Jacque Cisler

As a recruiter, we have trained our eyes to look for specific things right away. When I review resumes, there are a few key things I glance at right away: 1️⃣ Location – Commute and lifestyle matter more than you think (especially in a Midwest winter). 2️⃣ Staff vs. Seniors/Managers – For staff, I check graduation date. For senior/manager roles, I look closely at most recent employment (public accounting experience is a big plus). Pubic accounting is different than Corporate accounting. 3️⃣ Time Frame – Consistency and progression at each role tell a story. These first impressions set the tone before diving deeper into your qualifications. What’s the first thing you look for when reviewing resumes? MMA & Co., LLP

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Cleveland Enacts New Pay Transparency Ordinance – Effective October 27, 2025 Beginning this fall, employers in Cleveland with 15 or more employees will be subject to new requirements under Ordinance 104-2025: • Salary ranges or pay scales must be disclosed in all job postings • Employers may not request or rely upon salary history when evaluating candidates, setting compensation, or determining eligibility • Exemptions apply in limited cases, such as internal transfers, voluntary disclosures, rehires, or positions governed by collective bargaining agreements ⚖️ Objective: To promote pay equity and increase fairness in the hiring process. 📌 Action steps for employers: • Audit and update all job posting templates to include salary ranges • Train hiring managers to comply with salary history restrictions • Review internal hiring policies, as well as third-party job boards and vendors, to ensure alignment with the ordinance Cleveland now joins a growing number of U.S. jurisdictions advancing pay transparency measures, signaling a broader shift in compliance expectations for employers nationwide. #PayTransparency #HRCompliance #EmploymentLaw #TalentAcquisition #Recruitment #Cleveland #HiringCompliance #PayEquity #FutureOfWork ⸻

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Behavioral Interviewing: Master the STAR Method 80% of hiring managers use behavioral questions to gauge a candidate’s fit. Get ready to share your STAR stories! The STAR method helps employers assess how you handle real-life situations: Situation: Set the scene. Task: Explain the challenge. Action: Describe what you did. Result: Share the outcome, ideally with measurable results. Using STAR, you can showcase your problem-solving and past achievements. Have you used this method before? #BehavioralInterview #STARMethod #InterviewTips #JobSearch #Recruiting

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🚩 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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🚀 LHH’s 2026 Salary Guides Are Out! 🚀 ‼️ Attention Kansas City hiring managers ‼️ The latest LHH Salary Guides are here, packed with fresh data and actionable insights for 2026. Whether you’re planning for growth, navigating talent shortages, or benchmarking compensation, this year’s guide is your go-to resource. What’s inside? 💥 National and local salary benchmarks for 90+ markets 💥 Trends on pay, benefits, flexibility, and workforce strategy 💥 Deep dives into how AI, and skills gaps, are reshaping hiring 💥 Data validated by real-world placements and market activity Why does it matter? 💥 Salaries are shifting, skills gaps are widening, and the rules of work are being rewritten. The 2026 Salary Guide gives you the data and context to make confident, competitive decisions—so you can attract and retain the best talent in KC. 📅 Interested? Message me to set up a meeting!! #LHHSalaryGuide #KansasCity #Hiring #Compensation #TalentStrategy #WorkforceTrends #Recruiting

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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🤔 Worried that partnering with a PEO means losing your HR team? It’s actually the opposite.​ ​A PEO reduces administrative work so your HR professionals can focus on strategy and people. They gain time for the projects that move your business forward.​ ​💪 It’s not a replacement. It’s reinforcement.​ ​→ Discover more myths and the truth behind them:​ https://bit.ly/429K7wT #HRSupport #BusinessGrowth #PeopleFirst #InsperityBlog

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Finding top talent isn’t easy—but our recruiters at Risch Results thrive on the challenge. When a technology company came to us needing a sales professional to grow their presence in the Midwest, they’d already been burned by two misfires. The role was critical to their growth—but the right candidate just wasn’t showing up through traditional channels. Here’s how we helped them find a new sales professional. ✔️ We take a deep dive into research. Instead of waiting for applications, we mapped out the market. Who’s already selling similar solutions? Who’s working at a competitor? We identified a standout candidate—employed, successful, and not actively looking—but exactly what our client needed. ✔️ We sell the opportunity. We don’t just send job descriptions. We personalize the message based on what we’ve learned about your company—culture, mission, growth path, leadership, and impact. In this case, we highlighted the autonomy of the role, the quality of the tech platform, and the chance to lead growth in a wide-open territory. ✔️ We’re persistent. Sometimes it takes 7 or 8 messages to get a response. That’s what it took here. But when the candidate finally replied, they told us they hadn’t responded to other recruiters because none of them had really taken the time to understand who they were or what would motivate them to move. The result? The candidate accepted. Within 120 days, they closed a major deal the company had been chasing for over a year—and they’re now mentoring new sales reps as the company scales. Hard-to-fill doesn’t mean impossible. It just means you need a partner who knows where to look, how to connect, and how to sell the opportunity. Let’s talk about who you’re trying to hire. #RecruitmentStrategies #TalentAcquisition #SalesRecruiting #ExecutiveSearch #HiringSolutions

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📽️ Paylocity Presents: Experts in Simplicity where we interview the biggest (and littlest) simplicity experts to get their take on how to simplify the toughest questions for HR and your entire back-office team. Today's tiny take is all about HR legal compliance. How will our little HR expert make sure their team stays compliant? 🤔 #HRCompliance #HCMSimplified #Automation #CentralizedData

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As a Talent Acquisition Specialist  , I often get asked what the staffing process involves—so here’s a quick breakdown of the essentials that drive our industry forward: ✅ Job Types Contract (W2, C2C, 1099) Full-time / Permanent (FTE) Contract-to-Hire (C2H) ✅ Tax Terms Explained W2: Employee of the staffing agency; taxes withheld. C2C (Corp-to-Corp): Candidate works through their own company. 1099: Independent contractor (self-employed). ✅ Common Work Authorizations US Citizens / Green Card holders H1B / H4 EAD / L2 EAD / OPT / CPT / TN 👉 Always verify validity and duration! ✅ Top Portals for Sourcing Dice | Monster | CareerBuilder | Indeed | LinkedIn Use Boolean search strings to target profiles effectively. ✅ Key Skills for Recruiters Fast sourcing & screening Understanding IT technologies Strong negotiation & closing skills Clear communication with both clients & candidates 🌐 IT staffing is all about connecting the right talent with the right opportunity—and it begins with knowing the basics! Let’s keep learning and growing in this ever-evolving industry. 💡 #USITStaffing #TechRecruiting #StaffingLife #RecruitmentTips #ITStaffingBasics #LinkedInLearning

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