Margie Peskin

🚩 Red Flags We See in 2025 Resumes (That You Should Fix ASAP!) 🟥 Generic Summaries That Say Nothing Your summary is your elevator pitch—not just a space to say you're “motivated” or a “team player.” Be specific about what you bring to the table and tailor it to the role you're targeting. 🟥 Overly Designed Formats Yes, visuals matter—but if your resume looks like a magazine ad, it may not pass through ATS systems. Stick to clean, professional formatting that both humans and algorithms can read. 🟥 Lack of Results or Impact Simply listing duties isn’t enough in 2025. Employers want to see how you made a difference—quantify achievements with data and metrics wherever possible. 🟥 Missing Keywords If your resume doesn’t reflect the language of the job description, it might never be seen. Make sure you're speaking the same “lingo” as the roles you're applying to, especially when it comes to tools, technologies, and soft skills. 🟥 Outdated Experience That Overcrowds the Page Resumes aren't career timelines—they're marketing documents. Focus on the most relevant 10–15 years, and trim down anything that’s no longer aligned with your goals. 📩 If you have any HR staffing needs, please reach out to me at Julie jellinger@ossanna.com. Let’s find your next great hire—together. 🌐 Visit our website to learn more: www.ossanna.com #resumetips #jobsearch2025 #careeradvice #HRstaffing #recruitingtips #jobseekers #careercoach #resumehelp #talentacquisition #jobsearchstrategy #recruiterlife #ATSfriendly #resumewriting #staffingsolutions #staffing #hrjobs #careerbranding #hr #humanresources #innovation #career #jobs

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Minnesota's labor market is holding steady — and that has real implications for hiring, retention, and job search strategy. In June, the state's unemployment rate stayed at 3.3%, and labor force participation remains one of the highest in the country at 68.2% (compared to the national 62.3%). If you're hiring or job searching in this environment, it's important to understand how these trends affect your strategy. Check out Versique's latest employment update: https://lnkd.in/gPKw7_du #MinnesotaJobs #HiringTrends #JobSearchTips #RecruiterInsights #Versique

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We’re launching Stacked Tech Hiring Insights. Episode 1 is with Matt Massucci, and we start with two things hiring teams can’t ignore right now: AI is changing the hiring process fast. And real relationships are suddenly worth more than ever. We talk acquisitions, the Midwest Founders Club, and why smaller, curated rooms are beating the big networking circus again. Episode 1 drops this week. Subscribe here: https://lnkd.in/eeJB4dC7 #TechHiring #TechRecruiting #HiringTrends #AIinRecruiting #Community #Leadership #TalentInsights

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📊 Michigan Talent Trends: What Employers Need to Know in 2025 At Robert Half, we’re seeing firsthand how workforce dynamics are shifting across Michigan. The latest data reveals: Voluntary turnover surged to 16% in 2024 Top reasons for quitting: 🔹Hourly: personal issues (61%), better pay (53%) 🔹Salaried: better pay (56%), retirement (35%) 🔹Exempt: better pay (63%), retirement (39%) April 2025 snapshot: 🔹215K job openings 🔹208K hires 🔹157K separations (96K quits, 53K layoffs) With a quit rate of 2.1%, Michigan employers are facing real challenges in retention. At Robert Half, we’re helping organizations rethink their strategies—because attracting talent is only half the battle. 💬 What’s your team doing to stay competitive in this evolving market? #RobertHalf #MichiganJobs #TalentSolutions #EmployeeRetention #WorkforceTrends #RecruitingInsights

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Minnesota's job market ended 2025 with a mix of momentum and caution. The state added 10,300 jobs in December, with growth in Professional Services, Manufacturing, and Government, but the unemployment rate also rose slightly to 4.1%. As hiring picks up in Q1, these trends are shaping the conversations we're having with both clients and candidates. Full update here: https://lnkd.in/gJfJgy5r

