“It is getting better,” Shannon noted in the interview. “If you were discouraged in your job search last year, it might be a great time to pick it back up.”

The Numbers Tell the Story

The data shows a significant improvement in job availability across Western New York:

1. 2021: 30,000 jobs (peak hiring period)
2. 2024: 8,000 jobs (market low)
3. 2025: 14,000 jobs (current recovery)

This represents a 75% increase in available positions compared to last year, signaling a strong rebound in the regional employment landscape.

Changing Priorities in the Workforce

Shannon highlighted an important shift in job seekers’ priorities. While compensation was once the primary consideration, work-life balance has claimed the top spot for the third consecutive year. This represents a fundamental change in what employees value most.

“51% have their eye on a new job this year, this is the highest it’s been since 2015, so the top talent is looking,” Shannon explained.

Another revealing statistic: only one in five employees believe their company truly cares about them, underscoring the importance of workplace culture and employee engagement.

Advice for Job Seekers

For those looking to re-enter the job market or make a career move, Shannon offered practical advice:

1. Leverage your network: “I think it’s really important that your network knows that you’re looking.”
2. Consider roles similar to your current position: Major career pivots remain challenging, with better success likely in familiar industries.

Tips for Employers

Companies looking to attract quality talent should:

1. Emphasize work-life balance in job descriptions and interviews
2. Offer flexibility in scheduling and remote work options
3. Highlight positive workplace culture

At Acara Solutions, we’re committed to helping both employers and job seekers navigate this evolving landscape. The improving job market presents new opportunities for meaningful connections between organizations and talent in Western New York.

For more insights and assistance with your hiring or job search needs, contact Shannon Callahan and Acara Solutions today.

The post WNY Job Market Shows Signs of Recovery, According to Acara Solutions Expert appeared first on Acara Solutions.

The most recent jobs report revealed federal government employment declined by 4,000 in March. That comes after a loss of 11,000 federal jobs in February.

So, who exactly are the federal employees being impacted by these job cuts? And what effects, if any, will the layoffs have on the labor market?

In this blog, we’ll explain what employers and job seekers should expect moving forward.

A Closer Look at the Numbers

Before we get into what kind of impacts these layoffs could have on the job market, let’s take a closer look at what the numbers tell us. 

First, it’s important to note that it’s hard to get a full picture of the ongoing federal layoffs because some are tied up in legal battles. The BLS also stated that “employees on paid leave or receiving ongoing severance pay are counted as employed” in its jobs report. 

Still, the most recent data from the BLS shows that federal government employment dropped from 3,015,000 in January 2025 to 3,004,000 in February, and then to 3,000,000 in March. 

Who Are the Employees Being Laid Off?

When looking at the potential impacts of these layoffs, it’s important to consider who these employees are.

That includes their ages and whether they’ll even be entering the workforce – and if they are, what skills and qualifications they have, what kind of work they want, and where they’re looking for jobs. 

While we don’t know the exact demographics of the laid-off employees, data from Hiring Lab does show that job applications from federal workers spiked in February.

That was according to an analysis of “active job seekers who listed the federal government as their current or (newly) former employer” on Indeed. 

Hiring Lab, Indeed’s research team, noted that the spike was even higher – up by 50% – for employees of the Federal Aviation Administration, Consumer Financial Protection Bureau, and other agencies that have been the subject of recent reviews.  

What Kind of Work Do They Want?

One indicator that could help determine what kind of work laid-off federal employees may be looking for is taking a closer look at the departments being affected by these job cuts.  

According to AP News, the layoffs have been relatively widespread, impacting everything from the Defense Department and Department of Homeland Security to the National Park Service and Education Department. 

Another indicator comes from the Hiring Lab research released at the end of March. During their analysis, they looked at job titles being searched by federal workers to identify those with the biggest year-over-year growth.

According to the findings, titles with the largest surge in search volume included horticulture, employee relations, policy analyst, communications, and accountant. 

Hiring Lab also reported that federal employees actively searching for jobs held a wide range of titles across a variety of industries and sectors.

Top job titles listed in their report include customer service and call center representatives, medical support and nursing assistants, transportation officers, program analysts, HR specialists, and IT technicians. 

This tells us that laid-off federal employees are not just seeking similar government roles, but are exploring opportunities across a broad spectrum of industries — from healthcare and tech to communications and accounting — indicating both flexibility and a desire to apply their skills in new environments. 

What Qualifications Do They Have?

Existing data about education levels within the federal workforce, paired with Hiring Labs research, indicate that the federal workers looking for jobs in the wake of these layoffs are highly educated. 

Federal workers in general are more educated than the civilian workforce, according to a January report from Pew Research.

Pew reports that about 31.5% of federal workers have a bachelor’s degree, and about 22% have a post-graduate degree.

That’s compared to the 27.7% of civilian workers with a bachelor’s degree and 17.6% with an advanced degree. 

Hiring Labs found that nearly 70% of federal employees actively searching for a job on Indeed in February 2025 had a bachelor’s degree or higher. 

Indeed’s research also found a mix of skills on the profiles of federal job seekers – from hard skills like Microsoft Office and computer operation to soft skills including communication, leadership, and organization.

In addition, their report noted an increase in programming and data analysis skills like Python, Power BI, and Tableau. 

The insights on their qualifications and skills indicate that employers embracing skills-based hiring will have a clear advantage, as they stand to attract a highly educated, experienced, and versatile talent pool capable of stepping into a wide range of roles with both technical and leadership competencies. 

Where Are They Looking for Jobs?

According to Hiring Labs, federal workers actively searching for jobs are located throughout the country.

While Maryland and Virginia have the highest numbers of job seekers, states like Texas, California, Georgia, Florida, and New York each accounted for 5% or higher of the active searches as well. 

However, Indeed’s data on job search terms also found that job seekers coming from the federal government are highly interested in flexible jobs that allow them to work from home. So even if the federal workers live in specific areas of the country, their location may not matter if they’re looking for remote jobs. 

