Technology Archives - srastaffing https://srastaffing.ca/category/technology/ Staffing & Recruitment Services Tue, 29 Jul 2025 15:16:24 +0000 en-US hourly 1 https://wordpress.org/?v=6.9 /wp-content/uploads/sites/6/2025/06/cropped-SRA-logo-512x512-1-32x32.png Technology Archives - srastaffing https://srastaffing.ca/category/technology/ 32 32 Skilled Trades are Having a Moment – and Employers Should Pay Attention  https://srastaffing.ca/skilled-trades-are-having-a-moment-and-employers-should-pay-attention/ Mon, 19 May 2025 13:41:50 +0000 https://srastaffing.ca/?p=19789 For years, career conversations have been dominated by tech, finance, and corporate ladders. But in 2025, there’s a new shift in momentum-and it’s happening off-screen. Skilled trades are stepping into the spotlight, and they’re not just making a comeback-they’re leading the charge in some of the fastest-growing sectors of the global economy. From construction and […]

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For years, career conversations have been dominated by tech, finance, and corporate ladders. But in 2025, there’s a new shift in momentum-and it’s happening off-screen. Skilled trades are stepping into the spotlight, and they’re not just making a comeback-they’re leading the charge in some of the fastest-growing sectors of the global economy.

From construction and utilities to oil & gas and smart energy, trade professions are drawing new attention from employers, job seekers, and economists alike. And with Gen Z driving a values-first career mindset, trades are finally being recognized for what they offer: impact, stability, and opportunity.

A Market on the Move

While tech layoffs and economic uncertainty have reshaped traditional hiring, skilled trade sectors are showing resilience-and impressive growth projections.

Projected Sector Growth (2020-2030):

  • Construction: +18%
  • Oil & Gas: +12%
  • Utilities: +10%
  • IT Services: +5%
  • Healthcare: +6%
(Source: U.S. Bureau of Labor Statistics & LinkedIn Workforce Report, April 2025)

In comparison to IT or healthcare-often seen as “safe” careers-trades are outpacing them in projected demand, particularly in North America and Western Europe where infrastructure and energy needs are surging.

What’s Fueling the Trades Boom?

Several converging trends are creating a perfect storm of opportunity:

1. Massive Infrastructure Investment

Governments are pumping billions into renewable energy, transportation, housing, and modernization projects. Skilled labor is essential to deliver on these initiatives-and demand is outstripping supply.

2. A Generational Retirement Wave

A significant percentage of trade professionals are nearing retirement. In the U.S. alone, over 29% of electricians and 25% of plumbers are over 55 (U.S. Census Bureau, 2024). This is opening up urgent and long-term hiring needs.

3. Tech-Enhanced Trades

Modern trade jobs now incorporate tech-from drones on construction sites to AI-driven diagnostics in energy. The result? These careers are increasingly appealing to tech-savvy Gen Z professionals who want hands-on, future-proof work.

4. Rethinking the ROI of Education

The average U.S. college student graduates with over $37,000 in debt. Meanwhile, trade certifications offer access to high-paying jobs in under two years—with significantly less financial burden.

What Employers Should Be Doing Now

The shift is clear. What matters now is how organizations adapt. Here’s where leading employers are focusing:

1. Modernize Employer Branding

Move beyond hard hats and stereotypes. Highlight career paths, certifications, tools, and innovation. Emphasize how your company supports career development, not just job placement.

2. Build Local Talent Pipelines

Partner with high schools, vocational programs, and trade schools. Sponsor apprenticeships. Create content that speaks directly to younger job seekers exploring alternative career tracks.

3. Offer Upskilling Pathways

The best candidates are often 80% there. Offering in-house training, cross-skilling, or even AI-powered learning platforms can turn good hires into great performers-fast.

SRA’s Role in Powering the Shift

At SRA, we’ve seen this transformation firsthand. Our clients in industrial services, and clean energy are no longer asking if they should invest in trades-they’re asking how to scale hiring, fast.

