Careers Archives - srastaffing

Where Did All the Mid-Level Talent Go?

poojaw — Mon, 27 Oct 2025 16:07:47 +0000

The disappearing middle, and what it means for your hiring strategy

If your talent pipeline has been feeling oddly lopsided lately, you’re not alone. Across industries, from tech to healthcare to manufacturing, organizations are reporting the same pattern: plenty of fresh grads eager to learn. A steady flow of senior candidates ready for leadership. But that crucial 4–8 year experience range, the “doers,” the emerging leaders, the steady hands, feels alarmingly absent.

The big question is, where did they go?
The more strategic question is, what do we do now?

This Isn’t a Hiring Dip. It’s a Structural Shift.

At first glance, it may feel like a temporary hiring crunch. But the reality is deeper. According to a 2024 McKinsey report, nearly 4 in 10 HR leaders across North America now rank mid-level roles as their most difficult to fill. That’s nearly triple the number from just five years ago.

Why? Because multiple forces have converged at once to drain the middle of the talent pyramid:

Stalled promotions during the pandemic: Many companies froze internal mobility, which created fewer natural advancements.
Burnout and attrition: Employees in this bracket often took on the brunt of extra responsibilities, leading to record burnout and mid-career exits.
A generation gap: The workforce that would be mid-career now was smaller to begin with due to declining birth rates in the early 90s.
Freelance exodus: A significant portion of mid-level professionals have left traditional employment for consulting, entrepreneurship, or more flexible contract roles.
Upskilling bottlenecks: As tech evolved, companies failed to invest in reskilling this group fast enough, leaving many stuck with outdated skills in a market demanding new ones.

The result? A donut-shaped labor market. Heavy on the outer rings, hollow in the middle.

Why Hiring Seniors to Fill the Gap Isn’t Working

It’s tempting to “solve” this gap by filling mid-level roles with more senior professionals. On paper, it looks smart, more experience, faster ramp-up, instant credibility.

But in reality? It often backfires.

Overqualified hires tend to disengage when the role doesn’t challenge them or offer room to grow. Many leave within 6–12 months. And the salary costs are higher, often without the return on investment.

Worse, it creates imbalances in team dynamics. Senior-level thinking in a mid-level seat can introduce friction, decision paralysis, or role confusion. The truth is, mid-level roles require a different kind of muscle, not just experience, but execution agility.

So, if your hiring strategy leans heavily on this stopgap approach, you’re likely cycling through talent without ever really solving the core issue.

What Does Mid-Level Mean Anymore?

Here’s the reality: the definition of “mid-level” is evolving.

It’s no longer just about years of experience. It’s about capability, versatility, and context fluency. Today’s mid-level professionals are expected to:

Lead cross-functional initiatives
Adapt to hybrid environments
Integrate tech tools into workflows
Communicate across business units
Coach juniors, while still executing daily tasks

In essence, they’re playing dual roles, contributor and emerging leader. Which means sourcing this talent requires more than a keyword match on a resume.

Rethinking Your Strategy: From Scarcity to Redesign

If the mid-level is disappearing, maybe it’s time to stop chasing it the old way and start rebuilding it differently.

Here’s what forward-looking companies are doing:

1. Rethinking Role Design

Instead of hunting for unicorns, many are splitting mid-level roles into clearer functions, pairing early-career talent with strong systems, or elevating juniors faster with mentorship and ownership.

2. Mining Adjacent Talent Pools

Mid-level talent often hides in plain sight, among freelancers, career switchers, part-time consultants, and return-to-work professionals. With the right flexibility, these profiles can bring both experience and adaptability.

3. Accelerating Internal Mobility

Rather than waiting years to promote, some organizations are fast-tracking development. Clear learning paths, mentorship, and project-based promotions can turn entry-level hires into mid-level contributors in half the time.

4. Shifting from Credentialism to Capability

The most progressive hiring teams now prioritize performance signals, portfolios, outcomes, case studies, over job titles or years served.

This Is the Moment to Rebuild the Middle

The mid-level shortage isn’t just an HR problem. It’s a business risk.

These are the people who keep your operations humming, your culture stable, your projects on track. They’re the future senior leaders, the pipeline to succession, and the daily drivers of momentum.