Will Federal Layoffs Impact the Labor Market?

Now that we have a better understanding of who these federal workers are, the biggest question is – how will this all impact the labor market? 

Unemployment in general has remained relatively stable. According to the Bureau of Labor Statistics, the rate has been hovering around or just above 4% since May 2024.

But job seekers have noted how difficult it’s been to find employment, and employers say they’re continuing to deal with labor shortages. 

So, will federal workers be able to find work in the current job market, and can they help the employers who are looking to fill talent gaps? 

What Employers Should Know

Former government employees often bring strong analytical, organizational, and compliance-focused skills, as well as a deep understanding of public service and accountability. Many are highly educated — more so than the general civilian workforce — and have developed transferable skills in project management, data analysis, policy implementation, IT, and communications. 

Employers should also be ready to rethink traditional requirements and lean into skills-based hiring strategies. Many of these professionals may not have a typical private-sector resume, but they bring immense value. Companies that focus on competencies over industry-specific experience will be best positioned to secure this highly capable talent especially in sectors like tech, healthcare, logistics, and customer service. 

Additionally, businesses should anticipate that these candidates may prioritize stability, purpose-driven work, and benefits — factors that closely align with their previous public-sector experience. 

What Job Seekers Should Know

Former government workers should know they’re entering a job market that values adaptability, transferable skills, and a willingness to learn. While the private sector may operate with different expectations around speed, performance metrics, or innovation, many of the skills developed in federal roles — like critical thinking, communication, leadership, and attention to detail — are highly sought after across industries. 

It’s also important to note that skills-based hiring is on the rise. This means that employers are placing increasing value on what you can do, not just where you’ve done it. If you can clearly communicate your skill set, experience, and impact, you’ll have a strong chance of standing out. 

That said, today’s job market is fast-moving and competitive. Tailoring your resume to each role, brushing up on digital tools, and being open to new sectors or flexible work models (like remote/hybrid opportunities or contract work) can expand your options significantly. 

And finally, don’t underestimate your value. You bring structure, reliability, and a mission-driven mindset — traits that private-sector employers are eager to bring into their organizations. 

Are you looking for a new opportunity after being laid off? We have open positions available for immediate start. Get in touch with one of our recruiters today. 

What to Expect Moving Forward

At this point, it’s clear that we’ll have to continue monitoring the federal layoffs to fully understand the effects it will have on the U.S. labor force. The BLS data only reflects federal job loss from February and March, and we may see additional cuts in the coming months. 

For additional insights and updates on the current state of the labor market sign up for our newsletter. 

The post Federal Employment Drops by 15K: What it Means for the Labor Market appeared first on Acara Solutions.

The days of going door to door with a resumé in hand, tacking flyers onto a coffee shop billboard, and classified ads are gone. They’ve been replaced with something entirely new, driven by advancements in AI and evolving job seeker behavior. 

Data tells us job applications have surged by 33 percent in 2024 across job boards, but despite rising volumes, the recruiting process seems to be under more scrutiny than ever. 

At the core of this shift is the digital transformation of recruiting. Today’s job seekers—and even those who aren’t actively looking—are spending more time on professional networking platforms, engaging with employer brands online, and responding to targeted outreach efforts.  

For businesses, this means one thing: if you’re not leveraging digital tools effectively, you’re falling behind. 

The Digital Recruitment Boom 

The numbers don’t lie: online recruitment methods have outpaced traditional approaches in both reach and effectiveness. According to Gallup, 50 percent of recently recruited employees report being discovered through an online professional networking site, such as LinkedIn. That’s up significantly from 39 percent in 2015. 

But it’s not just professional platforms driving this trend. Job sites like Indeed and digital search firms are even more effective, with 70 percent of employees recruited through these channels leaving their current roles.  

These platforms not only connect recruiters with active job seekers but also tap into a crucial and often overlooked pool: passive candidates. 

Contrast this with traditional methods: word of mouth and professional communities still work, but they’re less effective. For example, only 56 percent of candidates recruited through word of mouth actually leave their current roles, a notable drop compared to online methods. 

Why the Digital Shift Matters 

Digital recruiting isn’t just about convenience; it’s about connecting with today’s workforce in the spaces where they spend their time. Here’s why this matters: 

• Access to passive candidates

Passive candidates—those who aren’t actively looking but would consider the right opportunity—are a goldmine for recruiters. These individuals make up a significant portion of the workforce, and their likelihood of being recruited has increased by 27 percent since 2015. Digital platforms allow recruiters to identify and engage with these professionals on an ongoing basis. 

• Better targeting through technology

Tools like LinkedIn Recruiter or applicant tracking systems (ATS) enable recruiters to filter candidates by specific skills, experiences, or industries. This precision allows companies to find candidates who are not just qualified but also aligned with their organizational needs. 

• Scalability

With digital recruitment, companies can reach thousands of potential candidates in minutes. This is particularly useful when hiring for roles that demand specific technical skills or need to scale quickly.

Acara specializes in customized workforce solutions. Learn More 

• Employer branding opportunities

A strong digital presence helps companies build their employer brand. Candidates today research organizations before applying, and your online footprint—on LinkedIn, company review sites, and career pages—shapes their perception of your business.

Related E-Book – What Is Your Hiring Reputation? 

The Role of Job Descriptions in the Future of Work 

Why the Future of Hiring is Digital 

As technology advances, hiring has become more efficient, scalable, and candidate-centric. Here’s how digital tools are reshaping the way businesses attract, assess, and retain top talent: 

1. AI-Powered Candidate Sourcing

Gone are the days of sorting through stacks of resumes. Artificial intelligence (AI) now helps recruiters find the right talent faster by analyzing resumes, predicting job fit, and even conducting automated outreach to potential candidates. 

Example: AI-driven tools like LinkedIn Recruiter and applicant tracking systems (ATS) scan millions of profiles to match candidates to job descriptions in seconds. 