We’re helping them:

  • Build high-quality, high-urgency candidate pipelines
  • Develop skills-first hiring frameworks
  • Use AI to match potential with need-beyond the resumé

“We’ve placed welders in remote regions and energy techs in downtown cores. What unites them is drive, skill, and readiness to learn-and we help our clients see that.”
– SRA Senior Recruiter, 2025

The Final Word

Skilled trades aren’t just back-they’re essential. As infrastructure evolves, as energy shifts, and as values change, these roles will shape how we build, power, and maintain the world around us. If your workforce strategy doesn’t include skilled trades-it’s time to rethink it.

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Group

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]]>  Is Your Tech Stack Built for What’s Next?  https://srastaffing.ca/is-your-tech-stack-built-for-whats-next/ Tue, 15 Apr 2025 15:12:07 +0000 https://srastaffing.ca/?p=19684 Artificial Intelligence is no longer a future consideration in the world of talent—it’s a current imperative. Across industries, companies are integrating AI into recruitment workflows, reimagining how they attract, evaluate, and retain top talent.  As this shift accelerates, one critical question stands out:  Is your hiring infrastructure ready for the speed, scale, and sophistication of […]

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Artificial Intelligence is no longer a future consideration in the world of talent—it’s a current imperative. Across industries, companies are integrating AI into recruitment workflows, reimagining how they attract, evaluate, and retain top talent. 

As this shift accelerates, one critical question stands out: 

Is your hiring infrastructure ready for the speed, scale, and sophistication of modern talent acquisition? 

At SRA, we believe the most impactful hiring strategies are those that embrace innovation without losing sight of human connection. Here’s a closer look at how the talent landscape is evolving—and how forward-looking organizations can stay ahead. 

Key Trends Shaping the Future of Hiring 

1. Intelligent Job Matching 

AI-powered algorithms now enable platforms to move beyond basic keyword scanning. Instead, they assess candidate compatibility through behavioral data, role history, and soft-skill profiling—reducing bias while improving accuracy. 

Recent data shows that organizations using intelligent matching tools report up to 23% faster hiring cycles and significantly higher retention rates in critical roles. 

2. AI-Driven Employer Branding 

The rise of generative AI has transformed content development for talent marketing. Today’s recruitment teams are using AI to: 

  • Craft job descriptions tailored to specific talent personas 
  • Personalize messaging at scale across email, social, and web 
  • Develop content frameworks that stay consistent with brand voice 

At SRA, we’ve incorporated AI into our marketing workflows to support speed and scalability—without sacrificing creativity or tone. 

3. Virtual Assessments and Skills Simulations 

Assessment tools are evolving. Traditional formats are being replaced with immersive simulations, real-time skill evaluations, and behavioral analytics integrated directly into virtual interviews. These tools don’t just streamline hiring—they provide data-backed insights that empower better, faster decisions. 

The Tech Stack as a Strategic Asset 

Hiring teams can no longer afford fragmented or outdated systems. A modern recruitment infrastructure requires: 

  • Seamless integration between sourcing, ATS, and communication platforms 
  • Predictive analytics that inform talent decisions 
  • Scalable architecture that evolves with business needs 

SRA supports clients in building and refining hiring systems that are not only technologically advanced but aligned with long-term business goals. 

Keeping the Human Element at the Center 

While AI has introduced powerful efficiencies, the human touch remains irreplaceable. The most effective hiring strategies today are those that combine the intelligence of automation with the empathy of experience. Recruiters must know how to interpret AI-driven insights. Brand and content teams must ensure communication still reflects authenticity. And leadership must stay grounded in transparency and trust. 

In short, technology should enhance human decision-making—not replace it. 

SRA’s Approach 

At SRA, we’ve embedded AI across our own recruitment and marketing operations—leveraging platforms like Zoho and Microsoft Teams to ensure consistency, speed, and collaboration across global teams. However, we remain deeply committed to people-first processes that foster engagement, creativity, and long-term retention. 

Our model is simple: 

Strategic systems + empowered people = better hiring outcomes. 

The recruitment landscape is changing rapidly—and the organizations that adapt early will be the ones that attract the best talent, faster. 

If your hiring infrastructure is still operating with legacy tools or disconnected workflows, now is the time to evaluate and evolve. AI is no longer a differentiator. It’s becoming the baseline. Let’s build a tech-enabled, human-powered hiring engine that’s ready for what’s next. 

