5 Tips for College Students Looking for Internships

5 Tips for College Students Looking for Internships

 

LUTZ BUSINESS INSIGHTS

 

5 Tips for College Students Looking for Internships

5 tips for college students looking for internships 

robby renshaw, human resources specialist

 

Internships are meaningful opportunities to gain experience and job prospects before you’ve even obtained your diploma. With the potential for payment, professional development, and valuable connections, it’s no wonder that competition among candidates can be so fierce. To distinguish yourself among the rest, you must use all the tools and resources at your disposal. Fortunately, we’ve got you covered! 

Explore our top five tips for pursuing internships in college below. We’re confident that this advice — combined with your work ethic! — can land you the summer, semester, or even life-long job of your dreams. You never know what these opportunities will lead toso we are here to help you get your foot in the door.  

1. Make Your Network Work for You 

Networking goes beyond nodding and smiling while you stuff preferred business cards into your pockets. As our world becomes more digital and, as a result, more connected, you’ll be able to find businesses and their opportunities around every corner. And here’s the secret: they’re looking for you, too!  

Forming new connections will not only benefit your future job chances, but it can also be really fun! Try out these three avenues for pursuing lasting professional relationships:  

  • Reconnect with previous mentors 
    • Meeting up with high school teachers, sports coaches, and family friends will bring more than just laughs. These community leaders can serve as excellent advocates, vouching for your character as you apply for jobs. They’ll also each come with their own set of connections and experiences that could point you towards your next job. Maintain and strengthen these relationships so that they’re not only hearing from you when you need something.  
  • Attend career fairs and other recruiting events  
    • A sea of booths can be a little overwhelming, but it will hold so many opportunities! Collect contact information and be sure to follow up with new faces you meet.  
    • Don’t be afraid to take things virtual, too. Now, more than ever, companies are looking to use technology to interact with you over Zoom, Skype, Microsoft Teams, or other digital resources.  
  • Utilize LinkedIn  
    • LinkedIn is a digital record of your professional network. If kept up to date, it can also serve as an easily accessed and portable resume or portfolio.  

2. Don’t Count Out Your Campus 

Colleges love being able to report high numbers of student job placement post-graduation. They want you to succeed! Take advantage of all the resources your college or university has to offer.  

As you begin your job hunt, make a habit of regularly checking job boards. A campus career center is also a great resource for learning about opportunities and forming relationships with companies. While you’re in the Career Center, be sure to participate in professional development programming. Resume-writing nights, professional dress tips, and mock interviews provide valuable advice and increase confidence.  

3. The Sky’s the Limit — Not Your Major 

Although we all want relevant experience, don’t limit your search to solely internships within your major. Diverse experience will help make you a more well-rounded candidate, and many skills may overlap.  

It is also important not to bog yourself down with too much coursework in one semester. Don’t get us wrong — completing your degree (and in a timely manner) is a huge part of college. But packing your schedule too tight can infringe on your ability to participate in internships or extracurriculars. Give yourself some wiggle room! 

4. Do Your Research 

Internships are a lot more meaningful — and fun! — when you’re with a company you care about. Do your research before applying and keep a list of companies whose missions align with your views or get you excited to get working. When you’re ready for a new job, reach out! Even if you don’t see any opportunities explicitly listed, companies can often find room for passionate people.  

Resources like Google, LinkedIn, and Indeed can help you learn about the experiences of prior employees and what you can expect from a job. Remember your worth; you do not need to accept a less-than-ideal job just to build your resume. Keep looking! There’s plenty of options out there.  

5. Stay Strategic and Adaptable 

We’ve all been there: you read a job description and immediately fall in love. You may pour all your energy into writing the perfect cover letter and recruiting the best recommendations. While you absolutely should apply for these “dream jobs,” it’s always a good idea to have a back-up plan or two.  

Create a list of your goals. What do you want to achieve through your internship? What value do you hope to bring to the company? What would you like to learn? These will help to guide your search and ease any disappointment of rejections. Keep your eyes on the prize, and you’ll be there before you know it!  

Lutz collaborates with businesses and individuals like you daily to help provide solutions and boost success. But we’re not only here to give you tips — we also have opportunities! If you’re in search of an internship that will develop your skillset and provide unmatched experience, email us at careers@lutz.usYou can also browse all of our current opportunities.  

