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.

 

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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

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

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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

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 Ways to Maximize Your Tax Refund

With each tax season comes the hope of a substantial refund, or at least the chance of not owing too much in taxes. So, how can you be sure you are getting back as much as you should…

read more

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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

A Recipe for Job Happiness

A Recipe for Job Happiness

 

LUTZ BUSINESS INSIGHTS

 

A recipe for job happiness

ben wormington, talent acquisition associate

 

For most of us, “work” is a necessary part of life. Some people live to work; dedicating much of their waking effort towards a chosen career path. Others work to live; putting forth just enough effort to generate a stable income. Everyone else is somewhere in between.

When it comes to work, you exchange your time and talents for an organization’s treasure- yet may still feel unfulfilled. You might even change jobs in hopes of being happier, but something is still missing.  The recipe for job happiness includes a balance of three key factors: (1) your knowledge, skills, and abilities must fit your job requirements, (2) your unique work preferences must be present, and (3) your compensation must be fair relative to the previous factors. We will explore each of these key factors individually and how to assess them in this blog.

Your knowledge, skills, and abilities fit your job requirements.

Organizations should have job descriptions written for every position which outline the knowledge, skills, and abilities (KSAs) required to effectively complete each role. If your role does not have a job description… write one! List the activities you perform, how often you perform them, and the percentage of time you spend doing each activity.

Then, look at your job description and ask, “Do I enjoy doing these things?”, “Am I good at them?”, and “Am I using the KSAs I’m best at?” If the answer is “No”, improving your KSAs for your current role or finding a different role that better suits your KSAs will drastically increase your happiness level. If the answer is, “Yes”, move on to assessing the next factor.

Your unique work preferences must be present.

Make a list of all the jobs you’ve ever had, then list what you loved about each job. Once you’re done, some common features should come to light. These work preferences will be different for everyone. One person might enjoy the autonomy to decide which tasks are done and when, while another would prefer a highly structured and consistent work environment. Another person might prefer to work independently, while another prefers being a member of a team.

Try to identify 5 unique work preferences you would want in any role, and be specific. Don’t just write, “Good Culture”, without also describing what “good culture” means to you.

Having trouble coming up with five? Try the inverse of the previous exercise: What did you dislike about your previous job(s)? If something stands out, write down the opposite of that (your list should be positive in nature).

Once you have five written down, prioritize them and compare it to your current job. If you are interviewing for a job, you should be asking about these five things when a hiring manager asks you, “What questions do you have for us?”

Your compensation must be fair.

Ideally, every organization would pay their employees a fair wage relative to (1) the KSAs required for a job and (2) the environment their employees must work in. In reality, you must take ownership over understanding and negotiating your compensation. Start by researching the average pay for your role relative to geographic location and industry (local economic factors matter). The US Bureau of Labor Statistics and other private career websites (e.g. PayScale, LinkedIn, Glassdoor, etc.) can be good resources.

Next, consider the work environment. Organizations known to have incredible cultures or strong benefits packages may pay lower than average wages. Conversely, organizations with damaged reputations or poor work conditions will often pay higher than average wages. Ultimately, you must decide if the proverbial “juice is worth the squeeze” relative to your unique work preferences.

 

It’s critical to your happiness and job success to understand how each of these key factors plays a role in your current or future career. Take the time to discover your talents, preferences, and compensation desires. Once you find the balance between all three, you will have the recipe you need to find joy in the workplace.

 

ABOUT THE AUTHOR

402.769.7057

bwormington@lutz.us

LINKEDIN

BEN WORMINGTON + TALENT ACQUISITION ASSOCIATE

Ben Wormington is a Talent Acquisition Associate at Lutz Talent with over seven years of relationship management and advisory experience. He partners with clients in an advisory capacity and selects potential candidates that fit their business environment, as well as the entire organization as it grows in the future.