Losing them, or failing to invest in them, doesn’t just hurt your hiring metrics. It weakens your organization’s ability to scale.

Now is the time to:

Reexamine how you define mid-level talent
Build new bridges between junior roles and future leaders
Design career paths that retain and reward this layer
Diversify your sourcing strategy beyond traditional profiles

Because the companies that rebuild the middle now? They’ll be the ones with the strongest top layers tomorrow.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Group

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Year-End Performance Appraisal Guide: Maximizing Value for Both Sides of the Table

poojaw — Mon, 17 Mar 2025 19:57:52 +0000

In the rhythm of corporate life, the year-end performance appraisal stands as a pivotal moment—one that can either inspire growth or trigger anxiety. What separates effective reviews from forgettable formalities is preparation, perspective, and purpose.

This guide offers practical insights for both sides of the appraisal conversation, along with tools to transform this annual ritual into a catalyst for meaningful development.

The Dual Perspective: Why Appraisals Matter

For Employees

The year-end review isn’t just about surviving scrutiny—it’s your platform to showcase value, secure recognition, and shape your future. When approached strategically, it becomes less about judgment and more about opportunity.

As career strategist Liz Ryan notes: “Your performance review is the one time of year when your manager is required to reflect on your contributions. Don’t waste that opportunity by showing up unprepared.”

For Employers

Behind every thriving organization lies a framework for nurturing talent. Performance appraisals provide the structured touchpoints needed to align individual contributions with organizational goals.

According to management expert Marcus Buckingham: “People leave managers, not companies. The quality of conversation in performance reviews directly impacts retention of your best people.”

For Employees: Transforming Your Appraisal Experience

1. Document Your Journey Year-Round

The most common appraisal mistake? Trying to reconstruct twelve months of achievements from memory. Instead:

Maintain a “success journal” to track wins, challenges overcome, and unexpected contributions
Collect testimonials from clients or colleagues as they happen
Quantify results using metrics relevant to your role

As leadership coach Brené Brown advises: “Document your wins before someone else documents your failures.”

2. Master the Art of Self-Evaluation

Your self-assessment shapes the narrative. When completing it:

Lead with impact statements that connect your work to organizational objectives
Use the CAR method: Context, Action, Result
Acknowledge setbacks but emphasize learning and recovery
Balance confidence with humility to build credibility

3. Prepare for the Conversation

The review meeting itself requires strategy:

Anticipate questions about your biggest challenges and how you addressed them
Prepare specific examples for competencies being evaluated
Identify growth opportunities aligned with your career aspirations
Practice discussing salary if compensation will be part of the conversation

4. Beyond the Meeting: The Follow-Through

The most valuable part of your review may be what happens afterward:

Document agreements about future goals and development plans
Schedule regular check-ins to ensure alignment throughout the year
Create accountability systems for yourself to track progress

For Employers: Elevating the Appraisal Process

1. Preparation: The Foundation of Effective Reviews

Before sitting down with employees:

Review performance data across the entire evaluation period
Gather input from multiple sources to reduce recency bias
Identify specific examples that illustrate patterns
Consider external factors that may have influenced performance

2. Conducting Reviews That Motivate

The conversation itself determines whether employees leave deflated or energized:

Start with strengths before addressing development areas
Use specific language rather than generalizations
Focus on behaviors and outcomes rather than perceived attitudes
Ask thoughtful questions that prompt reflection
Listen actively to understand the employee’s perspective

As management guru Peter Drucker pointed out: “The most important thing in communication is hearing what isn’t said.”