 

ABOUT THE AUTHOR

402.827.2056

rrenshaw@lutz.us

LINKEDIN

ROBBY RENSHAW + HUMAN RESOURCES SPECIALIST

Robby Renshaw is a Human Resources Specialist at Lutz. She is responsible for campus recruiting for our Omaha and Lincoln offices, as well as employee relations and retention. In addition, she assists with performance management and onboarding.

AREAS OF FOCUS
  • Campus Recruiting
  • Lutz Internship Program
  • Performance Management
  • Onboarding
  • Employee Relations & Retention
AFFILIATIONS AND CREDENTIALS
  • Society for Human Resource Management, Member
  • The Landing Crew, Member
EDUCATIONAL BACKGROUND
  • BS in Professional Psychology, Bellevue University, Bellevue, NE
  • A.A.S in General Studies & International and Global Studies, Metropolitan Community College, Omaha, NE
COMMUNITY SERVICE
  • Salvation Army, Volunteer
  • ThriVinci, Past Board Member

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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 

115 Canopy Street, Suite 200

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

How to Decrease Your Chances of Being Laid Off

How to Decrease Your Chances of Being Laid Off

 

LUTZ BUSINESS INSIGHTS

 

How to Decrease Your Chances of Being Laid Off

how to decrease your chances of being laid off

Steve guenthER, client relations manager

 

When facing potential layoffs (which many Americans are right now), it can feel like you are powerless over your future. While there is nothing you can do to ensure your job entirely, there are several techniques to increase your value at work, which will lessen your chances of being laid off. Here are three things you can do to build your value, as well as ways to prepare for potential layoffs.

Keep Open Communication

The best thing you can do as an employee is to keep an open line of communication about expectations, tasks, and job performance. Schedule regular meetings with your supervisor or boss to make sure you are on the same page as far as your duties go, and their expectations of you.

When you know what they are looking for, you can fill those needs, which will improve your value, as seen by your supervisor and company. Once you have open communication, take the feedback to heart and use it to better your performance.

Be Intentional in Workplace Relationships

While job performance and meeting expectations are both very important, many companies value personal relationships equally — especially in times of crisis. Let your actions show that you genuinely care about the people around you.

So how do you build relationship rapport with your coworkers and superiors? Here are some simple things you can start with:

Find a Mentor

Someone who has been in your workplace for longer than you will know the ins and outs of relationships in your office. They will have seen both success and failure and can guide you through what will make you valuable to your superiors.

Schedule Time

As mentioned in the communication section, be intentional about scheduling time with your superiors to keep open communication. It helps them see that you are serious about your job and gives you the chance to build rapport.

Listen more than you Speak

This tip can carry you anywhere in life. When people feel heard, they feel cared for and understood. Ask meaningful questions to your coworkers and supervisors and listen to their answer. Listening to understand rather than to respond is what will set you apart.

Take On New Responsibilities

In a time when layoffs happen and happen often, there’s a chance you’ve seen some in your workplace. If your company has experienced layoffs, it’s likely that some tasks and responsibilities have been pushed aside due to the loss of manpower. If you have the capacity to take on some of the extra workload left behind, it will show your supervisor your dedication to the company and ability to be a team player.

Just in Case

Sometimes layoffs are just plain unavoidable. Unfortunately, that’s the time we live in right now. However, you can prepare for the possibility of a layoff and even set yourself up for success by doing a few different things.

Keep Growing your Skills, or Learn a New One

In a normal epoch, staying relevant to your company’s needs is important. However, in times of layoffs and downsizing, it is even more crucial to stay connected and keep yourself viable in the workplace. One of the best ways to do that is by growing your skills. Growth is important not only for your employer to see, but to widen your potential job scope. You can take online classes for relatively cheap, check out your local community college to see what kinds of classes they offer, or even contact your company for any resources they offer for continuing education or skill-building.

Update your Resume

When working at a steady job, the last thing we think about is keeping our resume updated. Chances are you’ve learned new skills and taken on new responsibilities since you last refreshed it. Take the time to make revisions now, so that you aren’t scrambling to get it done after you have been laid off.

Network

Network, network, network! Within your own company, with friends, on social media, anywhere you can. Networking is the key to landing jobs. Start now, so you will have those connections and relationships ready to go when you need them. Putting out resumes now will save time and stress later. Be reminded that you don’t have to accept any job offers unless you want or need to. To start, view our openings, or contact us with any questions you might have.

ABOUT THE AUTHOR

402.763.2969

sguenther@lutz.us

LINKEDIN

STEVE GUENTHER + CLIENT RELATIONS MANAGER

Steve Guenther is a Client Relations Manager at Lutz Talent with over 20 years of experience in a hiring and managerial capacity, and more than five 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 focuses his efforts on the accounting, finance, human resources, and office administrative industries.

