohesive unit.

     

    4. The right people in the right roles = maximum team performance.

    The CliftonStrengths assessment allows you to link personality strengths with performance outcomes. Assigning a team member to an ill-fitting role may be setting him or her up for failure. In contrast, the assessment enables you to determine which employees would be best suited for specific positions within the team structure.

    You can also leverage the insights gained from CliftonStrengths to facilitate clearer communication as to which team members are responsible for certain aspects of a project. By managing expectations in this way, you will minimize the risk of overlapping effort and prevent misunderstandings.

     

    5. Better relationships mean better teams.

    Bottom line. When team members have a stronger understanding of one another, both on a personal and a professional level, it becomes easier for them to collaborate effectively.

    The CliftonStrengths assessment fosters an increased level of compassion and perception since it provides insights on the strengths and challenge areas of each team member. When all team members are “on the same page,” they will be able to communicate with one another more freely, work through conflicts more easily, and function as a unified team more seamlessly. Each team member will be able to acknowledge his or her own areas of opportunity and celebrate the strengths of others.

     

    In conclusion, the CliftonStrengths assessment is a valuable tool for building better teams. If you have any questions or would like to learn more about CliftonStrengths or any of our offerings, contact us today.

     

    ABOUT THE AUTHOR

    402.496.8800

    shand@lutz.us

    LINKEDIN

    STEPHANIE HAND + HUMAN RESOURCES SHAREHOLDER

    Steph Hand is a Human Resources Shareholder at Lutz with over 19 years of experience. She plays a key role in the people strategy for the firm including Lutz’s performance management process, employee relations and retention, talent management and benefits and compliance efforts.

    AREAS OF FOCUS
    • Human Resources
    • Performance
    • Culture
    • Recruiting
    • Talent Management
    AFFILIATIONS AND CREDENTIALS
    • Human Resource Association of the Midlands, Member
    • Society for Human Resource Management, Member
    • Society for Human Resource Management Certified Professional
    • Senior Professional in Human Resources (SPHR)
    EDUCATIONAL BACKGROUND
    • BS in Education, University of Minnesota, Minneapolis, MN
    • MA in Communication, University of Nebraska at Omaha, Omaha, NE

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    1.19.21 | Generation Z Entering the Workforce | Recording

    1.19.21 | Generation Z Entering the Workforce | Recording

     

    LUTZ BUSINESS INSIGHTS

     

    Gen Z Entering the Workforce

    1.19.21 | GENERATION Z ENTERING THE WORKFORCE | RECORDING

    The new kids have arrived and are taking the workforce by storm. As the most diverse and well-educated generation yet, Gen Z brings an unprecedented digital connection, individuality, entrepreneurial spirit, and sense of purpose, among other strengths. In this presentation, Human Resources Shareholder, Stephanie Hand, and Director of Talent Acquisition, Chris Bouchard, cover what to expect as Gen Z enters the workforce.

    RECENT POSTS

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    Top 4 Staffing Trends for the New Year

    Top 4 Staffing Trends for the New Year

     

    LUTZ BUSINESS INSIGHTS

     

    STAFFING TRENDS FOR THE NEW YEAR

    top 4 staffing trends for the new year

    jessca lage, talent sourcer

     

    2020 was quite a different year in the staffing and recruitment industry. The spread of the COVID-19 virus led to a decline in certain business performances across many industries, leading to downsizing and layoffs. The pandemic has also changed the way companies operate, with virtual and remote working being adopted in many organizations. 

    As we move into 2021, the effects of the past year have changed the way recruiters find and hire new staff. Even with the large pool of unemployed personnel, competition for the best candidates is stiff, with each trying to get an edge over its competitors by hiring quality workers. What trends can recruiters use in the new year to attract qualified potential employees? Here are the top staffing trends for 2021! 