3. Making Feedback Actionable

Criticism without direction rarely leads to improvement:

Frame feedback as opportunity rather than shortcoming
Connect development areas to specific resources or support
Establish clear metrics for measuring improvement
Distinguish between skill gaps and motivation issues

4. Addressing Compensation Transparently

When reviews impact compensation:

Clarify the connection between performance and rewards
Provide market context for salary decisions
Explain the complete compensation package beyond base salary
Be prepared to discuss timing for future advancement

5. Building a Culture of Continuous Feedback

The annual review works best as part of a broader feedback ecosystem:

Implement quarterly check-ins to prevent year-end surprises
Train managers in coaching techniques for day-to-day feedback
Create peer recognition programs to supplement formal reviews
Use technology to facilitate ongoing documentation

The Achievement Tracker: Your Year-Round Performance Tool

To truly transform the appraisal experience, consistent documentation throughout the year is essential. The Achievement Tracker template below provides a structured way to capture accomplishments as they happen:

Achievement Tracker Template

Achievement	Business Impact	Skills Demonstrated	Supporting Evidence	Feedback Received	Industry Benchmark
Brief description of accomplishment	How this contributed to team/company goals	Key competencies used	Metrics, testimonials, or artifacts	Quotes from colleagues/clients	How this compares to industry standards

How to Use This Tracker:

Record achievements weekly to capture details while fresh
Link accomplishments to company objectives to demonstrate alignment
Include both quantitative and qualitative impacts
Note skills used to identify pattern of strengths
Research industry benchmarks quarterly to understand your competitive position

Industry Benchmark Research:

Salary surveys: Sites like Glassdoor, PayScale, or industry-specific reports
Professional associations: Many publish performance standards for different roles
Networking groups: Connect with peers in similar positions for context
Recruitment posts: Job descriptions reveal expected competencies and achievements

Making Appraisals Work for Everyone

The most effective performance reviews create value for all stakeholders:

For Employees

Clarity about where you stand and where you’re headed
Recognition for contributions that might otherwise go unnoticed
Structured development planning with organizational support
Data-driven basis for advancement and compensation discussions

For Managers

Comprehensive view of team strengths and development needs
Insights to inform resource allocation and project assignments
Documentation to support promotion and compensation decisions
Opportunity to align individual motivations with organizational needs

For Organizations

Improved talent retention through meaningful recognition
Enhanced performance through targeted development
Stronger succession planning based on demonstrated capabilities
Cultural reinforcement of key values and objectives

From Annual Event to Growth Engine

When done right, the performance appraisal transcends administrative requirement to become a pivotal moment in professional development. By approaching it thoughtfully from both perspectives—and supporting it with year-round documentation—this process can drive individual careers and organizational success.

As leadership expert John C. Maxwell reminds us: “People don’t care how much you know until they know how much you care.” The performance review, at its best, demonstrates not just assessment but investment in human potential.

The true measure of a successful performance appraisal isn’t in the ratings given, but in the growth inspired and the alignment achieved. With preparation, perspective, and purpose, this annual conversation can become one of your most valuable professional tools.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Group

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Upskilling for Success: Must-Have Skills for 2025

poojaw — Wed, 22 Jan 2025 14:24:57 +0000

The world of work is evolving at breakneck speed, driven by advancements in technology, shifting market demands, and the need for innovation across industries. To thrive in this dynamic environment, both professionals and businesses must prioritize upskilling. In fact, a 2020 report by the World Economic Forum predicts that by 2025, 50% of all employees will need reskilling to keep pace with workplace transformations.

This blog explores the essential skills for 2025, why upskilling is vital for future success, and how businesses and individuals can embrace learning to stay ahead.

Essential Skills for 2025

1. AI and Data Literacy

The rise of Artificial Intelligence (AI) and the increasing importance of data analytics have transformed nearly every sector. Professionals who can understand, interpret, and utilize AI tools and data insights will be highly sought after.

Example: According to a report by PwC, data-driven businesses are 23 times more likely to acquire customers, 6 times as likely to retain customers, and 19 times as likely to be profitable.

Applications:

AI literacy includes understanding tools like ChatGPT, automation platforms, and machine learning software.

Data literacy involves interpreting dashboards, deriving insights, and leveraging analytics for decision-making.

2. Cross-Functional Collaboration

In an increasingly interconnected workplace, employees who can collaborate across departments bring immense value. The ability to integrate perspectives from marketing, operations, IT, and sales fosters innovation and efficiency.

Example: At Google, the Project Aristotle study revealed that team effectiveness is highly dependent on collaboration and psychological safety, making cross-functional skills a priority.

Applications:

Leading cross-departmental projects.
Communicating effectively with diverse teams.
Adapting to collaborative tools like Slack, Trello, or Microsoft Teams.