AREAS OF FOCUS
  • Recruiting & Search Services
  • Temporary Staffing
  • Direct Hire Placement
  • Client Account Managment
AFFILIATIONS AND CREDENTIALS
  • Predictive Index Analyst, Certified
  • Organization Analysis & Design, Certified
EDUCATIONAL BACKGROUND
  • BA in Business Administration, Wayne State College, Wayne, NE
COMMUNITY SERVICE
  • Saint Columbkille Catholic Church, Parish Member, Volunteer

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Toll-Free: 866.577.0780  |  Privacy Policy

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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 

115 Canopy Street, Suite 200

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

11 Ways to Increase Employee Job Satisfaction

11 Ways to Increase Employee Job Satisfaction

 

LUTZ BUSINESS INSIGHTS

 

11 Ways to Increase Employee Job Satisfaction

11 ways to increase employee job satisfaction

chris bouchard, director of talent acquisition

 

Hard-working, ambitious employees are perhaps your business’s greatest asset. Naturally, you want to retain them as long as possible. Job satisfaction is multilayered and subjective, and unfortunately, some things are beyond your control as a business owner or supervisor. However, there are still ways you can cultivate a generative, positive workplace in which your whole team will thrive. Read on for some of our best tips for keeping your employees happy.

1. Give them plenty of autonomy. 

While most employees want some degree of guidance from supervisors, it’s important also to give them space. After all, you hired them for a reason—they are competent in their roles, and capable of success. Micromanagement notoriously causes problems between employees and supervisors. So, trust your employees enough to let them work on their own and be available to assist when needed. 

2. Be flexible. 

Don’t be too rigid when it comes to considering suggestions, ideas, and requests from your employees. Your team often see aspects of your business that you might not; every staff member approaches their work from a unique vantage point. Avoid quickly dismissing their thoughts. While you don’t necessarily have to enact every suggestion every employee makes, remain open to compromise.

3. Listen.

Few things are more frustrating than being misunderstood. Your employees want to feel as though their questions, concerns, and suggestions are being heard. When interacting with your team, practice listening carefully. Put your phone away when possible, and really tune in to what your employees are saying.

4. Ensure excellent communication and transparency wherever possible.

Great communication is, of course, closely related to active listening. Don’t leave your employees in the dark about big decisions that will impact them, even (or especially) if it’s bad news. Although there will always be privileged information you can’t share with every employee, do your best to be direct where you can. Additionally, understand that all your team members have different communication styles. Here is a communication style quiz you could use with your team to better understand everyone’s point of view.

5. Establish trust between employees and management. 

Trust is a foundational component of all successful interpersonal relationships, yet it’s often overlooked in the workplace. Your employees need to know you trust them to do their jobs well, and likewise must trust you to lead well, make mutually beneficial decisions, and keep promises.

6. Encourage their vision. 

Allow ample opportunities for your employees to share their vision for their roles, departments, or even the entire business. Mission-driven teams collaborate better and are generally more productive. Support your team’s ideas and encourage them to support long-term goals.

7. Make space for imperfections. 

Mistakes happen. Even the most attentive, detail-oriented employee will stumble from time to time. Every mistake, however, creates a learning opportunity. Remind your team that it’s okay to make mistakes as long as they learn from them.

8. Facilitate growth. 

In any professional role, you should continually learn and grow. This isn’t merely about “climbing the ladder” to success; rather, it’s about doing meaningful work and developing personally and professionally. As a leader, you need to cultivate an environment that encourages ongoing development for every employee on your team. Feelings of stagnation will inevitably lead even top performers to falter and likely lead them to seek different opportunities elsewhere.

9. Invest in their success. 

This is one of the best, most concrete ways to keep your employees in a “growth mindset.” Suggest professional training that might benefit specific employees or departments. Seeing coworkers’ successes can provide a morale boost for everyone else, too.

10. Create opportunities for non-monetary recognition. 

Everyone wants to feel appreciated at work. These moments of recognition don’t have to be elaborate; simply making a point to compliment someone’s hard work can truly make them feel as though their efforts are seen and appreciated. Mentioning a specific employee or department’s efforts on a project in a weekly newsletter, for example, could help boost confidence and keep your team on track. Or, show that you value an employee’s opinion by asking for their input. These simple steps can help your team feel a sense of purpose and belonging in your workplace.