Sabah Shakeel
Staff Writer, Digital Marketing Specialist
SRA Group

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]]> SRA’s Q1 2025: A Progressive Start, Bold Moves, and a Promising Road Ahead https://srastaffing.ca/sras-q1-2025-a-progressive-start-bold-moves-and-a-promising-road-ahead/ Tue, 15 Apr 2025 14:05:45 +0000 https://srastaffing.ca/?p=19655 The first quarter of 2025 didn’t begin with the momentum SRA had hoped for. According to Roy, the company faced a slower-than-expected start—largely due to the impact of tariffs that weighed down early performance. However, he was quick to note that the team is optimistic about the months ahead. “It was a softer start than […]

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The first quarter of 2025 didn’t begin with the momentum SRA had hoped for. According to Roy, the company faced a slower-than-expected start—largely due to the impact of tariffs that weighed down early performance. However, he was quick to note that the team is optimistic about the months ahead.

“It was a softer start than we anticipated,” Roy acknowledged, “but we’ve been through cycles like this before. It’s all about how we respond—and we’re already seeing signs of a strong Q2.” 

Q1 was Slow! 

Roy explained that while government clients ended their fiscal year on par with forecasts, the banking sector adopted a more cautious stance, preferring to wait for clarity on U.S. policy direction. This decision to pause had a ripple effect on project movement.

“Banks are holding off. They want to see what the U.S. administration lays out in terms of strategy,” Roy said. “That’s fair—and we expect that to settle by April or May.” 

Doubling the Speed of Business with AI 

Where Q1 lacked in pace, it made up for in transformation. One of the most exciting developments within SRA was the rollout of AI tools across multiple departments, including RFPs, recruiting, marketing, sourcing, and accounting. 

“We’re not just testing AI—we’re integrating it deeply,” Roy emphasized. “The goal is to double our speed of business by the end of the year. Every process is being re-engineered with that in mind.” 

This move is not just about efficiency; it’s about future-proofing the organization for the evolving dynamics of the staffing industry. 

India and Canada: Dual Engines of Growth 

SRA’s global operations are a key part of its growth strategy. Roy shared that the company’s new office in India is now fully staffed and already creating a noticeable impact on delivery and turnaround times. Meanwhile, the Canadian market is emerging as a major growth opportunity, especially as inter-provincial trade barriers continue to ease. 

“India gives us scale. Canada gives us opportunity,” Roy said. “Together, they’re powering our future.” 

SRA closed 2024 at $65 million in revenue, and the target for 2026 is a bold $100 million. According to Roy, the roadmap is clear—and the building blocks are in place. 

Strategic Acquisitions on the Horizon 

Looking ahead, Roy confirmed that M&A activity is on SRA’s radar. The leadership team is expecting two to three strategic opportunities in the staffing and consulting space over the next 24 months. 

“We’re ready to move when the right deals come up,” he said. “We’re looking for partners that align with our values and our long-term vision.” 

Supporting Clients Through Challenging Times 

Roy also took a moment to express empathy and solidarity with clients in the education sector, many of whom are currently navigating difficult financial terrain. He reaffirmed SRA’s commitment to being a reliable partner through thick and thin.

“We know it’s a tough time for some of you. You’ve trusted us over the years, and now it’s our turn to support you—delivering quality at speed, and at the best cost possible,” he said. 

Eyes on Q2—and Beyond 

As SRA enters the second quarter of the year, Roy conveyed a strong sense of confidence and unity. 

“We’re ready. The tools are in place, the teams are aligned, and the energy is there,” he said. “Q2 is where we bounce back—and I truly believe this will be a defining year for us.” 

Riyaz (Roy) Hussein
Founder & CEO
SRA Group

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]]> Corporate Brand vs. Personal Brand: The Powerful Partnership You Didn’t Know You Needed  https://srastaffing.ca/corporate-brand-vs-personal-brand-the-powerful-partnership-you-didnt-know-you-needed/ Mon, 22 Jul 2024 18:13:13 +0000 https://srastaffing.ca/?p=15708 Unleash the power of your corporate & personal brand working together. Attract clients & build a strong online presence. Learn how!