     

    1. Virtual Hiring and Recruitment is Not Going Anywhere Yet 

    Social distancing requirements set in response to COVID-19 forced companies to adopt virtual recruitment strategies. Platforms such as Skype, Zoom, and WebEx were heavily used by recruiters worldwide to conduct interviews and contact referees. 

    Online recruitment has offered companies an easier way to conduct the recruitment process during the pandemic, benefiting from its speed and efficiency. Organizations have also invested heavily in the technology and equipment necessary for a virtual process. When the time is right, we predict to see in-person recruiting start back up.

    Now that lockdown restrictions have been eased, talent managers have to find a balance between online and physical hiring. We expect to see many initial and entry-level interviews done via internet platforms and final and executive evaluations done face-to-face. That said, it is unlikely we will see the end of virtual recruitment in the near future. 

     

    2. Candidates Will Seek More Flexibility 

    2021 will be a transitional year as things begin to get back to normal. While some businesses may have things running as expected early in the year, employees might be affected by external factors that necessitate flexibility. 

    Parents are likely to be the most affected, as many schools and daycare institutions will take time before they are back full-time and at 100% capacity. They will require flexible hours or work from home capabilities to ensure that their children are cared for. 

    Recruiters must understand their customer base, the changes to their schedules and needs over the last year, and how these deviations will affect their work life. This will help create a flexible system to ensure employee satisfaction and business success. 

     

    3. The popularity of Contract and Temporary Positions 

    Companies will have tighter budgets over the next few years as they try to fully recover from the pandemic’s economic effects. With as much as 52% of some companies’ operating budget being staff costs, managers will try and minimize these expenses the best they can while still maintaining optimum production levels.  

    A good way to do this can be the use of temporary and contract staff. The first wave of layoffs cost most companies millions of dollars. Having temporary workers can help avoid a repeat of this scenario. On the other hand, some employees will prefer temp-to-hire jobs over permanent ones in 2021 as it allows them to test their compatibility within the new environment before committing to the role. Temporary and Temp-to-hire opportunities allow candidates to see new industries, company sizes, and job duties before deciding what might be the best fit for them.

     

    4. Relationships are Key! 

    Connections have always been the cornerstone of every recruitment strategy. The decision on which relationship to prioritize during the hiring process determines the kind of staff you hire. 

    Over the past years, recruiters have emphasized recruiting the best talent, with candidate acquisition being a top priority. However, the 2020 crisis has led to many people losing their jobs, increasing the availability of potential workers.  

    Businesses have also lost many clients due to the economic effects of the pandemic, shifting the recruiter’s priority to client acquisition and retention. There will be less allocation of company resources to hiring a top-tier workforce in 2021 as client relationships management will be the first consideration for organizations. 

     

    Stay on Top of These Recruitment Trends in 2021 

    As part of the recovery process from the ongoing pandemic, recruiters must look back at the changes affecting the potential candidates during the period and predict how they can affect the future of the industry. This will aid in effectively hiring competent and qualified personnel, even with increased competition from other organizations. There is a light at the end of the tunnel! If you have any questions, please contact us. You can also view our current openings here

    ABOUT THE AUTHOR

    402.778.7974

    jlage@lutz.us

    LINKEDIN

    JESSICA LAGE + TALENT SOURCER

    Jessica Lage is a Talent Sourcer with over two years of recruiting experience. She is responsible for interviewing and placing candidates for Lutz Talent clients. Lage focuses on recruiting for the accounting, finance, office administrative and human resource industries.

    AREAS OF FOCUS
    • Recruiting
    • Candidate Experience
    • Relationship Management
    EDUCATIONAL BACKGROUND
    • BA in Hospitality Management, Minor in Leadership Communication, University of Nebraska, Lincoln, NE
    COMMUNITY SERVICE
    • Pi Beta Phi Alumni Advisor

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    How to Mitigate the Risk of a Bad Hire

    How to Mitigate the Risk of a Bad Hire

     

    LUTZ BUSINESS INSIGHTS

     

    HOW TO MITIGATE THE RISK OF A BAD HIRE

    how to mitigate the risk of a bad hire

    josh boesch, LUTZ Talent shareholder

     

    Hiring an outstanding employee is important for any company interested in scaling its operations. Sometimes, such employees are not a fit on paper, but their interests and passions match them culturally. This makes talent sourcing challenging and laborious for businesses.