11. Foster an amicable, thriving social environment. 

We must hold certain professional boundaries in the workplace. Still, the office is a social space; your team must get along. You can lead by example here as a supervisor or business owner. Practice kindness, compassion, and an appropriate sense of humor whenever you can. An environment where everyone in the space feels comfortable around each other goes a long way.

Would you like to learn more? 

In summary, there’s a lot that goes into keeping your employees satisfied in the workplace. However, good talent is important to keep around. The simple steps above can help your employee retention efforts go a long way! If you have any questions, or would like to learn more about how Lutz Talent can help you, please contact us. You can also view current job opportunities here

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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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

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 

115 Canopy Street, Suite 200

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

5 Ways to Help Recruiters Find Your Resume

5 Ways to Help Recruiters Find Your Resume

 

LUTZ BUSINESS INSIGHTS

 

5 Ways to Help Recruiters Find Your Resume

5 ways to help recruiters find your resume

jessica howes, talent sourcer

 

Navigating the current job market can be challenging and uncertain. With unemployment on the rise in many areas of the country, it’s more important than ever to devise an effective job-hunting strategy to get you noticed in a more crowded and competitive field of job seekers. Your resume is a powerful tool that can help you rise above the sea of applications and into a new and exciting position. However, in order to ensure a company’s decision-makers see your resume, it’s essential that you take the right steps to help recruiters find it. Let’s review a few tips and tricks to keep you top of mind for recruiters within your industry.

 

Make Your Resume Easily Available

If you don’t have a LinkedIn account, now is the time to get one! For those who are currently unemployed, you must insert an updated resume front and center on your professional profile. This will help show potential recruiters that you are actively searching for work and interested in available opportunities. If you are not very active on LinkedIn, now is the time to update and review your profile to ensure you are attracting the right attention to increase your visibility and relevance among recruiters and hiring managers.

 

Keep Your Options Open

Searching for new employment opportunities while still employed can be a tricky situation to navigate. Understandably, you want to freely look out for your best interests professionally without causing discord or trouble with your current employer. Luckily, LinkedIn provides a much-needed feature that allows you to “secretly” notify potential recruiters that you are searching for employment, whether you are currently employed or unemployed.

You can turn on this feature in your LinkedIn profile settings by selecting the option “open to new opportunities.” From there, you will be able to select your personal preferences for a new position, including the industry, locations, and employment type you are seeking.

TIP: LinkedIn does not allow current or previous employers indicated on your profile to see that you are currently open to new opportunities.

 

Send Your Resume Strategically

The effectiveness of your resume lies not only in its content but where it lands. Make sure your resume is seen by the right individuals. Blindly sending your resume to a company with no direction or messaging can cause it to get lost in the shuffle. Eliminate this roadblock by addressing your resume personally to the individuals in charge of the hiring process.

When sending out a resume, take the time to research the individual recruiters or hiring managers for that company and send it specifically in their direction with a short but purposeful introduction. Don’t be discouraged if you do not receive an immediate response. If you haven’t heard back within one week, send a follow-up message.  

 

Get Expert Help for the Best Possible Results

The job-seeking process, especially in today’s job market, can feel challenging. If you are looking for guidance and want to ensure you are finding the best possible opportunities, consider using a professional job search firm such as Lutz Talent. Our team can help direct your resume to the right individuals at no cost to you! We will help match your talents with the ideal organizations where you and your career can thrive. Our team of recruiters at Lutz Talent is dedicated to advocating for both our clients and their candidates.

 

Don’t Forget to Network

One of the most dominant forces in the job searching arena is networking. Networking not only keeps you present and relevant within your field but also allows for often unexpected opportunities.

Don’t underestimate the power of a friendly chat and a few handshakes. Make it your goal to attend networking events routinely to build your contacts and connections. However, it’s important that you network even when you aren’t looking for a new position. Make it a part of your professional life. Building these relationships within your industry will allow you to call on these connections for help during your career, and when looking for new employment.

If you are currently searching for work or looking to assume a new role, contact our team at Lutz Talent. We are a group of knowledgeable and professional recruiters that take pride in connecting the right talent with the right opportunities. Browse our current job openings or contact us to get started.

ABOUT THE AUTHOR

402.778.7974

jhowes@lutz.us

LINKEDIN

JESSICA HOWES + TALENT SOURCER

Jessica Howes is a Talent Sourcer with over two years of recruiting experience. 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.