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Let’s talk LinkedIn myths. One common misconception making the rounds is the idea of a corporate brand versus a personal brand being two separate entities. This thinking leads to some, shall we say, “colorful” comments on the topic. But fear not, fellow professionals, we’re here to clear the air!

Here’s the truth bomb:

A corporate brand and a personal brand aren’t rivals – they’re teammates, working together to propel your professional success. Let’s break down what each brings to the table:
The Corporate Brand: Your Business’s Foundation
Imagine your corporate brand as the cornerstone of your business. It encompasses everything that defines your company’s position in the market:
  • Unique Value Proposition: What sets you apart?
  • Market Positioning: Who are you trying to reach?
  • Product or Service Offerings: What problem do you solve?
  • Pricing Strategy: How do you deliver value for your price?
  • Operational Excellence: How do you ensure smooth delivery?
  • Customer Experience: How do you make interactions exceptional?
  • Company Values: What core principles guide your decisions?

The Personal Brand: You, the Differentiator
Now, let’s talk about your personal brand. This builds on top of your corporate brand, showcasing your unique personality and expertise:


Thought Leadership: What insights and perspectives can you offer?
  • Personality: How do you want to be perceived (approachable, creative, analytical)?
  • Expertise: What specific skills and knowledge do you possess?
  • Communication Style: How do you connect with your audience (formal, humorous, engaging)?

The Winning Combination: Attract & Close
Think of your personal brand as the magnetic attraction that draws potential clients in. Your expertise, personality, and insights grab their attention and establish you as a valuable resource. Then, your strong corporate brand, with its clear value proposition and customer focus, closes the deal.
So why is this partnership crucial? In today’s crowded online landscape, standing out from the crowd is essential. A generic personal brand, sounding like every other consultant or coach out there, gets lost in the noise. But by leveraging your unique personality on top of a well-defined corporate brand, you create a powerful combination that resonates with your target audience.

The Takeaway: Embrace Both, Even as a Solopreneur
This powerful partnership applies to everyone, not just large corporations. Even solopreneurs benefit from a well-defined personal brand. Stop blending into the background! Craft a compelling personal brand that showcases your strengths and complements your corporate brand. This winning combination will help you attract the right clients and achieve lasting success.

Sabah Shakeel
 Staff Writer, Digital Marketing Specialist
SRA Staffing

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]]> Gig Economy Jobs in 2024: Flexibility or Freefall? https://srastaffing.ca/gig-economy-jobs-in-2024-flexibility-or-freefall/ Wed, 26 Jun 2024 18:27:39 +0000 https://srastaffing.ca/?p=14662 Is the freedom of freelance work for you? Explore the growing gig economy in 2024, including its perks like flexible hours and the challenges of income security. Discover if the gig life is the right fit for you.

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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?

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.

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.

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.

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.
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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]]> Innovations in Early Startups: Shaping the Future of Technology https://srastaffing.ca/innovations-in-early-startups-shaping-the-future-of-technology/ Tue, 25 Jun 2024 15:38:47 +0000 https://srastaffing.ca/?p=14612 Unleash the future of IT recruiting! Discover the hottest trends shaping the industry in 2024 and beyond, including AI-powered tools, skills-based hiring, and remote work. Learn how to stay ahead of the curve and attract top IT talent for your clients.

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In the dynamic world of technology, early-stage startups are the lifeblood of innovation, constantly pushing the boundaries of what’s possible. These nascent companies, often fueled by a combination of bold ideas and cutting-edge technologies, are making significant strides in addressing real-world problems. In this article, we highlight some groundbreaking startups that are making waves in the tech industry, discuss how they are leveraging new technologies, and share success stories and key lessons from their journeys.