3. Digital Marketing Mastery

As businesses grow their online presence, digital marketing continues to gain prominence. Skills in SEO, content marketing, social media, and analytics will be critical to driving business growth in 2025.

Stat Highlight: According to Statista, global digital advertising spending is projected to exceed $700 billion by 2025, signaling continued growth in demand for digital marketers.

Applications:

Building online brand presence through SEO strategies.
Leveraging social media platforms like LinkedIn, Instagram, and TikTok.
Using analytics tools like Google Analytics or HubSpot to measure campaign effectiveness.

4. Emotional Intelligence (EI)

In an age of automation and AI, the human touch is more valuable than ever. Emotional Intelligence (EI) is essential for leadership, team management, and fostering healthy workplace dynamics.

Stat Highlight: A study by TalentSmart found that 90% of top performers have high emotional intelligence, making it a critical skill for career advancement.

Applications:

Managing conflict with empathy and fairness.
Building strong team morale and trust.
Understanding and managing your own emotions as well as those of others.
Why Upskilling Matters

For Businesses

Upskilling is no longer just a nice-to-have—it’s essential for survival in competitive markets. Companies that prioritize learning and development create a workforce that is:

Resilient to change.

Capable of adopting new technologies.
Positioned to innovate and lead in their industries.

Stat Highlight: According to LinkedIn’s Workplace Learning Report 2022, 74% of Learning & Development (L&D) professionals agree that upskilling their workforce should be a top priority.

For Professionals

For individuals, upskilling unlocks better career opportunities, job security, and personal growth. The rapid pace of workplace changes means that professionals who invest in learning stay ahead of the curve.

Example: A report by McKinsey & Company found that upskilling programs increase employee satisfaction by 80% and retention rates by 50%.

How to Get Started with Upskilling

For Businesses:

Skill Gap Analysis: Identify areas where your workforce lacks skills and invest in targeted training programs.
Leverage Learning Platforms: Platforms like Coursera, Udemy, and LinkedIn Learning offer accessible courses for teams.
Incorporate Technology: Use AI-based tools to personalize employee learning paths.

For Professionals:

Assess Future Needs: Look at industry trends and identify skills that will be in demand in the coming years.
Continuous Learning: Dedicate time weekly to online courses, webinars, or mentorship sessions.
Network with Experts: Join professional groups on platforms like LinkedIn to stay informed and exchange knowledge.

How SRA Supports Upskilling

At SRA, we understand the importance of staying future-ready, and that’s why we focus on connecting businesses with professionals who bring modern, relevant skills to the table. Here’s how we contribute to the upskilling movement:

Talent with Relevant Skills: We continuously update our talent pool with individuals skilled in AI, data literacy, cross-functional collaboration, and other in-demand areas.
Skill Gap Consulting: We help businesses identify skill gaps and align their workforce with future demands.
Custom Recruitment Solutions: Whether it’s digital marketing specialists, AI experts, or emotionally intelligent leaders, we find the right talent to drive your success.

The job market of 2025 will demand a workforce equipped with new skills to tackle emerging challenges and opportunities. Whether it’s mastering AI, collaborating across functions, or leading with emotional intelligence, upskilling is the cornerstone of growth—for both individuals and businesses.

At SRA, we’re here to help you navigate this transformative journey. Let’s build a future-ready workforce together—one skill at a time.

Explore our tailored staffing solutions today and take the first step towards success in 2025.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Group

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Personal Reflection: A Catalyst for Professional Growth

poojaw — Tue, 12 Nov 2024 14:42:39 +0000

In our fast-paced world, it’s easy to get caught up in the daily grind and neglect our personal growth. However, taking time for personal reflection can have a profound impact on our professional lives. By understanding ourselves better, we can enhance our interpersonal skills, improve our decision-making abilities, and ultimately, achieve greater success in our careers.

The Power of Personal Reflection

Personal reflection involves taking time to examine our thoughts, feelings, and experiences. It allows us to gain valuable insights into ourselves, including our strengths, weaknesses, values, and beliefs. By understanding these aspects of ourselves, we can develop a stronger sense of self-awareness, which is essential for effective leadership and decision-making.