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

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

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 

115 Canopy Street, Suite 200

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

Lutz Announces 2020 Manager Promotions

Lutz Announces 2020 Manager Promotions

 

LUTZ BUSINESS INSIGHTS

 

Lutz announces 2020 manager promotions

Lutz, a Nebraska-based business solutions firm, recently announced the promotion of 16 professionals to Manager positions.

Jim DeBoer has been promoted to Service Manager in Lutz’s Tech division. He is responsible for troubleshooting computer and server discrepancies, responding to technical inquiries from clients, as well as providing onsite assistance to outsourced IT clients. DeBoer works in Lutz’s Omaha office.

Lauren Duren, CPA, has been promoted to Healthcare & CAS Manager in Lutz’s Omaha office. Duren provides healthcare consulting, as well as outsourced accounting services to clients with a focus on QuickBooks, tax, and payroll compliance.

Amy Evanich, RN, MSN, has been promoted to Healthcare Consulting Manager. She is responsible for medical chart reviews, appeal preparation, Medicare regulation guidance, revenue cycle consulting, interpretation and education, and healthcare billing policies and procedures. Evanich works in Lutz’s Omaha office.

Bryan Frew, CPA, has been promoted to Tax Manager in Lutz’s Hastings office. Frew provides taxation services to businesses and individuals, as well as trusts and estates with a focus on medical practices.

Steve Guenther has been promoted to Client Relations Manager in Lutz’s Talent division. Guenther assists clients through the hiring process by searching for and selecting potential candidates that will fit their current and future business needs. His expertise is in the accounting, finance, human resources and office administrative industries. Steve works in Lutz’s Omaha office.

Justin Korth, CPA, has been promoted to Tax Manager. He is responsible for individual, business, and fiduciary income tax returns, estate & business planning, and taxpayer representation on IRS matters. In addition, he provides consulting on small business accounting. Korth works in Lutz’s Omaha office.

Kyle Lacy, CPA, has been promoted to Audit Manager. Lacy performs audits, reviews and compilations for clients with a focus on the real estate industry. He works in Lutz’s Omaha office.

Will Lanik, CPA, has been promoted to Audit Manager in Lutz’s Omaha office. He is responsible for providing accounting, auditing, and consulting services to privately held companies in the construction, manufacturing, and employee benefit plan industries.

Courtney Martin has been promoted to HR Benefits & Compliance Manager in Lutz’s Omaha office. She is responsible for communicating, coordinating and monitoring employee benefits. She also ensures the firm is in compliance with employment laws and regulations and assists with the firm’s onboarding process.

Michael Mason, CPA, has been promoted to Tax Manager. Mason is responsible for providing tax consulting and compliance services to clients with a focus on the real estate and construction industries. He works in Lutz’s Omaha office.

Kirk Montagne has been promoted to IT Operations Manager. Montagne oversees the development, support, and security of Lutz’s in-house IT operations. In addition, he ensures the stability and performance of Lutz’s IT infrastructure and proactively resolves all internal technical discrepancies. Montagne works in Lutz’s Omaha office.

Jason Orme has been promoted to Client Relations Manager in Lutz’s Talent division. He is responsible for helping business leaders find the best long-term talent to reach their business goals with expertise in the accounting and finance industry. Orme works in Lutz’s Omaha office.

Nick Polite has been promoted to Service Manager in Lutz’s Tech division. He troubleshoots computer and server discrepancies, responds to technical inquiries from clients, as well as provides onsite assistance to outsourced IT clients. Polite works in Lutz’s Lincoln office.

Steve Schaffer has been promoted to Operations Manager. He is responsible for assisting the Chief Operating Officer in leading internal operations, gathering and analyzing firm data, as well as consulting with management on internal business plans. Schaffer works in Lutz’s Lincoln office.

Scott Sunderman, CPA, has been promoted to Audit Manager in Lutz’s Lincoln office. He is responsible for providing accounting, auditing and consulting services to privately-held companies in a variety of industries.

Aimee Trumbull, CPA, has been promoted to Audit Manager. Trumbull provides assurance and consulting services to clients with a focus on the agriculture, real estate, services and manufacturing industries. In addition, she assists with transaction advisory services. She works in Lutz’s Omaha office.

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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.