2. Virtual Hiring & Video Interviewing

The rise of remote work has made video interviews and virtual hiring the new standard. Companies are expanding their talent pool globally by leveraging digital platforms for interviews, skills assessments, and onboarding. 

Example: Platforms like HireVue and Zoom enable automated interview scheduling, AI-powered video assessments, and real-time candidate evaluations. 

3. Automation is Reducing Time-to-Hire

HR teams no longer need to manually follow up with every applicant. Automated workflows can send personalized emails, schedule interviews, and track candidate progress—all while reducing administrative burdens. 

Example: Chatbots like Paradox’s Olivia engage with candidates 24/7, answering questions and even pre-screening applicants before a human recruiter steps in. 

4. Data-Driven Hiring Decisions

Recruiters are now using predictive analytics to assess candidates beyond their resumes. Digital hiring tools analyze skills, cultural fit, and career trajectory to make smarter, unbiased hiring decisions. 

Example: HR tech solutions like Pymetrics use neuroscience-based games and AI to assess soft skills and match candidates to roles more accurately. 

5. Employer Branding & Digital Candidate Experience

In a competitive job market, a strong digital employer brand is crucial. Companies are leveraging social media, career sites, and AI-driven content to attract and engage candidates before they even apply. 

Example: A well-optimized LinkedIn or Glassdoor profile can significantly influence a candidate’s decision to apply for a role. 

What’s Next? The Future of Digital Hiring in 2025 & Beyond 

• As technology continues to evolve, hiring will become even more personalized, predictive, and immersive. Expect to see:
  Virtual reality (VR) onboarding experiences for remote teams 
• Blockchain-based digital resumes for instant verification of skills and credentials 
• AI-driven career pathing tools that help companies retain and develop top talent 

Embrace Digital or Get Left Behind 

The hiring process is no longer just about filling open roles—it’s about leveraging technology to build a future-ready workforce. Companies that invest in digital hiring strategies today will be the ones attracting the best talent tomorrow. 

Is your hiring process ready for the future? Let’s talk about how digital transformation can elevate your recruitment strategy. 

Related E-Book – How to Attract the Attention of Qualified Candidates in Your Job Postings 

Building a Digital Recruiting Strategy 

To succeed in this competitive landscape, companies need to rethink how they approach recruiting. A digital-first strategy isn’t just about switching to LinkedIn job boards, it’s about creating a holistic recruitment experience. 

Here’s how companies can stay competitive: 

1. Create a compelling digital presence

Your company’s online footprint is the first impression many candidates will have of your organization. Keep your LinkedIn profile active, update your career site regularly, and showcase your workplace culture through videos, testimonials, and blog content. 

2. Invest in recruitment tools

Platforms like LinkedIn Recruiter and AI-driven ATS software make it easier to identify and connect with top talent. These tools streamline the hiring process and enable companies to scale recruitment efforts efficiently. 

3. Engage passive candidates strategically

Use digital tools to identify high-potential candidates who aren’t actively looking but might be open to a conversation. Personalized outreach is key, generic messages won’t work with this group. 

4. Leverage recruitment partnerships

Acara brings decades of experience to help businesses compete for talent. With expertise in digital recruitment, Acara can tailor strategies to meet specific hiring needs, whether it’s direct placement, contingent staffing, or workforce planning. 

5. Measure and optimize performance:

Digital recruitment generates a wealth of data—use it. Track metrics like click-through rates, application-to-interview ratios, and time-to-hire to identify what’s working and where you need to improve. 

What’s at Stake by Sticking to Traditional Methods 

Companies that rely on outdated recruitment practices are at risk of falling behind. The market has shifted, and candidates expect organizations to meet them where they are: online. 

Without a strong digital strategy, businesses risk: 

• Missing passive candidates: If you aren’t reaching this group, your competitors are. 
• Fewer qualified applicants: Candidates want clarity, precision, and alignment. If your job descriptions don’t deliver, they’ll move on. 
• Damaged employer branding: Inconsistent or outdated digital presences signal to candidates that your company isn’t keeping pace with modern trends. 

Recruitment in 2025: The Time to Adapt Is Now 

Recruitment is no longer a waiting game. Top talent isn’t browsing classifieds or walking into your office with a printed resume. They’re online, exploring opportunities, engaging with companies that invest in their digital presence, and responding to personalized outreach. 

Don’t let outdated practices cost you your competitive edge. Whether it’s rethinking your internal hiring strategy or partnering with experts like Acara to craft customized recruitment solutions, now is the time to proactively prepare for what the future of hiring has in store.

The post The Future of Hiring Is Digital: How to Stay Ahead in 2025 appeared first on Acara Solutions.

With organizations struggling to find workers amid ongoing talent shortages, more are bringing in contingent workers to help meet their needs. The United States’ contingent workforce grew to 4.3 percent in 2023, according to the U.S. Bureau of Labor Statistics.   

If you haven’t considered scaling your organization’s workforce with temporary workers, now might be the time to reconsider. In this blog post, we’ll break down six major benefits of temporary staffing that make it a viable solution for your talent needs. 

Related: The Upside of Converting to Contingent Labor

#1. Addresses Talent Gaps 

One of the biggest benefits of temporary workers is that they can quickly address talent gaps within your existing workforce. 

Let’s say you have a specific skill or trait that you need but that your current employees don’t have. A temporary staffing partner can provide you with a qualified worker who’s ready to come in and make a difference immediately.  

Hiring a temporary employee is much more efficient, and effective, than spending time sourcing, interviewing, and onboarding a full-time employee. 

#2. Greater Flexibility 

Bringing on temporary workers is also a strategy that comes with few strings attached – meaning you can end these resources’ assignments once your labor needs subside.  

So if your organization is in the advanced manufacturing industry and needs extra technicians to help with production on a new device, you’re only paying for these workers as long as you need them. As soon as operations are back to normal, your temporary workers can be dismissed. 