Groundbreaking Startups Making Waves

  • Overview: Airtable is revolutionizing the way teams collaborate and manage projects. By combining the power of a database with the simplicity of a spreadsheet, Airtable offers a highly flexible tool that can be customized to fit a wide range of use cases.
  • Technology: Airtable leverages cloud computing and an intuitive user interface to create a versatile platform that can be used for project management, customer relationship management (CRM), content planning, and more.
  • Success Story: Since its launch, Airtable has attracted millions of users, including high-profile clients like Netflix and Expedia. The startup has raised over $620 million in funding and continues to expand its capabilities, demonstrating the importance of flexibility and user-centric design in tech innovation.
    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.
  • Overview: Notion is another startup transforming the productivity landscape. It provides an all-in-one workspace for notes, tasks, databases, and wikis, making it a favorite among teams looking for a unified platform to manage their workflows.
  • Technology: Notion integrates collaborative features with powerful database functionalities, all wrapped in a clean, user-friendly interface. Its ability to customize pages and databases for various needs sets it apart from traditional productivity tools.
  • Success Story: Notion’s rapid adoption by individuals and organizations alike has led to a valuation of over $10 billion. Its user community has grown exponentially, thanks to its adaptability and robust feature set, highlighting the critical role of user feedback in product development.
  • Overview: Loom is changing the way we communicate at work by offering a simple tool for recording and sharing video messages. This startup has become essential for remote teams needing to convey complex information quickly and clearly.
  • Technology: By leveraging video compression and streaming technologies, Loom ensures high-quality video with minimal bandwidth usage. Its integration with popular productivity tools enhances its utility.
  • Success Story: With over 14 million users and more than $200 million in funding, Loom has demonstrated the power of asynchronous video communication. Its success underscores the importance of addressing communication challenges in remote work environments.

Leveraging New Technologies to Solve Real-World Problems

  • Artificial Intelligence (AI): Startups like OpenAI, known for its development of GPT-3, are using AI to create highly sophisticated natural language processing tools that can automate tasks, generate creative content, and provide insights from vast data sets.
  • Blockchain: Companies such as Chainalysis are utilizing blockchain technology to enhance transparency and security in financial transactions. Their tools help institutions track and analyze blockchain data, contributing to the fight against financial crime.
  • Internet of Things (IoT): Samsara is integrating IoT devices to provide real-time data and analytics for fleet management, ensuring safer and more efficient operations. Their comprehensive platform connects sensors, cameras, and gateways to offer actionable insights.

Focus on User Needs: The success of Airtable and Notion highlights the importance of understanding and addressing user needs. By building flexible and customizable tools, they have created products that users love and rely on.

Iterate and Improve: Continuous improvement is crucial. Loom’s success can be attributed to its constant iteration based on user feedback, ensuring the product meets evolving communication needs.

Scalability: Startups must design their products with scalability in mind. OpenAI’s GPT-3, for instance, demonstrates how scalable AI models can cater to a wide range of applications, from customer service to creative writing.

Conclusion

Innovations in early startups are reshaping the tech industry by leveraging new technologies to solve real-world problems. These companies serve as beacons of what is possible with creativity, resilience, and a keen understanding of market needs. As we look to the future, the lessons learned from these pioneering startups will undoubtedly inspire the next generation of innovators to continue pushing the boundaries of technology.

Stay tuned to our newsletter for more insights into the tech industry and discover how SRA is supporting the next wave of groundbreaking startups. Whether you’re an aspiring entrepreneur or a tech enthusiast, our stories and resources are designed to inspire and equip you for success.

Sabah Shakeel
 Staff Writer, Digital Marketing Specialist
SRA Staffing

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]]> Employee Spotlight: Understanding the Montreal & Quebec Market with Kévin Belvigne https://srastaffing.ca/employee-spotlight-understanding-the-montreal-quebec-market-with-kevin-belvigne/ Fri, 17 May 2024 17:43:39 +0000 https://srastaffing.ca/?p=13739 In today’s global business landscape, understanding and adapting to the unique needs of clients in diverse markets are crucial for success. Join Kevin as he shares insights into navigating the complexities of the French market and building strong client relationships. How do you approach understanding the unique needs and preferences of clients in the French […]

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In today’s global business landscape, understanding and adapting to the unique needs of clients in diverse markets are crucial for success. Join Kevin as he shares insights into navigating the complexities of the French market and building strong client relationships.

Kevin’s Response: Similar to markets worldwide, I believe the French market isn’t inherently unique. However, projecting oneself into their shoes allows for asking pertinent questions to pinpoint their needs or challenges accurately. Additionally, environmental knowledge is indispensable in comprehending their reality. By empathizing with their circumstances and gaining insights into their operational environment, we can tailor our solutions effectively.

