By Brittany Brooks. Originally written Nov 26, 2024.
The presidential election has passed, and Donald Trump will embark on his final term as president. Regardless of political alignment, understanding the potential impact of his presidency on talent acquisition will equip organizations to thrive in 2025.
His initial presidency in 2016 was marked by business growth and job creation until the pandemic hit in 2020. He plans to keep those promises once again, but they come with both opportunities and challenges for attracting and retaining top talent.
A Surge in Talent Competition
With Trump seeking to boost economic growth with deregulation, employers could find themselves in a tighter race for talent. As companies plan to scale operations and enter new markets, the demand for quality employees may outpace supply.
To set yourself apart, you may have to invest in your employee value proposition (EVP), enhance your benefit offerings, and re-evaluate your company culture to stay competitive.
Better pay is already non-negotiable for many candidates as the last four years of inflationary pressures and market volatility have made them prioritize financial security.
Organizations lagging in any of these areas could risk losing potential candidates to competitors offering these elements and a better overall value. To secure top talent in this environment, you may have to surpass market and industry standards to land new hires.
The Impact of Onshoring Manufacturing
One of Trump’s hallmark policies has been the push to bring manufacturing back to the United States. This would affect not only manufacturing but also logistics, creating new job opportunities and immense pressure to fill them.
The manufacturing industry has already been battling a labor shortage since Q4 of 2017, citing candidate attraction and retention as their top concerns. Deloitte projects that if left unaddressed, 1.9 million manufacturing jobs could go unfilled by 2033.
As production ramps up, we could see this becoming a reality sooner rather than later, with a ripple effect extending toward the logistics sector. The surge in domestic manufacturing will heighten the need for truck drivers, supply chain professionals, warehouse personnel, etc.
Finding New Candidate Sources
A more competitive recruitment landscape will also require you to explore unconventional candidate-sourcing strategies. Let’s face it: traditional job postings don’t always catch the attention of today’s workforce. Instead, you’ll have to go where your candidates are.
And most of them are on social media. 79% of job seekers are more likely to find employment opportunities on social media platforms. Keep in mind that we’re not talking about simply posting your openings on your company’s profile and asking employees to share them on their own pages.
We’re talking about strategically using sponsored ads to place your job listing in your potential candidates’ social media feeds. Posting on your company profile limits your reach to your follower count, particular hashtags, and the communities you joined.
Tapping into social media with a campaign strategy removes these parameters and expands your visibility.
Adapting To a Shifting Landscape
Adapting to these changes hinges on your company’s ability to be agile, innovative, and forward-thinking, regardless of who’s in the presidential office. Success in acquiring new talent isn’t any different.
Embrace a strategic approach and proactive mindset to talent acquisition, and you can mitigate today’s challenges. For right now, the greatest obstacle standing in the way is finding more candidates, so let’s change that.
We specialize in social media campaigns that expand your talent pool and get your job openings in front of your target audience.
Connect with us for more details about getting started and how we simplify the process.