    As the proverbial haystack gets larger, it becomes increasingly difficult to find the needle. Yet, recruiters must make an effort to find the perfect match, so their companies don’t risk incurring the cost of a re-hire. This blog will drill deeper into some of the costs associated with a bad hire and provide measures to mitigate the associated risks.

     

    The Cost of a Bad Hire

    A bad hire costs your company more than a couple of paychecks. Think of the expenses incurred in screening, hiring, onboarding, and training the candidate. According to the US Department of Labor, a bad hire can cost you up to 30% of the candidate’s first year’s salary. In their evaluation, CareerBuilder noted that 75% of companies who made a bad hire incurred an average of $14,900 as associated costs.

    In addition to monetary costs, bad hires can lower the productivity of both workmates and their supervisors. In a recent study, Chief Finance Officers noted that bad hires result in managers spending 17% of their (otherwise productive) time supervising actively disengaged and poorly performing employees. Also, a study by Gallup estimates that poorly performing employees can cost a company $450-$550 billion in lost productivity per year.

    Added to that is lost clients due to dissatisfaction and damaged reputation. If you resolve to fire the candidate, they can leave bad reviews of your company online, which can also damage your reputation. They can also decide to sue you for ‘wrongful’ termination, leading to extra costs in the form of legal fees. Then there is the money used to source, recruit, and onboard a replacement! Hiring the wrong talent is expensive and can significantly affect your bottom line. To that end, let us look at how to mitigate the risk of a bad hire.

     

    Evaluate the Marketplace

    Conducting a market evaluation is essential in understanding the open position in your organization. To assist in ensuring a quality hire, one must define the role, responsibilities, expected outcomes, proposed salary, etc. 

    Defining the role, responsibilities, and outcomes

    To better define the role, evaluate your corporate culture first. What are your values, lifestyle norms, and leadership styles? The candidate should be a fit for both the company and the role, and while technical skills are teachable, the behavior is hard to change.

    Next, engage your team (could be company leaders or otherwise) to drill deeper into the vacant position’s needs. What skills and qualities are you looking for?

    When done with the “internal” market evaluation, it is time to head online. Search for community sites like Inbound.org and LinkedIn. Use their built-in search functions and filters to comb through “position-related” profiles. The key here is to articulate the aspects that define an ideal candidate. In the end, you will have concrete knowledge of what background, skill sets, experiences, and other traits, to expect when forming an ideal candidate.

    Next, use this information to craft a concise job description. Ensure that the job ad is detailed enough to help recruiters and HR professionals keep an eye on the right talent and educate potential candidates about the role’s essential requirements. Ideally, prospective candidates should have a feel of what they are signing up for – upon reading the job description.

    Be sure to include:

    • The role, its responsibilities, and expected outcomes
    • The required background, skills set, experience, and ideal personal characteristics.

    Pro tip: You should set the requirements’ bar high enough – as if targeting only the top 10% performers in the marketplace.

    Establishing a salary range

    First, determine your compensation philosophy. Next, look at pay rates for individuals doing similar duties in the same niche, industry, and region. Often, pay rates are set via market pay studies.

    To ease the process, work with an external recruiter to determine what your ideal talent is earning in the marketplace. Note, a recruiter can help you determine whether your expectations are viable based on your expected performance at a given price point. 

     

    Ensure a Large Candidate Pool

    Finding prospects with the right skill set is a hurdle in talent acquisition, with the culprits being a low number of applications or limited qualified candidates. Thus, writing a concise job description and posting it on various job boards is not enough. In any case, such a strategy will only limit your candidate pool to the people actively looking for a job.