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Approaching the need to hire HR for your growing business? An entry-level HR Generalist can handle onboarding, paperwork, and benefits support. But at $40k–$50k, you are unlikely to get someone who can confidently manage compliance, risk, employee relations issues, or guide managers through real-world situations. Even “basic” HR work requires context, judgment, and experience. Without experienced HR in place, small mistakes can quietly turn into big problems, and the liability still sits with your business. That’s where fractional HR makes a difference. Using fractional HR gives you: * Experienced HR leadership without the cost of a full-time hire * Policies and procedures that are practical, compliant, and clearly communicated * Employee relations and risk management handled professionally * Coaching and guidance for managers and leadership Fractional HR allows growing companies to build a strong HR foundation, reduce risk, and make confident people decisions. It’s a smarter way to access the expertise your business needs without overloading your budget or relying solely on entry-level hires. If your organization is ready to grow responsibly and strategically, fractional HR may be the right next step. Learn more at https://lnkd.in/g8vxqBp2 #FractionalHR #HRStrategy #HumanResources #SmallBusiness #HRSupport #HRConsulting

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With all this beautiful weather here in Wisconsin I missed last Friday... continuing to look at RecOps within Talent Acquisition: RecOps in Action: Getting the Most from Your ATS One of the most underrated growth levers in staffing? Deeply understanding and optimizing your existing tech stack—starting with your ATS. Here at Carex Consulting Group we leverage Bullhorn In RecOps, we’re often the bridge between strategy, systems, and execution. We are always focused on leveling up our ATS usage — not by buying something new, but by maximizing what we already have. Here’s what that looks like: 🔹 Auditing and streamlining workflows 🔹 Uncovering and implementing underused features 🔹 Building automation rules to reduce manual tasks 🔹 Training internal teams for consistent, high-impact usage 🔹 Creating dashboards that drive actionable insights The impact? 📈 Better recruiter adoption ⏱️ Time saved across the funnel 🤝 Smoother collaboration between ops, recruiters, and leadership 💡 A scalable foundation for growth RecOps isn’t just about tools — it’s about intentionally aligning people, process, and technology to drive results. If you’re in RecOps or staffing leadership: when’s the last time you did a deep dive into your ATS capabilities? You might be sitting on untapped value. #RecruitingOperations #RecOps #TalentTech #ATSOptimization #ProcessImprovement #StaffingTech #RecruitingEnablement

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Focused on AI and how to harness its capabilities for your company or organization - for Human Resources? Here’s a how to think through that with application examples. 👇

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Most companies don’t struggle to find candidates. They struggle to find the right leader to move the business forward. After 25 years recruiting across the Midwest and the private-equity world, here’s the truth: You don’t need more applicants. You need alignment. Alignment with: • Where the business is headed • What the next 6–12 months will demand • How the leadership team actually operates • The real culture — not the brochure version • The pressure points this hire must relieve Here’s the problem: Most hiring processes aren’t built for alignment. They’re built for convenience. Generic job descriptions. Surface-level interviews. “Let’s see who applies.” That’s where companies lose time, traction, and credibility. When you slow down on the front end and get brutally clear on outcomes, the search becomes faster — and far more successful — on the back end. This is why my clients don’t hire the best resume. They hire the leader aligned to the future state of the business. If you’re planning a key hire in Q1, the alignment work starts before a job post goes live. If you want help framing the search the right way — quietly and professionally — I’m here. 💎 #LeadershipHiring #ExecutiveSearch #TalentStrategy #HiringStrategy #DecisionMaking