The Connection Between Personal and Professional Growth

Personal and professional growth are interconnected. When we invest in ourselves, we become more confident, resilient, and adaptable. These qualities are highly valued in the workplace and can lead to increased opportunities for advancement.

Here are some specific ways that personal reflection can impact your professional life:

Improved Self-Awareness: By understanding your strengths and weaknesses, you can leverage your strengths and work on areas where you need to improve. This self-awareness can help you make better decisions, build stronger relationships, and handle challenging situations more effectively.
Enhanced Emotional Intelligence: Personal reflection can help you develop a deeper understanding of your emotions and the emotions of others. This emotional intelligence is crucial for effective communication, conflict resolution, and building strong teams.
Increased Resilience: By reflecting on past challenges and successes, you can develop the resilience needed to bounce back from setbacks and learn from your mistakes.
Greate Creativity and Innovation: When you take time to reflect, you can access a deeper level of creativity. This can lead to innovative ideas, problem-solving abilities, and the ability to think outside the box.
Stronger Relationships: Personal reflection can help you develop empathy, compassion, and active listening skills. These skills are essential for building and maintaining strong relationships with colleagues, clients, and other stakeholders.

How to Incorporate Personal Reflection into Your Routine

Journaling: Write about your thoughts, feelings, and experiences.
Meditation: Practice mindfulness to focus your attention and reduce stress.
Solo Retreats: Spend time alone in nature or a quiet place to reflect.
Self-Assessment: Use personality tests or other tools to gain insights into your strengths and weaknesses.
Coaching or Therapy: Seek guidance from a professional to help you understand yourself better.

By making time for personal reflection, you can unlock your full potential and achieve greater success in both your personal and professional life.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Staffing

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Gig Economy Jobs in 2024: Flexibility or Freefall?

poojaw — Wed, 26 Jun 2024 18:27:39 +0000

Have you noticed more and more companies offering contract positions instead of full-time gigs? This “gigification” of the job market, as Intuit CEO Brad Smith recently called it, is a major trend. But what exactly is the gig economy, and is it right for you?

The Rise of the Remote Nomads

Many people are choosing a nomadic style of work, participating in the gig economy through freelance and contract work.The convenience of working from anywhere with just a laptop and a skillset is a huge perk. “The future of work is remote-first,” says Alexis Grant, COO of Deel, a company that helps businesses manage remote workers. Today’s workforce is more mobile than ever before. This bold approach paid off. These young hires brought fresh ideas and perspectives to the table, challenging the status quo and fueling our early innovations.

Who Are Gig Workers?

Gone are the days of following your parents’ path: starting a job straight out of school and staying put until retirement. A recent study by MBO Partners found that young workers today are less engaged with traditional jobs, making them more open to exploring the gig economy. This cultural shift has led to a new way of thinking about careers. Short-term contracts are no longer seen as a negative, but as a way to build valuable skills and experiences.

The gig economy itself thrives on project-based work. Workers take on contracts with specific parameters and timelines,deliver the service, and then move on. For example, a freelance writer might find a contract with a government agency to write website copy. The writer would complete the project according to the contract’s specifications and wouldn’t become a permanent employee with benefits.

The Allure of Gig Work

So, what’s the big draw of gig work? Many freelancers enjoy the freedom of setting their own hours. As Marissa Meyer,former CEO of Yahoo, once said, “Flexibility is the new luxury”. Gig workers can choose the projects they take on and control their workload. This allows them to work full-time with multiple contracts, or take breaks whenever they want by simply not accepting new work.

Contracts also eliminate the need to give two weeks’ notice. Projects have built-in end dates, so there’s no need to formally quit a job. Plus, some people find the lack of office culture appealing. Freelance work often means no mandatory meetings or company events. You can structure your day around your own needs and appointments, without needing permission from a boss.

Benefits for Businesses

Businesses love gig workers too. They offer a convenient and efficient way to get things done without the overhead costs of full-time employees. Employers pay only for the work that gets done, with no need to factor in benefits, paid time off,or breaks.