Despite the post-Covid challenges, my client management approach remains steadfast. Close alignment with their reality is paramount. We depend on them, and our role is to support them to the best of our ability. By staying attuned to market trends and client feedback, we can adapt our strategies, accordingly, ensuring that we continue to meet their evolving needs and expectations.

Maintaining regular contact without being overbearing is crucial. Communication channels such as phone calls and emails are essential. Understanding their reduced needs during this time and offering support when necessary is key. By striking a balance between staying connected and respecting their space, we can foster strong relationships built on trust and understanding.

While IT culture seems universal, I aim to remain sensitive to any nuances. Being open to feedback and adapting as needed is my approach. By actively listening to their concerns and preferences, we can tailor our approach to align with their cultural expectations, fostering a deeper sense of mutual respect and collaboration.
Delivering what they need, when they need it, and building trust over time are my priorities. Regular follow-ups during mandates and swift assistance when required ensure client satisfaction and loyalty. By demonstrating reliability, responsiveness, and a genuine commitment to their success, we can cultivate lasting partnerships that benefit both parties.
I recall a .Net Developer engagement lasting two years with a satisfied client. The success stemmed from meticulous resource matching, consistent follow-ups, and transparent communication, reinforcing trust. By aligning our resources with their specific needs, maintaining clear lines of communication throughout the project, and proactively addressing any issues that arose, we were able to deliver a solution that exceeded their expectations and solidified our relationship.
Currently, expansion in Quebec is stalled due to prevailing circumstances. We focus on serving existing clients while seeking growth opportunities through strategic partnerships, such as with the Quebec Government. By leveraging our existing relationships and exploring new avenues for collaboration, we can position ourselves for future growth and expansion.
While drastic changes haven’t necessitated strategy shifts, we acknowledge reduced activity. This allows us to extend efforts towards expanding our client base. By remaining agile and responsive to changing market dynamics, we can capitalize on emerging opportunities and navigate challenges effectively.
With over a decade of experience, I value learning from diverse interactions and situations. Engaging in relevant courses, conversations with industry peers, and staying updated on emerging technologies aid in understanding client needs effectively. By investing in ongoing learning and professional development, we can stay ahead of industry trends and deliver exceptional value to our clients.
Regular interactions with contractors provide valuable insights into technological advancements. This constant learning ensures a deep understanding of client requirements, facilitating effective communication and solution delivery. By staying informed about the latest trends and developments in our field, we can continue to innovate and deliver optimal outcomes for our clients.

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]]> From Fresh Faces to Industry Leaders: SRA’s Enduring Legacy of Talent Development  https://srastaffing.ca/from-fresh-faces-to-industry-leaders-sras-enduring-legacy-of-talent-development/ Fri, 17 May 2024 06:54:07 +0000 https://srastaffing.ca/?p=13586 Discover SRA's Secret to Success: Investing in Talent! Learn how SRA empowers its employees to become industry leaders and drives innovation for the future.

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As SRA’s President, I often reflect on our company’s remarkable journey. From our humble beginnings to our current position as an industry leader, our story is one of continuous growth and adaptation. But the true secret sauce? It’s the incredible talent we’ve nurtured along the way.

In the early days of SRA, the recruitment landscape was different. We weren’t just looking for experienced professionals; we sought out bright-eyed young talent eager to make their mark. We saw their enthusiasm and potential as invaluable assets, and we took a chance on them, believing they would gr,/p>ow alongside our company.

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.

However, attracting exceptional talent was only half the battle. We understood that nurturing their skills and fostering a love for continuous learning were crucial to sustaining our success. This belief in empowering our employees led to the creation of a strong training culture.

From the very beginning, training has been a cornerstone of SRA’s identity. We believe in providing our employees with the tools and resources they need to reach their full potential and stay ahead of industry trends. 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.