#3. Cost-effective 

Temporary workers are typically much less expensive than full-time employees. Think about the wages, benefits and other costs incurred for all employees (taxes, workers, compensation, etc), in addition to any necessary training or upskilling. Compare that to hiring a qualified worker who can put their skills to work right away – and is only around as long as you need them to be. 

If you work with a staffing partner to bring on temporary workers, you’re looking at even more significant cost benefits. Without having to spend time on tedious recruiting tasks, your HR team can pursue more valuable business objectives.  

#4. Offers an Employee Trial Period 

Leveraging temporary workers lets you evaluate their skills and determine how well they mesh with your direct staff. If you’re satisfied with their performance, you can easily convert them to a full-time employee.  

Most temporary staffing partners offer free conversion fees after accruing a predetermined number of hours worked, providing you with even more cost savings.  

Related: Explore Acara’s temp-to-direct talent services

#5. Reduces Administrative Tasks 

Temporary staffing providers do more than just find the talent you need. They can also handle all onboarding and payrolling responsibilities. 

So if your HR team is overwhelmed and stretched thin with administrative tasks, working with a temporary staffing partner can take some of the more time-consuming tasks off their plate. 

#6. Customizable 

Regardless of your company’s size and industry, your hiring needs will be unique and specific to your business. By choosing the right temporary staffing provider, you’ll get specialized talent acquisition services catered to your organization.  

Ultimately, your staffing partner will help you connect with candidates who align with your business objectives and company culture. 

Finding the Right Temporary Staffing Solution For You 

If you’re struggling to find full-time employees or need a more flexible workforce, temporary staffing is a solution that lets you quickly address your needs so you can stay competitive and drive growth.  

But finding success with temporary staffing requires the right talent partner. A good temporary staffing agency will get to know you and develop a deep understanding of your goals and challenges so they can provide you with the right resources. 

If you’re looking for a temporary staffing partner, you should find one that offers: 

• Scalability 
• Risk mitigation 
• Advanced sourcing technology 
• Fast turnaround

At Acara Solutions, we have decades of experience providing custom temporary staffing solutions to companies across a wide range of industries. If you’re ready to scale your workforce and address your talent needs, get in touch with our experts.

Updated on March 19, 2025

The post 6 Major Benefits of Temporary Staffing appeared first on Acara Solutions.

Despite its impressive growth, the industry faces hurdles in recruiting and hiring. Aerospace recruitment in Canada is particularly demanding, and it is projected to need 55,000 new workers to keep pace with demand. Companies have been struggling to find qualified and skilled personnel for advanced manufacturing, design, and service positions. This labour gap poses a critical challenge to the sector’s ability to maintain its competitive edge in the global market. Addressing these workforce hardships will be imperative for sustaining growth and innovation as the markets continue to recover and expand.  

Hiring Challenges in Canadian Aerospace Sector

The industry faces serious challenges in employing and recruiting. Several factors contribute to the hiring difficulties, including:  

• Talent Shortage: The demand for skilled workers exceeds supply, creating a labour gap. Finding newly graduated applicants who want to pursue a career in specialized fields of AI, cybersecurity, and advanced manufacturing is one of the most pressing issues faced in aerospace. 
• Aging Workforce: This vital field has a large segment of its workforce approaching retirement. The departure of experienced labourers threatens to create a knowledge gap, with nearly half of workers over 45 years old. 
• Skills Mismatch: Many candidates lack the specific qualifications required for available roles. Half of the surveyed flight operators reported finding it difficult to find qualified and experienced new hires due to not having the basic knowledge of specific positions after training programs. 
• Security Clearance: The current security clearance protocols delay the acquiring, onboarding, and staffing process. These obstacles include outdated processing systems (Web-based Security Clearance Processing System (WebSCPS)), long wait times, and strict citizenship requirements for specific roles, all contributing to potential candidate loss. Streamlining and modernizing the security clearance system is critical for the industry to attract and retain workers effectively. 
• Competition from Other Sectors: Aerospace companies face stiff competition for talent from tech businesses and other high-tech companies. These positions generally yield high pay, faster talent acquisition operations, and fewer difficulties during the onboarding process. 

How to Solve Hiring Challenges in Canadian Aerospace

Addressing the staffing challenges requires a comprehensive and innovative approach. Overcoming these setbacks needs a multi-faceted strategy:

Enhancing Education and Training:

• Work-Integrated Learning: Expand co-op programs and internships to provide students with practical, hands-on experience, bridging the gap between education and trade needs. 
• Reskilling and Upskilling Programs: Offer specialized training programs to current employees to help them stay up-to-date with technological advancements in areas like robotics, unmanned vehicles, and advanced manufacturing. 
• Education Collaboration: Strengthen partnerships between companies and STEM educational institutions to ensure the curriculum meets industry requirements. 

Improving Employee Value Proposition:

• Generational Knowledge: Implement mentorship programs, potentially bringing back retirees to mentor younger workers. 
• Competitive Compensation: Offer attractive salary and benefits packages to retain the most valuable and skilled professionals. 
• Advanced Manufacturing Technologies: Invest in new technologies to attract tech-savvy job seekers and improve productivity. 

Recruitment Strategies:

• Global Talent Acquisition: Expand sourcing efforts internationally to tap into a wider pool of skilled candidates targeting roles that do not require high-level security clearances. 
• Diversity Initiatives: Include programs to attract a wide range of groups that aren’t typically applying, such as women. The male-dominated field could adopt diversity, equity, and inclusion (DEI) practices to attract more prospects. 
• Hiring and Recruitment Agency: Specialized staffing agencies can expedite hiring for aerospace companies, saving time and money. Their expertise, expansive networks, and pre-vetted candidate pools enable qualified applicants for technical and complex roles. Agencies offer flexible solutions, from contract staffing to full recruitment process outsourcing (RPO), handling all the nuances that come with finding qualified candidates.  

