Even though it’s hard to believe as we’re stuck in throes of July’s heat, we’ve moved into the final stretch of 2025 and a labor market that is showing signs of both resilience and restraint. July’s ADP report told a nuanced story: private-sector hiring bounced back with 104,000 jobs added, yet job openings and new hires declined. For hiring managers in Charlotte, this means navigating a market that isn’t quite as tight as it was a year ago, but still clearly demands strategic foresight.
With that said, here are three tips to help you hire smarter in the second half of 2025 from Sherpa’s experts:
1. Rethink “Just-in-Time” Hiring as Talent Pools Are Shallower
With job openings on the decline and voluntary quits at their lowest levels in over a year, workers are staying put longer. According to Alissa Farrow, Sales and Delivery Excellence Manager at Sherpa, “this means fewer candidates are actively on the move, especially in skilled roles like Accounting, HR, Marketing, and Finance.” Farrow continues, “While the total number of available job seekers might feel stable, in reality, the supply of high-quality, job-ready candidates is tighter than ever. It’s also worth noting that the most recent unemployment rate for Charlotte (sitting at 3.6% according to the BLS) is below the national average of 4.2%.”
In a nutshell, those who are exploring new roles tend to be the most motivated, most marketable, and are often fielding multiple offers within days of becoming available. For employers with slow or reactive hiring processes, there’s a good chance the top notch candidate you’re excited about today will be off the market by the end of the week.
Alissa’s Tip: Don’t wait for a critical vacancy to open before engaging candidates. Start building passive pipelines now, even for roles you expect to fill in Q1 2026. Consider interviewing ahead of need or building bench strength through contract staffing. Partnering with Sherpa gives you access to pre-vetted, in-demand talent before your competitors even know they’re available.
2. Pay Close Attention to Wage Trends
Wages are quietly climbing. July data from ADP shows annual pay rising at 4.4%, outpacing inflation and hinting that top candidates are commanding premium compensation, even if job creation is cooling. Industries seeing the most job growth last month include Construction, Trade, Manufacturing, and Hospitality. For Charlotte employers in these or adjacent industries, such as Logistics, Financial Services, or Real Estate, this means greater competition for skilled labor and more upward pressure on compensation.
“When wages rise and the job market tightens, good candidates start seeing—and expecting—better offers,” says Scott Pullen, AVP of Staffing Services at Sherpa. “If your pay strategy hasn’t kept up, you’re not just losing candidates, you’re missing the chance to attract the type of talent that drives business forward.”
For hiring managers in Charlotte, especially those in high-growth or customer-facing sectors, ignoring these wage trends could mean longer time-to-fill, offer rejections, or even employee turnover.
Scott’s Tip: Evaluate your salary benchmarks before launching your next search. Are you offering competitive pay in today’s market, or yesterday’s? For in-demand skill sets, compensation is still a key driver of speed and success in hiring. Don’t lose talent over a few thousand dollars, especially when the cost of vacancy can be far greater.
3. Balance Flexibility with Intentionality
Jobless claims recently hit a three-month low, which tells us companies aren’t laying off, but they’re also not aggressively expanding. Many are pausing long-term headcount growth in favor of strategic, flexible hiring models to manage economic uncertainty while keeping momentum.
Historically, in similar hiring environments (think post-recession recoveries or early-pandemic rebounds) the companies that win are the ones that stay active, even if cautiously. They use contract or project-based hiring to maintain output, protect their core teams from burnout, and secure access to specialized skills without permanent commitment. Once the market regains confidence, they’re already staffed and ahead of the curve—while their competitors are just getting started.
“In my nearly 30 years of experience in the staffing industry, I’ve seen this pattern time and again,” says Lisa Hildreth, Managing Director at Sherpa. “The employers who stay engaged, even when they’re not sure what’s coming next, end up with the best talent. They use this time to “try out” contractors, bring in consultants for high-impact projects, and quietly build their bench. When the market shifts, they’re ready to roll.”
Lisa’s Tip: If you’re hesitant to make long-term hires right now, consider a contract or contract-to-hire approach. It gives you the flexibility to scale up or down without putting strain on your team or your budget—while keeping mission-critical initiatives moving forward.
Looking Ahead: A Market That Rewards Proactive Hiring
Charlotte’s business community is adapting to a more stable but still competitive labor market. Hiring managers who stay ahead of compensation trends, maintain flexible staffing strategies, and build talent pipelines now will be better positioned to close critical roles quickly and efficiently in the coming months.
Need help navigating the second half of 2025? Let Sherpa guide the way. Whether you’re hiring for permanent, project-based, or contract roles, we’re here to connect you with exceptional talent.