Challenges to Consider

The work-life balance of gig work can be a double-edged sword. While freelancers enjoy flexibility, they also have to be completely self-sufficient. Unlike salaried employees, gig workers don’t get paid sick leave or vacation days. They have to manage their own schedules and make up for any lost time if they can’t work. This can lead to burnout if not managed carefully.

Another challenge is income security. Gig workers are responsible for finding their own projects and negotiating their rates. There’s no guarantee of a steady paycheck, and unlike salaried employees, they typically don’t get raises or bonuses.

The Gig Economy: Here to Stay
The gig economy is a permanent fixture in the modern workforce. Whether you choose to dabble in it for a few extra bucks or make it your full-time career, understanding the pros and cons is key. By weighing the flexibility against the lack of security, you can decide if the gig life is the right fit for you.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Staffing

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The Future of IT Recruiting: Trends to Watch in 2024 and Beyond

poojaw — Wed, 26 Jun 2024 14:58:53 +0000

Current Trends

Embracing Recruitment Marketing and Employer Branding

In today’s competitive job market, candidates have the luxury of choice. To stand out, your clients must invest in building a strong employer brand and implementing effective recruitment marketing strategies. Encourage them to share employee testimonials, maintain an active social media presence, and showcase their company culture and values. For example, consider partnering with a virtual reality (VR) company to create immersive experiences that allow candidates to explore your client’s work environment virtually. This bold approach paid off. These young hires brought fresh ideas and perspectives to the table, challenging the status quo and fueling our early innovations.

Building Talent Pools and Proactive Candidate Engagement

Gone are the days of waiting for candidates to apply. Successful recruiters are proactively sourcing and engaging with passive candidates, even for non-executive IT roles. Leverage AI-powered tools to identify and reach out to software engineers, data scientists, and other IT professionals who possess the skills and experience your clients need. Build talent pools and nurture relationships with these candidates, so you’re the first to know when they’re ready for a career move. This bold approach paid off. These young hires brought fresh ideas and perspectives to the table, challenging the status quo and fueling our early innovations.

Automating and Augmenting with AI

Automation and AI are transforming the recruiting industry, streamlining processes and enhancing candidate experiences. Encourage your clients to adopt AI-powered resume screening tools, chatbots, and other automation solutions to improve efficiency and provide personalized candidate experiences. For example, an AI-powered chatbot can answer candidates’ questions about job openings, the application process, and company culture, ensuring a seamless and engaging experience.

Prioritizing Diversity and Inclusion

Diversity and inclusion are no longer just buzzwords; they’re essential for building innovative and high-performing teams. Work with your clients to develop and implement diversity and inclusion initiatives in their hiring practices. This could include targeted outreach programs, unconscious bias training for hiring managers, and partnerships with organizations that support underrepresented groups in IT.

Embracing Virtual and Remote Recruiting

The COVID-19 pandemic accelerated the adoption of virtual recruiting practices, and this trend is here to stay. Encourage your clients to conduct virtual job fairs, hackathons, and coding challenges to identify and recruit top IT talent from around the world. Additionally, be prepared to support fully remote IT roles and flexible work arrangements, as these are becoming increasingly attractive to candidates.

Future Trends

Skills-Centric Hiring

There is a shift towards a skills-centric approach in hiring, with companies focusing more on specific skills and competencies rather than just educational qualifications or job titles. In 2024, companies like Amazon and Google are using skills-based assessments and coding challenges to evaluate candidates for IT roles, rather than relying solely on resumes and interviews.

Predictive Analytics

Predictive analytics will play a bigger role in streamlining recruitment decisions by analyzing historical data to predict outcomes like candidate performance, job fit, and retention. For instance, in 2024, Facebook is using predictive analytics to identify the most promising candidates for its data science and machine learning teams, based on factors like their educational background, work experience, and performance on coding challenges.