The future of Canada’s aerospace industry depends on solving the shortage of skilled workers. To tackle workforce gaps, companies, schools, and recruiters should team up to find and nurture talented people. By investing in people and embracing new approaches to finding and developing employees, Canada can ensure its aerospace industry continues to soar globally. 

Are you looking for a strategic partner to assist with your hiring challenges? Navigate the complex talent landscape with Acara Solutions. Our staffing expertise in specialized industries and proven strategies can help you find and secure the skilled professionals needed to take your company to new heights. Don’t let worker shortages ground your growth – contact our Acara Solutions team in Ontario today!  

The post Addressing Hiring & Recruitment Challenges in Canada’s Aerospace Industry appeared first on Acara Solutions.

Contract Recruiter: The Solo Specialist 

A contract recruiter is an individual professional who can quickly integrate into your team, bringing specialized expertise and flexibility to your hiring process. These professionals are typically hired on a short-term basis to address specific recruitment needs or projects. They offer a blend of focused attention and adaptability that can be particularly valuable for companies facing temporary spikes in hiring or seeking to fill niche positions. 

When to Consider a Contract Recruiter 

Contract recruiters are ideal when: 

• You need to fill a small number of positions 
• You have a clear understanding of your hiring needs 
• You want to manage the resource and control the recruitment process 
• You’re facing a temporary increase in hiring demands 
• You need specialized expertise for hard-to-fill roles 

Advantages of Contract Recruiters 

• Flexibility: Contract recruiters allow for easy initiation or termination of services based on demand. 
• Specialized Skills: They often bring industry-specific knowledge or functional expertise. 
• Cost-Effective for Short-Term Needs: You only pay for the duration of the contract, avoiding long-term commitments. 
• Quick Integration: Contract recruiters can immediately start working on your hiring needs with minimal onboarding. 
• Fresh Perspective: They can bring unique skills and viewpoints to your recruitment process. 

Limitations of Contract Recruiters 

However, there are some limitations to consider: 

• Process to hire, onboard, manage, track ROI, and terminate contractor 
• When the contract recruiter finishes, the organizational knowledge developed walks out the door 
• Limited scalability for high-volume hiring 
• May lack extensive candidate databases compared to larger recruitment firms 
• Potential for turnover if they receive more lucrative or full-time employment offers 
• Less integration with company culture compared to in-house recruiters 

Best Practices for Working with Contract Recruiters 

To maximize the benefits of working with contract recruiters: 

• Clear Communication: Ensure they understand your company culture and hiring expectations. 
• Define Scope: Set clear objectives and timelines for their contract period. 
• Provide Resources: Give them access to necessary sourcing tools and information to perform effectively. 
• Regular Check-ins: Maintain open lines of communication to address any challenges promptly. 
• Evaluate Performance: Use quantitative metrics to assess their effectiveness. 

By leveraging the expertise of contract recruiters strategically, companies can address immediate hiring needs efficiently while maintaining flexibility in their recruitment approach. However, for larger-scale or ongoing recruitment needs, organizations might consider alternatives like Recruitment Process Outsourcing (RPO) for a more comprehensive solution. 

RPO: The Comprehensive Solution 

Recruitment Process Outsourcing (RPO) has emerged as a powerful strategy for enhancing talent acquisition efforts across organizations of all sizes. Instead of replacing internal teams, RPO serves as a collaborative and comprehensive solution that amplifies the capabilities of existing Talent Acquisition (TA) departments. 

The Impact of RPO on Business Performance 

Recent data highlights the significant benefits of RPO adoption: 

• 67 percent of companies using RPO experienced revenue growth, compared to only 33 percent of non-RPO users. 
• The global RPO market is projected to reach $33.6 billion by 2030, growing at a CAGR of 17.5 percent from 2023 to 2030. 

Key Advantages Reported by Talent Leaders 

RPO providers deliver several critical improvements to the recruitment process: 

1. Accelerated Hiring: 60 percent of organizations reported faster hiring processes. 
2. Consistent Hiring Practices: 45 percent noted more uniform recruitment approaches. 
3. Cost Efficiency: 35 percent experienced reduced hiring expenses. 
4. Enhanced Talent Quality: 32 percent saw an improvement in the caliber of new hires. 

SME Adoption of RPO Services 

Small and medium-sized enterprises are increasingly turning to RPO solutions: 

• The SME segment is expected to grow at a CAGR of 17.1 percent in the coming years. 
• This trend is driven by the need for cost-effective and scalable recruitment models that can adapt to fluctuating hiring demands. 

Immediate Benefits of RPO Partnership 

When partnering with a trusted RPO provider, organizations can expect: 

1. Streamlined Recruitment Processes: RPO partners manage the entire recruitment lifecycle, improving efficiency and consistency.  
2. Access to Advanced Technology: Leverage cutting-edge recruitment tools without significant upfront investments. 
3. Scalability: Easily adjust recruitment efforts based on business needs and market conditions. 
4. Compliance and Risk Management: Ensure adherence to evolving regulations and best practices in hiring. 
5. Data-Driven Insights: Benefit from advanced analytics to inform and improve recruitment strategies. 

By integrating RPO services, companies can optimize their recruitment efforts, collaborate more effectively, and significantly enhance their ability to attract and retain top talent in an increasingly competitive market. 

Related Blog: RPO – Recruitment Process Outsourcing or Optimization? 

Making the Right Choice 

Consider these factors when deciding: 

1. Timing: Need talent fast? RPO companies offer quicker results for multiple positions. 
2. Scale: One role or many? Contract recruiters work well for targeted hiring, while RPO excels in a high volume of positions. 
3. Resources: RPOs come with established databases and processes, ideal if you’re starting from scratch. 
4. Flexibility: RPOs can scale up or down based on your needs, offering more adaptability. 