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Here at Frazer Jones, we continue placing HR leaders into multi‑state roles across the U.S. — and 2026 is already bringing 𝐦𝐚𝐣𝐨𝐫 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐬𝐡𝐢𝐟𝐭𝐬. A few updates really stand out (Illinois, for example, has essentially become the strictest AI‑regulated hiring state in the country). Here are some of the 𝐤𝐞𝐲 𝐜𝐡𝐚𝐧𝐠𝐞𝐬 worth keeping on your radar: 🌴 𝗙𝗹𝗼𝗿𝗶𝗱𝗮 • Minimum wage hits $15/hr in September 2026 — time to review budgets and salary bands. • Non‑competes are still alive and well in Florida — despite the federal buzz, nothing has changed here. • A proposed bill could require E‑Verify for all employers, which would significantly impact the hiring process. 🗽 𝗡𝗲𝘄 𝗬𝗼𝗿𝗸 𝗖𝗶𝘁𝘆 • Paid prenatal leave is now part of the package — handbook updates are a must. • NYC minimum wage is now $17/hr, with a higher exempt salary threshold of $1,275.50/week. • Pay‑data reporting is coming later in the year — details still unfolding. • Credit‑check limits kick in April 2026 — meaning credit history can’t influence most employment decisions. 🛫 𝗡𝗲𝘄 𝗝𝗲𝗿𝘀𝗲𝘆 • Pay‑transparency enforcement is tightening — salary ranges and benefits must be listed in job ads, and internal promotion notices must go out before decisions are made. • New AI‑related rules under the NJ Human Rights Act start rolling out in 2026. 🌊 𝗖𝗮𝗹𝗶𝗳𝗼𝗿𝗻𝗶𝗮 • Pay ranges must now reflect the actual expected compensation — no more placeholder ranges. • Sick‑leave rights expand for employees involved in judicial proceedings tied to certain crimes. • Updates to WARN notices and clearer rules around reimbursing business expenses. ��� 𝗜𝗹𝗹𝗶𝗻𝗼𝗶𝘀 • A statewide AI discrimination ban took effect Jan 1 — and it covers even unintentional bias. That includes factors like race, ZIP code, gender, religion, and sexual orientation. • Employers now have to inform both candidates and employees whenever AI plays a role in hiring, promotion, or even disciplinary decisions — transparency is non‑negotiable. 🧭 𝗡𝗲𝘄 𝗛𝗮𝗺𝗽𝘀𝗵𝗶𝗿𝗲 • Up to 25 hours of job‑protected leave for childbirth and postpartum appointments, including pediatric visits during the first year. • New protections for military spouses, covering both anti‑discrimination and reemployment rights. 🏙️ 𝗣𝗵𝗶𝗹𝗮𝗱𝗲𝗹𝗽𝗵𝗶𝗮 • Background‑check rules just tightened — employers can’t consider misdemeanors older than 4 years (down from 7), and individualized assessments are now required before making adverse decisions. #FrazerJones #HRCompliance #EmploymentLaw #HRLeaders #HRTalent #Recruitment

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Think all the AI jobs are in Silicon Valley? Try Milwaukee. AI hiring is breaking out of the big tech hubs and taking root in unexpected places like Milwaukee and Huntsville. Why? Because industries everywhere (not just tech) are putting AI at the core of their business. Korn Ferry experts break down what’s fueling this shift, and what it says about the soaring demand for AI talent across the US and beyond. https://krnfy.bz/4mjLEYB

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Iowa's government launched an employee experience program to understand what was going on after a statewide realignment. The surveys identified opportunities for improvement in trust and communication. When the Iowa Public Employees' Retirement System uncovered process confusion frustrating employees, they redesigned the workflow and clarified roles. This type of work was happening across state agencies. Within six months, trust in leadership rose 20% and manager communication satisfaction increased 14%. This is what happens when listening leads to action. Check out their full story to learn how they rebuilt employee trust through measurable change.

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Chicago Tech Hiring Managers — quick check in. How many strong candidates have slipped away this quarter because your process moved too slow? The best IT talent isn’t sitting around. They’re talking to multiple companies at once — and moving fast. What I’m seeing in the Chicago market: • Teams that move quickly win • Clear decision-makers early = fewer delays • Interviews wrapped up in 1–2 weeks beat long drag-out processes If you’re hiring in tech — infrastructure, cybersecurity, software, data, or leadership — what’s slowing things down right now? Drop it below or shoot me a message. Always open to comparing notes. #ChicagoTech #ITHiring #HiringManagers #TechTalent