Toll-Free: 866.577.0780  |  Privacy Policy

All content © Lutz & Company, PC

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 

115 Canopy Street, Suite 200

Lincoln, NE 68508

P: 531.500.2000

GRAND ISLAND

3320 James Road, Suite 100

Grand Island, NE 68803

P: 308.382.7850

7 Steps to Sell Yourself to a Potential Employer

7 Steps to Sell Yourself to a Potential Employer

 

LUTZ BUSINESS INSIGHTS

 

7 Steps to Sell Yourself to a Potential Employer

7 STEPS TO SELL YOURSELF TO A POTENTIAL EMPLOYER

MELISSA ADAMS, client relations lead

 

 

The interview is a critical part of almost any hiring process. It is often the first opportunity that your prospective employer has to get to know you on a personal level. Of course, it is also an excellent forum for you to sell your qualities, strengths, and talents to the interviewer. 

There are a lot of “moving parts” when it comes to the interview process, but there’s no need to be overly worried. If you follow the seven suggestions listed below, then you’ll give yourself a better chance of securing the job.

 

1. Do Your Research

The first step you should always take is to research the company for which you’ll potentially be working. Apart from a basic knowledge of the kind of products that the company makes, or the type of services that it provides, look for answers to the following questions:

  • What values does the company uphold?
  • What kind of culture is it known for?
  • What type of employee would be best suited for a role within the organization?

Answering these and similar questions can give you an advantage over other candidates for the job. For example, if you know that the company has a reputation for a casual, laid-back culture, then you can highlight that aspect of your personality in the interview process.

In addition, if you are able to find out who will be interviewing you ahead of time, then see if you can unearth relevant facts about that person. For instance, an interviewer with a background in the arts may be more attuned to a candidate’s emotional intelligence, whereas an interviewer with a technical background may focus on a potential hire’s problem-solving skills. 

 

2. Ask the Right Questions

A candidate that doesn’t ask a single question often leaves an unmistakable impression on the interviewer: namely, that the candidate doesn’t care about the job. Thus, be sure to intersperse appropriate questions throughout the interview. At the same time, be careful not to ask questions solely centered around the potential benefits to you (such as wages, paid time off, or benefits). Your questions should indicate that you are not only interested in the position, but that you are interested in how you can best fill the needs of the company within the parameters of your job.

 

3. Dress to Impress

They tell us not to judge a book by its cover, but the truth is that for most books, the cover is all we’ll ever see. All too often, the same principle applies to people.

Research indicates that it takes between 5 and 15 seconds for someone to form a first impression of you. Therefore, it is imperative that you dress well for your interview. A neat haircut along with a suit and tie, or a blouse and skirt of appropriate length, can go a long way towards securing the position.

Even if you know that the company in question has a relaxed corporate culture, don’t take chances. You can always dress down after you get the job. When it comes to the interview, always dress to impress. 

 

4. Carefully Review the Job Description

It is vital that you carefully examine the details of the posted job description before the interview. This will help you to ask thoughtful questions and show the interviewer that you are willing to do your due diligence.

 

5. Show Your Enthusiasm

It’s always a good idea to show an appropriate level of enthusiasm for the industry, company, and/or position for which you are applying. Interviewers like to see an excited candidate because this quality of (sincere) enthusiasm tells them that the applicant, should he/she be hired, will be emotionally invested in the work. After all, nobody hates or leaves something that they’re excited about.

 

6. Ask for the Job

At the conclusion of the interview, ask the interviewer if he/she feels that you would be a good fit for the position. Let the interviewer know that you are keenly interested in moving forward with the interview process, and really want to land the job.

Even if the interviewer doesn’t have the prerogative to give you the job then and there, don’t be discouraged. Your conviction will no doubt leave a lasting impression in his or her mind and may ultimately be the deciding factor that wins you the position.

 

7. Send a Follow-Up “Thank You” Note

No matter how you think the interview went, always send a “thank you” note to the interviewer as a follow-up. Not only is this standard professional etiquette, but it is also a wise move. Even if you don’t get this job, another position at the same company may open up soon, and the interviewer will likely remember your professionalism and thoughtfulness should you apply again.

If you have any further questions about how best to highlight your strengths to a prospective employer, reach out to our team of experts at Lutz Talent. Also, feel free to search our current job openings here.

ABOUT THE AUTHOR

402.827.2065

madams@lutz.us

LINKEDIN

MELISSA ADAMS + CLIENT RELATIONS LEAD

Melissa Adams is a Client Relations Lead at Lutz Talent with over 14 years of experience in the recruiting industy. 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.

AREAS OF FOCUS
  • Client Account Management
  • Client/Candidate Relationship Development
  • Accounting & Finance Industry
EDUCATIONAL BACKGROUND
  • BS, University of Nebraska, Omaha, NE

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