AREAS OF FOCUS
  • Recruiting
  • Relationship Management
  • Networking
  • Finance, Investments, & Insurance Industry
AFFILIATIONS AND CREDENTIALS
  • General Securities Representative Examination (Series 7)
  • The Uniform Combined State Law Examination (Series 66)
EDUCATIONAL BACKGROUND
  • Bachelor's of General Studies (BGS) in Administration, University of Nebraska, Omaha, NE
COMMUNITY SERVICE
  • Omaha Mayor's Veteran Advisory Committee
  • Snipe for Sight, Co-Founder, Volunteer

SIGN UP FOR OUR NEWSLETTERS!

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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

5 Tips for Effective Business Writing

5 Tips for Effective Business Writing

 

LUTZ BUSINESS INSIGHTS

 

5 tips for effective business writing

marisa gift, training & development manager

 

When Albert Einstein is mentioned, most people think of genius or science, rather than simple and writing. However, Einstein gave us some important advice for business writing when he said, “If you can’t explain something simply, you don’t understand it well enough.” In today’s media-intense, message-heavy environment, it’s important to consider how we can effectively get our point across in writing. Here are five tips to help you accomplish that goal:

Think first. Write second.

Don’t start by writing. Start by asking yourself what you want the reader to do as a result of your communication. This is important for achieving clarity and conciseness, two keys to effective writing in the business world. Remember Einstein’s words above… if you understand something, you should be able to articulate it simply.

Start with the punchline.

Once you know what you would like the reader to do as a result of your communication, be sure to say that early on. Yes, delivering the punchline right away may go against what we learned in high school English class (as well as any good joke-tellers we’ve listened to over the years). However, it’s important that people understand from the get-go why you are writing and what they are expected to do as a result.

Choose your words wisely.

Make sure your punchline, along with the rest of your writing, is simple and as brief as possible. Never use a long word where a short one will do. Again, we often were trained to show off our fancy vocabulary but this isn’t the best route in business writing. We want our readers to understand our message, not google the definition of our words. Along with brevity, we should also eliminate any business jargon (i.e., “let’s circle back”). This may make you feel like part of the “cool kids club” but it may also confuse your reader!

Keep your cool.

It’s important to stay professional when writing for business. This means you may need to reign in your enthusiasm at times by cutting down on exclamation points and/or smiley-face emojis. Although these extras are great for texting friends and family, they typically don’t belong in communication with your boss or your clients.

Make editing a priority.

Although your mom probably doesn’t care about type-o’s in your communication, the client who is paying you to be detailed oriented might find those same type-o’s to be a red flag. You must make editing a priority in your business writing. One effective way to do this is by reading your writing out loud to ensure that it is clear and makes sense. You can even go one step further and get your friends and colleagues involved for another set of eyes and ears. This type of proofreading process will ensure you are sending the right message to your reader(s).

 

Hopefully, our business writing will be more clear and concise if we follow these five tips. By striving to explain things simply, we illustrate that we understand them well. And it seems even Albert Einstein would approve of that strategy.

 

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 while also managing Lutz’s campus recruiting, orientation and mentoring programs.

AREAS OF FOCUS
  • Human Resources
  • Training
  • Leadership Development
  • Campus Recruiting
  • Performance
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

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

HRM in a Changing Environment + Benefits of Temporary Staffing

HRM in a Changing Environment + Benefits of Temporary Staffing

 

LUTZ BUSINESS INSIGHTS

 

hrm in a changing environment + benefits of temporary staffing

On the most basic level, HR is involved in recruiting, hiring, benefits, compensation, training, employee relations, terminations – just about anything that involves employees and their work lives. In this seminar, Stephanie Hand will cover Human Resource Management in an ever-changing environment. In the second half of our seminar, Chris Bouchard of Lutz Talent, will discuss the benefits of hiring temporary staff, as well as some downfalls that can lead to a less-than-ideal experience for both parties. Chris will cover the right way and a wrong way to go about temp workers including the screening process and “to-do’s” once the temporary employee is hired.

 

RECENT POSTS

5 Ways to Maximize Your Tax Refund

With each tax season comes the hope of a substantial refund, or at least the chance of not owing too much in taxes. So, how can you be sure you are getting back as much as you should…

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