Our commitment goes beyond formal training programs. We’ve fostered a culture of continuous learning where employees are encouraged to upskill themselves, take on new challenges, and embrace opportunities to grow. This constant learning environment not only benefits individual employees, but also keeps SRA at the forefront of the industry.
As SRA continues to lead the way, our dedication to shaping talent and fostering a culture of excellence remains at the core of everything we do. We’re incredibly proud of how far we’ve come, but even more excited for the journey ahead. We look forward to shaping the future of our company and industry, one talented individual at a time.
Sabah Shakeel
 Staff Writer,
Digital Marketing Specialist
SRA Staffing

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]]> Upskilling for the Future: Training IT Teams for Tomorrow’s Challenges https://srastaffing.ca/upskilling-for-the-future-training-it-teams-for-tomorrows-challenges/ Thu, 16 May 2024 16:09:04 +0000 https://srastaffing.ca/?p=13459 Upskilling isn't just a pathway to career growth—it's the lifeline that keeps your team adaptable in a constantly changing IT landscape.

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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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]]> Step-by-Step Guide for Account Managers in IT Recruiting: Landing New Clients in the Private Sector  https://srastaffing.ca/step-by-step-guide-for-account-managers-in-it-recruiting-landing-new-clients-in-the-private-sector/ Wed, 15 May 2024 17:41:56 +0000 https://srastaffing.ca/?p=13433 Learn the secrets to success in IT recruiting with our comprehensive guide for account managers. Learn step-by-step strategies for landing new clients in the private sector and expanding your business reach.

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In the competitive world of IT recruiting, account managers play a crucial role in securing new clients, especially within the private sector. This step-by-step guide provides a practical approach for account managers looking to expand their client base, ensuring they can effectively attract, engage, and convert prospects into long-term partners.

Step 1: Research and Identify Target Clients
  • Market Analysis: Begin by conducting a thorough market analysis to identify key industries that require IT professionals. Focus on sectors experiencing rapid growth or undergoing digital transformation.
  • Prospect List: Create a list of potential clients within these industries. Utilize business directories, LinkedIn, and industry events to gather company information and key decision-makers.
  • Unique Selling Points (USPs): Develop a clear and compelling value proposition that differentiates your firm from competitors. Highlight unique services such as niche IT placements, rapid fulfillment capabilities, or superior candidate vetting processes.
  • Client-specific Benefits: Adapt your USPs to meet the specific needs of each prospect. For example, if a target company has had rapid turnover, emphasize your firm’s success in placing long-term, committed IT professionals.
  • Personalized Outreach: Reach out to potential clients through personalized emails or LinkedIn messages. Reference specific challenges they face and how your services can provide solutions.
  • Networking: Leverage professional networks and industry events to meet potential clients in person. Personal connections can lead to more meaningful business relationships.
  • Custom Presentations: Arrange meetings to present your services. Use customized presentations that focus on the client’s challenges and how your firm can address them.
  • Data and Testimonials: Support your presentation with data on your firm’s success rates, client testimonials, and case studies that demonstrate your expertise and results.
  • Prepare Responses: Anticipate potential objections, such as concerns about costs or candidate quality, and prepare thoughtful, evidence-based responses.
  • Flexibility: Show flexibility in accommodating the client’s needs, whether it’s customizing the recruitment process or adjusting the terms of the contract.
  • Regular Follow-Ups: After initial meetings, keep in touch with prospects through follow-up emails or calls. Provide additional information as requested and answer any new questions.
  • Add Value: Continue to engage potential clients by sending them industry insights, white papers, and invitations to webinars that can benefit their business. This helps to build trust and establish your firm as a knowledgeable partner.
  • Proposal Submission: Submit a detailed proposal that outlines your services, pricing, and the terms of the agreement.
  • Negotiation: Be prepared to negotiate terms. Understand your bottom line but remain flexible to find a mutually beneficial agreement.
  • Accordion Seamless Onboarding: Once a client commits, ensure a smooth onboarding process. Clearly communicate the steps involved in the recruitment process and what they should expect.
  • Performance Review: Set up initial reviews to discuss the performance and gather feedback. Use this feedback to improve services and solidify the relationship.

Conclusion
Landing new clients in the private sector requires a strategic and proactive approach. By thoroughly understanding the needs of potential clients, tailoring communications, and building trust through consistent engagement, account managers can effectively expand their client base. This not only helps in achieving immediate business goals but also sets the stage for long-term success and client retention in the competitive IT recruiting industry.

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