The Acara Solutions Advantage 

At Acara Solutions, we understand that every business has unique recruitment needs. Whether you’re looking for a skilled contract recruiter or a comprehensive RPO solution, we’re here to help. Our expertise allows us to tailor our services to your specific requirements, ensuring you find the right talent at the right time. 

Remember, the key to successful recruitment is choosing a strategy that aligns with your business goals and growth trajectory. Whether it’s a contract recruiter or RPO solution, the right choice will depend on your specific situation and long-term objectives. 

The post Scaling Your Recruitment: Contract Recruiter vs. RPO appeared first on Acara Solutions.

The Phoenix region’s workforce plays a key role in the decision of organizational leaders to establish and grow their Arizona presence. Talent is the lifeblood of a business, and in 2023, Lightcast’s Talent Attraction Scorecard ranked Maricopa County number one in talent attraction for the sixth time in seven years. The county continues to see the highest growth in working-age residents and remains a magnet for businesses seeking skilled workers. For example, companies have chosen Phoenix for a major chip production facility, reinforcing the area’s reputation as a high-tech hub. 

Phoenix is also home to one of the country’s largest community college systems and has a higher-than-average population of millennials, veterans, and diverse citizens, making it an attractive place for businesses looking to expand their footprint. 

Where Outdoor Adventure Meets a Thriving Tech Economy 

Phoenix offers outdoor enthusiasts an array of activities, from hiking the scenic trails of the Phoenix Mountains Preserve to paddle boarding on the picturesque Tempe Town Lake. Sports fans can also rally behind Phoenix’s multiple professional teams, adding to the city’s vibrant energy. 

However, it’s the booming tech industry and economic opportunities that truly draw job seekers to Phoenix. Arizona has solidified its position as a destination for high-tech, high-wage industries like semiconductors, electric vehicle manufacturing, and renewable energy. In particular, Phoenix’s office space costs remain competitive, with rents averaging $30.96 per square foot—much lower than tech hotspots like Silicon Valley, where rates soar above $100​. 

Compensation is another attractive factor for talent relocating to Phoenix. Compensation costs for private industry workers in Phoenix rose 3.3% in June 2024, while nationwide, compensation costs rose 3.9%. This combination of economic opportunity and affordability makes Phoenix an increasingly attractive destination for career-focused individuals. 

Training and education programs remain strong drivers of Phoenix’s workforce appeal. In 2023, Arizona invested $30 million to build advanced manufacturing training centers statewide, aimed at fostering skills in semiconductors, electric vehicles, and other high-tech fields​. 

Are you an employer or job seeker contemplating expanding or relocating to the Greater Phoenix area? View Acara’s latest infographic for more labor force statistics—including top-growing occupations, largest industries, and employment data. 

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Key Drivers of Cleantech In 2024

In 2024, electric vehicle (EV) manufacturing remains a key driver of job creation in the cleantech industry. Global EV revenues are expected to surpass $800 billion by 2025, driven by continued consumer demand and advancements in battery technology. 

Consumer trends and ongoing government initiatives support the sector’s expansion. The Inflation Reduction Act (IRA) continues to play a significant role, with its provisions now fully in effect. 

This year, the IRA has mobilized substantial investments, and it’s estimated that the clean energy subsidies from the Act will create over 600,000 jobs annually for the next decade, particularly in solar, wind, and EV infrastructure.

These subsidies are directly benefiting American homeowners. New and expanded tax credits are available and Americans are taking note. As a result, clean energy adoption at the residential level is rising sharply, leading to a broader transition away from fossil fuels. 

This combination of industry and consumer incentives positions EV manufacturing and home energy improvements as key pillars of the cleantech workforce’s growth through 2024 and beyond.

Additional Signs of Cleantech Growth in 2024

Expansion of Employment Opportunities

The cleantech sector has shown remarkable resilience and continues to drive U.S. job creation. The latest 2024 U.S. Energy and Employment Report highlights the following:

• Clean energy jobs grew by 4.2%, more than double the U.S. economy’s growth in 2023.
• For the first time, unionization rates in clean energy (12.4%) surpassed the broader energy sector average (11%).
• The clean energy construction sector saw a 4.5% employment growth, driven by over 800 manufacturing facilities announced since 2021.
• Latino and Hispanic workers gained 79,000 new jobs, representing nearly one-third of new energy jobs.
• The clean energy workforce remains younger than the national average, with 29% of workers under 30.

Challenges Facing the Cleantech Workforce in 2024

Talent Shortage: An Ongoing Issue

Despite the industry’s promising growth, a significant challenge persists: the talent shortage. With the U.S. unemployment rate hovering at a historic low of 3.4 percent in 2024, companies are struggling to fill vital roles, particularly in technical fields. The shortage threatens to slow the transition to a clean energy economy, as the demand for skilled workers outpaces supply.

The solar industry continues to face a pronounced labor shortage, with over 90 percent of companies reporting difficulties in recruiting qualified talent. The challenges stem from a small applicant pool, increased competition, and insufficient worker training in critical technical skills. Wind energy companies, too, face similar hurdles. 

A 2023 McKinsey report projects that, by 2030, the global cleantech industry will need an additional 1.5 million blue-collar workers to develop, construct, operate, and maintain renewable energy infrastructure. 

Skilled trades like construction laborers, electricians, and equipment operators will be in high demand, alongside 1.9 million white-collar workers including project developers, engineers, and finance professionals.

Closing the Skills Gap

As the transition to clean energy takes place, leaders are identifying opportunities for workers to transfer their skills from other industries to assist with proactive talent development. 

For instance, construction workers, electricians, and engineers can shift into cleantech with relatively minimal retraining. Additionally, the Building Skills for a Clean Economy report emphasizes that many key competencies in cleantech overlap with traditional industries, making it easier for professionals to transition into the sector.

Higher education institutions are stepping up to meet demand, with more universities offering specialized courses in renewable energy engineering, sustainability management, and cleantech entrepreneurship. These programs are designed to cultivate the next generation of cleantech leaders, equipping students with the skills needed to navigate a rapidly evolving energy landscape.