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THE CHICAGO TALENT PARADOX: WHY A "COOLING" MARKET IS ACTUALLY HEATING UP FOR CFOs 🏦⚖️ This morning, the headlines are buzzing with the Capital One/Discover workforce reductions at the Riverwoods HQ—over 1,075 roles scheduled for May. To many, this looks like a slowdown. To a Talent Director, it looks like a strategic window. As I talk to Chicago CFOs and Controllers this week, I’m seeing a "Talent Paradox" that requires a more sophisticated staffing strategy than we’ve seen in years. Here is my "Market Pulse" insight on what is actually happening on the ground: 1️⃣ The "Quality Influx" Opportunity: The Capital One integration is releasing a wave of elite, specialized banking and finance talent into our local market. For firms that have been struggling with the 300,000+ accountant shortage, this is the moment to upgrade your "Day One" technical capabilities. 2️⃣ The Compliance "Squeeze" is Real: It’s not just about finding people; it’s about navigating the 2026 Illinois Workplace Transparency Act amendments. These new rules mean every hiring move you make right now carries higher regulatory stakes. 3️⃣ Growth is Accelerating (The PMI Factor): While some sectors are trimming, the Chicago Business Barometer (PMI) just surged to a 4-year high of 57.7. Expansion is here. The "wait-and-see" approach of 2025 is over, and firms are racing to fill skills gaps in AI and ERP optimization. My Take as a Partner: In my role at Robert Half, I’m seeing that technical vetting is no longer a luxury—it’s a risk-mitigation tool. This is why I focus on "Day One" ready professionals like J.B., one of our Full-Time Engagement Professionals here in Chicago. Why J.B. is the answer for Q2 challenges: 🔍 Revenue Recovery: She has a proven track record of recovering $2M in missing revenue and reducing AR discrepancies by $2.5M for $25M+ organizations. 🛠️ Systems Powerhouse: She’s an expert in SAP, Oracle, and Dynamics, utilizing Power BI and SQL to turn raw data into executive-level insights. 🚀 Industry Versatility: From Manufacturing to Healthcare and CPG, she understands the operational nuances that drive EBITDA. Don't let the headlines distract you from the momentum. The talent is available, the growth is visible, but the margin for error in compliance is thinner than ever. Let’s discuss how to de-risk your Q2 roadmap. 📞 (312) 463-4878 #ChicagoBusiness #CFOInsights #TalentStrategy #RevenueRecovery #StaffingExpert #RobertHalf #WorkplaceTransparency #2026MarketPulse

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📣 Which leader in your Cincinnati org — executive or senior leadership — would you bet the next 12 months on, and would you sleep after making that bet? ⚖️ ➡️ If your board demanded one measurable win from the C‑suite next quarter, could your local hires deliver it — or would you call a search? 🎯 ➡️Does your employer brand in Cincinnati attract senior leadership and executive talent, or is it a muffled whisper? 🔊 ➡️How many “culture add” hires in this market truly expand capacity versus quietly diluting focus? 🧩 ➡️Which local hires are masking strategic gaps that will explode at scale — and who’s auditing them? 💥 ➡️When was the last time a passive, Cincinnati‑based executive or senior leader left your process thinking, “I can’t miss that”? ✨ ➡️What would a Cincinnati competitor gain in 90 days if they landed your next leader — and could you get them back? ♟️ ➡️How much runway (and credibility) are you willing to burn on a leadership miss in the Queen City? ⛽ ➡️Who in Cincinnati is amplifying your brand so top‑tier executives and senior leaders know you exist — not just your open roles? 📣 ➡️If your next hire should be a public signal of momentum in Cincinnati, where must your brand show up first? 🧭 ➡️I recruit exclusively in the Cincinnati market for executive and senior leadership roles and have a deep local network ready to move. 💡 Want your leadership brand to pull the best talent to you? DM me "talent". #Cincinnati #ExecutiveSearch #SeniorLeadership #TalentStrategy #LeadershipHiring #CincyLeadership #EmployerBrand #BoardLevelHiring #Recruiting

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🚨 Hiring is slowing down — and precision matters more than ever. 🚨 Job openings just fell to a 10-month low (7.18M in July), while layoffs climbed to their highest in a year. The labor market is shifting, and for Central Kansas employers, this means one thing: 👉 You can’t afford a mis-hire. At Syndeo Staffing Central Kansas, we focus on connecting businesses with the right fit — culturally, technically, and strategically — to thrive even in a tightening market. #HiringTrends #LaborMarket #CentralKansas #SyndeoStaffing 📊 Breaking down the new jobs data: Job openings dropped to 7.18M in July (lowest in 10 months) The ratio of vacancies to unemployed workers is now 1:1, the weakest since 2021 Layoffs rose to their highest level in a year What does this mean for employers? ✔️ Hiring is slowing — but competition for the right people remains. ✔️ Every placement counts. ✔️ Strategy and fit are more important than speed. That’s why we focus on long-term alignment, not just filling seats.

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