Reskilling and Upskilling Initiatives

With the rapid pace of technological change, companies will need to invest in reskilling and upskilling programs to address skill gaps and retain top IT talent. For example, in 2024, Microsoft launched a new upskilling program that provides its IT employees with training and certifications in emerging technologies like cloud computing, artificial intelligence, and cybersecurity.By embracing these current and future trends, and leveraging the latest technologies and best practices, you can position yourself and your clients as leaders in the IT recruiting space. Stay informed, adapt your recruitment strategies accordingly, and you’ll be well-equipped to attract and retain the best IT talent in 2024 and beyond.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Staffing

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Upskilling for the Future: Training IT Teams for Tomorrow’s Challenges

poojaw — Thu, 16 May 2024 16:09:04 +0000

This topic couldn’t be more relevant. As COO at SRA, I know how fast the tech world moves and why it’s crucial for us to stay ahead. Let me share why I think this topic really hits home.

In IT, the only constant is change. To remain competitive, our teams need to engage in continuous learning and upskilling. It’s not just about knowing the latest technologies, but also about understanding how to apply them to solve real-world problems. At SRA, we encourage a culture of learning where every employee has the opportunity to grow and advance.

Upskilling isn’t just a pathway to career growth—it’s the lifeline that keeps your team adaptable in a constantly changing IT landscape.

Our SRA Academy plays a central role in this journey. It’s where we support our employees and consultants in their upskilling efforts. By providing training programs, workshops, and access to industry-recognized certifications, SRA Academy ensures that our teams are always on the cutting edge. It’s more than just education; it’s about preparing our people for tomorrow’s challenges.

The IT industry is in a state of constant evolution. By discussing the need for ongoing education, we highlight how SRA is at the forefront of adapting to these changes. Our focus on upskilling and continuous learning drives innovation within our teams, allowing us to stay flexible and respond quickly to market demands.
By emphasizing these points, we can create a compelling narrative around the value of upskilling in the IT industry. This topic isn’t just about improving individual skills; it’s about ensuring that SRA remains a leader in the tech landscape. Our commitment to learning and growth not only benefits our employees but also positions us as a trusted partner for our clients, who rely on us to deliver the best solutions.

Learning is a way of being. If you stop learning, you stop creating history and become history. — Satya Nadella, CEO of Microsoft.

I believe this topic will resonate with our readers and inspire them to invest in their development, whether through SRA Academy or other learning platforms. It showcases our commitment to fostering a culture of innovation, adaptability, and continuous improvement—core values that drive SRA forward.

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Rediscovering Home: Weimin’s Journey as a Boomerang Employee

Sabah.Shakeel — Thu, 15 Sep 2022 08:02:30 +0000

The concept of boomerang employees has gained significant traction. These individuals, who once left an organization only to return later, offer unique insights into company culture, career progression, and employee experience. In this blog, we delve into the journey of Weimin, one such boomerang employee at SRA Group. Through a series of candid discussions, we explore the motivations behind Weimin’s decision to return, the factors that influenced her choice, and the lessons learned along the way.
Join us as we unravel the story of a professional who found her way back home.

A:Can you share what initially prompted your decision to leave?
W:There come moments in life where one seeks clarity about the next steps. For me, it was a juncture where I felt the need to pause and reassess my goals. With the support of my family and workplace, I made the decision to pursue a Master’s degree. It wasn’t just about demonstrating the importance of lifelong learning to myself and my children; it was also an opportunity for introspection, a chance to gain a broader perspective on both my professional and personal aspirations.

A:Reflecting on your time away, what aspects of your previous role or workplace environment did you find lacking or unsatisfactory?
W:Embarking on an Executive MBA journey was a fulfilling experience. It allowed me to revisit and apply the knowledge gained from my previous work experiences to the coursework. Interestingly, my tenure at SRA provided me with diverse opportunities to explore various roles within the organization, from administrative tasks to finance, HR/recruiting, and even marketing.

A: As you considered returning to SRA, what were the key factors or experiences that ultimately influenced your decision to come back?
W: Taking a step back wasn’t about exploring alternative job opportunities; it was about discerning my next move. Through my EMBA journey, I gained a deeper understanding of my capabilities and realized my readiness to take on new challenges. Returning to SRA seemed like a natural choice, given the supportive company culture and the prospect of exploring new opportunities within a familiar environment.

A: Now that you’ve returned, how do you perceive the company culture and work environment differently, and what aspects have positively surprised you since your return?
W: SRA has always held a special place in my heart, thanks to its familial work environment that extends beyond professional hours. Witnessing SRA’s evolution into solution services and the initiation of our own AI projects has been truly inspiring. Despite the transition to a hybrid work model, the sense of camaraderie and support among colleagues remains intact, reaffirming that we are indeed one big family.