    In addition to posting job ads, comb through online profiles, and send customized messages to anyone you feel is qualified. Also, tap into your network for referrals. According to Jobvite, employee referrals have a lower turnover rate compared to candidates hired through job boards. Besides, hiring through referrals is 55% faster than through a career site.

    For best results, partner with a quality recruiter to help identify even the passive candidates who are highly qualified for the position. Quality recruiters have a database and network full of passive candidates receptive to another opportunity but are not actively clicking the ‘Apply’ button. They can also offer insights on hiring the right talent remotely (if it is the only option).

     

    Follow a Structured Interview Process

    The interviewing process is all about gathering data. This is done in many ways; face-to-face interviewing, skills, behavioral and cognitive assessments, and calling on references who have seen their work in action. Ask impactful and meaningful questions that relate to your company’s needs and wants. The key here is to envision how the candidate in question will contribute to your business and what influence they will have on the existing team culture. And while it may come down to using your gut in making the final decision, you should establish the following about each prospective candidate:

    What they are looking for

    When going through their resume and asking case, behavioral, and job interest-based questions; strive to understand the candidate’s needs. Could it be career growth, higher compensation, work-life balance, or greater responsibility?

    Whichever it is, understand what the candidate is looking for and determine whether you can meet their demands. People will be more motivated and productive in your workplace, and will want to stick around longer if they perceive your organization to be meeting their needs.

    Their story

    Dig into their previous roles. That is, what were the candidates hired to do? What did they do? Their strengths and weaknesses? Why did they leave their positions? What would their manager and teammates say about them?

    While learning their story, check their online presence. Does the candidate use proper judgment in what they share about themselves? What online presence do they have? What do the comments in their posts reveal about them?

    Check references!

    Never skip checking references for any potential candidate. It is your one chance to validate what you’ve heard in interviews or read on resumes. Talk to previous supervisors and managers to get their viewpoint concerning the candidate’s success in their former roles.

    Be thorough. Dedicate 30-45 minutes to dig past “the confirmation of the dates of employment.” Ideally, you should know whether the candidate was a good hire, and if the reference provider seems unenthusiastic to discuss the candidate in question. Get to understand the “why.”

    In conclusion, hiring the wrong candidate is very costly. However, the associated risks can be mitigated in a myriad of ways. The above methods and processes could be more time-consuming, and they require a set of skills too. However, investing a little extra time in the hiring process can pay dividends by not having to deal with a bad hire. Partner with a qualified recruiter like Lutz Talent to assist with the process whenever possible. We embrace your business as our own to energize the right solutions and help you thrive. Contact us for questions or if you need help with your staffing. 

    ABOUT THE AUTHOR

    402.778.7940

    jboesch@lutz.us

    LINKEDIN

    JOSH BOESCH + LUTZ TALENT SHAREHOLDER  

    Josh Boesch is a Lutz Talent Shareholder with over 14 years of audit and recruiting experience. He heads the Lutz Talent division, a service that helps clients identify “the ideal candidate” to meet their business goals, challenges, culture and vision. His experience as a CPA and 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 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
    • Nebraska Society of Certified Public Accountants, Accounting Careers Committee Vice Chairman
    • Institute for Internal Auditors - Aksarben Chapter, Member
    • Information Systems Audit and Control Association - Aksarben Chapter, Member
    • American Payroll Association - Nebraska Chapter, Member
    • Association for Corporate Growth - Nebraska Chapter, Member
    • Certified Public Accountant
    EDUCATIONAL BACKGROUND
    • BSBA, Accounting and Managerial Information Systems, Creighton University, Omaha, NE
    COMMUNITY SERVICE
    • St. Vincent de Paul Parish, Volunteer
    • Knights of Columbus, Finance Committee and Membership Vice Chairman

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    Toll-Free: 866.577.0780Privacy Policy | All Content © Lutz & Company, PC 2021