Strategies for Future Talent Development

Creating Clear Career Pathways

To attract and retain talent, cleantech companies are focusing on creating clear career pathways. By offering structured career advancement opportunities and mentorship programs, organizations can ensure that employees understand how their roles contribute to long-term company goals. Such strategies also improve job satisfaction, enhance employee retention, and foster leadership development within the organization.

Engaging Local Communities

Grassroots recruitment efforts have proven effective in bringing new talent into the cleantech sector. Community-focused initiatives, such as partnerships with vocational schools, colleges, and trade programs, are expanding the talent pool. Cleantech companies are increasingly hosting job fairs, internships, and apprenticeships, targeting students and early-career professionals with a passion for environmental sustainability.

Organizations are also investing in underrepresented groups, fostering diversity in the workforce. By actively recruiting women, minorities, and veterans, companies are building a more inclusive cleantech industry.

Looking Ahead to 2025 and Beyond

As we head toward 2025, the cleantech workforce landscape will continue to evolve. The industry’s rapid growth will continue to create millions of jobs, with an emphasis on green manufacturing, clean transportation, and renewable energy development. However, closing the skills gap remains critical to sustaining this growth.

To meet future workforce demands, organizations must:

• Accelerate workforce development initiatives: Companies need to partner with educational institutions, trade organizations, and local governments to expand training programs that equip workers with the necessary skills.
• Invest in upskilling and reskilling: Providing ongoing training opportunities for current employees ensures that the workforce remains adaptable to new technologies and evolving industry needs.
• Leverage technology and innovation: Embracing digital tools like AI, automation, and data analytics can enhance operational efficiency and reduce labor shortages in certain areas of the cleantech industry.
• Cultivate a diverse workforce: Expanding recruitment efforts to include underrepresented demographics will help bridge the talent gap while fostering innovation and inclusivity.

By implementing these strategies, the cleantech sector will be better positioned to meet the growing demands of a clean energy economy in 2024 and beyond. 

How Clean Energy Companies Can Partner with Acara to Tackle Recruitment Challenges

For clean energy companies navigating the complexities of workforce management, partnering with talent acquisition experts like Acara can provide a competitive advantage. With over 65 years of experience, Acara offers innovative staffing solutions to support the growing needs of the clean energy and advanced manufacturing sectors. Their specialized offerings, including Master Vendor Programs (MVP) and Recruitment Process Outsourcing (RPO), provide a streamlined, strategic approach to addressing staffing needs while optimizing operational costs.

Maximizing Efficiency with Master Vendor Programs (MVP)

Acara’s MVPs are designed to simplify and centralize the hiring process by consolidating vendor management under a single system. For companies facing talent shortages and tight timelines, this solution provides a reliable pipeline of qualified candidates while reducing administrative complexity. By ensuring consistent quality control and simplifying communications across all recruitment activities, MVPs can reduce time-to-fill and minimize vendor-related expenses. In fast-growing industries like clean energy, having such a structured approach can make a significant impact on productivity and workforce readiness.

Centralizing recruitment efforts also allows companies to benefit from enhanced visibility into vendor performance. This enables data-driven decisions that align with specific hiring needs and workforce planning strategies, particularly critical in sectors that demand technical proficiency and specialized certifications.

Read our recent E-Book – Master Vendor Programs (MVP): The Key to Your Contingent Workforce’s Success 

Leveraging Recruitment Process Outsourcing (RPO)

For more comprehensive staffing needs, Acara’s RPO services offer an end-to-end solution. By taking over some or all of a company’s recruitment functions, Acara helps build robust talent pipelines for specialized roles that are often hard to fill. In the clean energy industry, where scaling operations quickly is key to meeting demand, RPO allows companies to adapt to fluctuating staffing needs while reducing the costs typically associated with in-house recruitment.

Acara’s RPO model also helps streamline the hiring process, improving candidate experiences and strengthening employer branding. In a competitive job market, these aspects are crucial for attracting and retaining top-tier talent, ensuring long-term workforce stability.

View our latest infographic – Three Types of Recruitment Process Outsourcing 

Driving Cost Savings and Operational Agility

By utilizing Acara’s MVP and RPO services, companies can achieve significant reductions in vendor spend through streamlined processes and consolidated billing. This cost efficiency enables businesses to reinvest in essential areas like training, development, or expansion. With a single point of contact for all hiring needs, organizations can increase operational agility and focus on their core activities without being bogged down by vendor management.

In the clean energy sector, where rapid technological advancements and shifting market demands are constant, these solutions allow companies to remain flexible and responsive, all while maintaining a strong, diverse workforce.

Companies that prioritize workforce development today will be at the forefront of driving the global energy transition for decades to come.

Ready to speak to Acara to learn how we can assist you with your contingent labor needs? Contact us today.

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The Rise of Ghosting in Recruitment

Ghosting in the hiring process refers to the sudden and complete disappearance of communication by recruiters or hiring managers after initial contact with a candidate. The reasons for this are varied: a lack of human connection due to the shift to virtual recruiting, discomfort in delivering rejection, or simply being overwhelmed by the sheer volume of applicants. With the number of candidates per hire having increased significantly, it’s easy to see why communication might fall through the cracks. However, this does not justify the harm caused. 

Related: Making Human Touch Part of the Candidate Experience in A High-Tech World 

The Negative Impact of Ghosting 

Ghosting can have severe consequences for both the candidate and the organization. For candidates, the lack of response can lead to frustration, decreased motivation, and a negative perception of the company. Statistics show that 72 percent of job seekers share their bad experiences online, which can tarnish a company’s reputation. Moreover, nearly 40 percent of applicants would be less inclined to engage with a company in the future if they’ve been ghosted. This not only affects the candidate pool but also has the potential to impact customer loyalty and brand perception. For organizations, ghosting doesn’t just harm their reputation—it can come back to haunt them in unexpected ways. In today’s interconnected digital landscape, word travels fast, and companies that mistreat candidates may struggle to rebuild their reputations. 