Weimin’s journey as a boomerang employee sheds light on the profound connection individuals can have with their workplace. Her story underscores the importance of personal growth, organizational culture, and the value of returning to a familiar environment enriched with new opportunities. As we continue to navigate the ever-changing landscape of employment, Weimin’s experience serves as a testament to the enduring bond between professionals and their organizations.

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3 Easy Tips To Keep Remote And Hybrid Employees Happy

sraazureadmin — Thu, 15 Sep 2022 07:57:03 +0000

In today’s dynamic work landscape, remote and hybrid work arrangements have gained significant popularity, offering employees flexibility and work-life balance. Particularly, individuals with caregiving responsibilities or those seeking a more adaptable schedule have embraced these models. As companies continue to adapt to the evolving workplace, ensuring the happiness and productivity of remote and hybrid teams becomes paramount. Here are three key strategies to achieve this:

Be Intentional

Facilitating collaboration and fostering a sense of community among remote and hybrid teams requires deliberate planning. Clearly communicate the rationale behind in-person gatherings, highlighting the benefits of face-to-face interactions for specific projects or tasks. Utilize office spaces to encourage spontaneous discussions and enhance team cohesion.

While in-person meetings can enhance communication and productivity, it’s crucial to ensure that remote employees are equally engaged and included. Avoid unnecessary meetings and leverage digital platforms effectively to minimize digital exhaustion and ensure seamless communication.

Be Honest

Transparency is essential in building trust and maintaining employee morale in remote and hybrid work environments. If your organization has well-defined remote work policies and support systems in place, offer guidance and assistance to employees facing challenges. Conversely, if plans are still in development, openly communicate this to foster understanding and collaboration.

Being honest about expectations and company initiatives demonstrates respect for employees’ autonomy and fosters a culture of trust and transparency.

Be Positive

In times of uncertainty, maintaining a positive work environment is crucial for employee well-being and engagement. Recognize and celebrate employees’ accomplishments, providing positive reinforcement for their contributions. Additionally, invest in professional development opportunities to support employees’ growth and career advancement.

Listen to employees’ feedback attentively and implement changes that prioritize their needs and concerns. By promoting positivity and investing in employee development, organizations can create a supportive and thriving work culture conducive to long-term success.

In conclusion, by being intentional, honest, and positive in their approach to remote and hybrid work, organizations can effectively support their employees’ happiness and productivity in today’s evolving workplace landscape.

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How To Find A Job In Your Field

Sabah.Shakeel — Thu, 15 Sep 2022 07:27:39 +0000

These days there are so many places to seek job opportunities that it can feel overwhelming. From job boards to networking, the absolute best way to find a job is largely still a mystery. The first step you should take is determining what you want? Ask yourself these simple questions:

What industry do you want to work in?

What level are you in that industry?

What kind of thing do you want to do?

Where do you want to work?

What are your salary expectations?

Once you know what you want, it will be easier to find jobs to which you want to apply. Research companies in your industry and the kinds of positions for which you qualify. The next step is appropriately asking a company if they are hiring. The most widely professionally accepted way of reaching out to a company is through email. Most companies will have their email on their website, which you can use, but it’s always a good idea to dig a little deeper, if you can, to stand out more. Some companies have their employees listed on their website or LinkedIn. Look for a hiring manager, recruiter, or manager for the position you’re interested in and try to find their company email through their social channels. As a bonus, if you find someone specific to reach out to, LinkedIn will show you if you have any connections with that person such as mutual friends or schools.

These may come in handy as networking tools you can use. The direct approach often pays off by showing a potential employer you are dedicated, resourceful, and take initiative. When composing an email or message to a hiring manager or recruiter, always introduce yourself first. Next, explain your qualifications for the job you are interested in. Don’t forget to attach your resume for them in case they want to read more about your experience. Lastly, always thank them for their time and consideration. Applying online through job boards like Indeed or LinkedIn is good, but don’t underestimate the power of asking directly.

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