When a candidate ghosts a company, it can have several negative impacts on the hiring process. For the company, a candidate disappearing without notice causes delays in filling critical positions, which can disrupt team productivity and project timelines. It also leads to wasted time and resources, as recruiters may have invested significant effort in reviewing the candidate’s application, conducting interviews, and extending an offer. Additionally, candidate ghosting can force the company to restart the hiring process, creating frustration for hiring managers and potentially causing them to miss out on other strong candidates who have moved on. Repeated ghosting incidents may also lead companies to adopt more cautious and rigid hiring practices, which can affect the overall candidate experience for future applicants. This breakdown in communication not only damages the company’s workflow but can also create long-term trust issues in how they approach candidate engagement. 

The negative impact often extends to career prospects when a candidate ghosts a company. By cutting off communication without explanation, candidates risk burning bridges with recruiters and hiring managers, which could hurt their chances of being considered for future opportunities at the same company or within its broader network. Ghosting can lead to a tarnished reputation within professional circles, especially in industries where word travels fast. Additionally, by not providing closure, candidates miss out on valuable feedback or networking opportunities that could have benefited them in the long run. It can also create a sense of unease for the candidate, knowing that their professional behavior may come back to affect them later, particularly if they apply to companies with shared connections or industry overlap. In a competitive job market, maintaining open communication is key to building a strong professional image. 

Preventing Ghosting: The Power of Communication 

Preventing ghosting starts with creating efficiencies in the hiring process and maintaining open lines of communication. Simple steps like sending automated emails acknowledging the receipt of an application or promptly informing candidates when they are no longer in consideration can make a significant difference. Setting clear expectations and providing timelines can help manage candidates’ expectations and reduce the likelihood of ghosting. 

When it comes to delivering rejections, professionalism, respect, and kindness are key. Avoid using harsh or dismissive language; instead, frame the communication positively. Even if a candidate isn’t a fit for the current role, providing constructive feedback can leave a lasting positive impression, making them more likely to consider future opportunities with your company. 

The Broader Implications of Ghosting 

Ghosting isn’t just a problem in the hiring process; it reflects broader issues of self-awareness, courtesy, and professionalism. The behavior and decision-making associated with ghosting can spill over into other areas of a person’s life, potentially sabotaging future opportunities. Whether you’re a hiring manager, recruiter, or job seeker, it’s important to remember that your actions—or inactions—can have far-reaching consequences. 

In a world where digital footprints are permanent and professional networks are interconnected, ghosting is not just an isolated incident but a decision that can impact your career for years to come. The simple act of maintaining communication, even when delivering unfavorable news, can preserve relationships, uphold your reputation, and open doors to future opportunities. 

A Call for Professionalism in the Hiring Process 

As we continue to adapt to the evolving landscape of virtual recruitment, it’s essential to prioritize professionalism and communication. Ghosting might seem like an easy way out in the short term, but it’s a practice that can have lasting negative consequences. Whether you’re a recruiter, hiring manager, or job seeker, taking the time to maintain open, respectful communication can go a long way in ensuring a positive and productive hiring experience for all involved. 

In the end, ghosting isn’t just about missed opportunities—it’s about missed connections, lost trust, and the potential for long-term career damage. By committing to transparency and professionalism, we can build stronger relationships and create a more respectful, effective hiring process. 

To learn more about how Acara can help streamline your hiring processes, contact us today.

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The Challenge: Building a U.S. Presence from the Ground Up 

The expansion into the U.S. required the client to establish a new facility, staff key leadership roles, and assemble a strong workforce across multiple departments, including HR, construction, legal, and manufacturing. All of this needed to happen within tight timelines. Compounding these challenges were the shifting project requirements and the difficulty of identifying and attracting top talent in a competitive industry. 

Additionally, the client faced a lack of familiarity with U.S. regulations, customs, and labor market conditions. This required Acara to offer not only recruitment services but also valuable insight into the unique business landscape of the U.S. 

The Solution: Strategic Talent Acquisition Project-Based High-Volume Hiring 

Acara tackled these challenges through a multifaceted strategy: 

1. Building Trust Through Communication: Despite changing timelines and requirements, Acara maintained a strong partnership with the client through transparent and frequent updates. This clear line of communication allowed for flexibility as the project’s needs evolved. 
2. Securing Key Leadership Hires: Acara quickly recruited critical leadership roles, including positions in HR, legal, and customs compliance. These hires were instrumental in guiding the company through the complexities of entering the U.S. market and setting up operations smoothly. 
3. High-Volume Hiring Event: To meet the client’s large-scale hiring needs, Acara organized a major in-market hiring event. With support from our in-house marketing team, they executed a highly targeted multi-platform social media ad campaign to attract local jobseekers. This event resulted in hundreds of interviews and job offers. 

The Results: Success in Numbers 

The job fair was an overwhelming success, achieving the client’s goal of rapidly hiring the necessary talent to launch their U.S. facility. The numbers tell the story: 

• 350+ attendees 
• 270 prescheduled interviews 
• 80 walk-in candidates 
• 260 job offers 
• 160 new hires (after clearing drug and background) 

With Acara’s ongoing support, the client continues to scale its U.S. operations, solidifying its presence in the global renewable energy market. 

Continued Support 

For companies looking to expand, having a trusted partner like Acara to handle the complexities of high-volume hiring is invaluable. Acara’s deep industry knowledge, strategic recruitment efforts, and commitment to client success made this expansion a smooth and successful endeavor. As the client continues to grow, they can rely on Acara for sustained support in scaling their operations and meeting future hiring demands. 

Expanding into new markets comes with significant challenges, but with the right talent partner, it can also lead to tremendous opportunities for growth and innovation. Contact Acara today! 

Read the complete case study and explore other case studies.  

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