Most recruiters know President Trump’s attempt to revitalize the US economy is well underway. He’s pledged to revamp the Labor Department’s apprenticeship program and is making bold moves elsewhere in the economy, all in the names of creating jobs.
Recently, he met with some of tech’s top executives—from AT&T, General Electric, leaders of venture capital funds, and many more—to discuss the state of innovation in American technology. Because these policies will clearly affect the staffing industry, which increasingly staffs IT/technology jobs, it’s important for recruiters to know about the shifts Trump is planning, so they can best take advantage of the changing economic picture.
Trump on Technology
In his remarks on tech jobs, President Trump stresses that the country has had “[t]oo many years of excessive government regulation.” He goes on to mention his “deregulation taskforces inside every agency,” which are being used “to find and eliminate wasteful, intrusive, and job-killing regulations.” Though plenty of people might debate the usefulness of regulations, this is the reality now: the president intends to strip away regulations across multiple industries, including tech, and it’s imperative that recruiters know how to traverse this new landscape.
The technology sector is in an interesting position—from telecommunications to IT consulting, the industry is growing at a fast clip. But arguably, it has been hamstrung by excessive regulations, and according to the administration’s narrative—and in the opinion of several top economists—this “overregulation” has led to major job loss as companies have shipped tech jobs to countries such as China and India.
Getting rid of the red tape that has hampered business growth in the US might go a long way toward keeping—and creating—tech jobs in the United States. That’s because overregulation often keeps businesses’ margins down, which means they have less room to hire. But business growth means more jobs. And if Trump manages to cut regulation in the technology sector, that just might spur massive growth—and thus create an influx of jobs.
How Should Recruiters Prepare?
The best way to prepare for the president’s economic shift is this: get the best Applicant Tracking System (ATS) on the market. You need the top Applicant Tracking System—one that can fully cope with whatever the new economy will bring.
You need staffing software that’s fast-moving and rich enough to quickly introduce new features that respond to a changed economic situation. In other words, you need JobDiva, the top staffing software available—by far the most disruptive, robust, and forward-thinking. That’s what users think. Check out this software comparison from TrustRadius, which ranks ATSes according to how real-life users rate them—not anonymous “experts.”
President Trump’s commitment to deregulation could very well produce a major “boom” in hiring American workers for tech jobs. In that case, the staffing industry needs to be at the ready—must be prepared to service companies that need the top talent, fast. And there’s no better way to do exactly that than leveraging the staffing software that uses ahead-of-the-curve tools to find fits that companies without JobDiva would miss. When you have access to these tools, you’re truly prepared for the boom—the astounding new opportunities to staff IT, tech consulting, telecommunications and general technology jobs—that could quite possibly result from President Trump’s new job-creation policies.
This is your moment. You need the top Applicant Tracking System, so that you can profit in a changing economy, help achieve American greatness, and feel happier because of a better work-life balance. You need JobDiva.
Whether or not you agree with his policies, it’s hard for recruiters deny that President Trump is making bold moves on jobs and regulations. In his recent remarks before an audience of top American CEOs, the President stressed that bringing back manufacturing jobs is his administration’s priority—a process that will involve lowering taxes, reforming the tax code, loosening bank lending practices, and environmental deregulation. This is such a huge shift from the Obama era that it begs the question: how will our economy change? How will the job market change—and what can recruiters do to help employ average Americans?
Trump’s New Economy: Staffing Industry Changes
Should staffing professionals be worried? Excited? At this juncture, there’s no telling how Trump’s agenda will work out on the ground, in the everyday lives of American citizens. But we do know of certain market trends that are worth paying attention to.
As Bloomberg reports, the job market is tighter than it has been since the recession ended, with many employers unable to fill their job openings. Some employers have even raised wages as an incentive to attract new workers. The outlook is good, but any administration—the Trump administration, that is—needs to confront what economists call the “long-term unemployed”: those men and women who, having lost their jobs and found themselves unable to find new ones, simply drop out of the labor market, subsisting on public assistance, savings, and family support.
The President’s Labor Department has recently unveiled a program that will revitalize its “apprenticeship program,” which is meant to train and educate apprenticed workers—often those learning manufacturing trades—while providing them a wage. This is part of the administration’s plan for tackling those who feel “exiled,” so to speak, from the labor market at large—people who could, if they had the skills, fill those open positions we mentioned earlier.
This is where the staffing industry comes in. Staffing businesses have an opportunity here to find top talent to fill vacancies. Now clearly, some issues stem from a gradual “de-skilling” of the labor market—that there is, as Labor Secretary Alexander Acosta has it, “a mismatch between available jobs and prospective employees’ job skills.” To match talent to jobs, workers need the right required skills, and due to lack of education, many years spent in a now-outmoded line of work, and other factors, many of the long-term unemployed lack these skills.
How Can the Staffing Industry Help?
The staffing industry is, potentially, in a great position to fill lingering open positions—if organizations have the most robust staffing software available. Accurate and powerful recruitment software will help recruiters find the diamonds in the rough, the candidates that HR departments across the country don’t have the resources to locate and reach out to.
Though de-skilling is certainly an issue, plenty of unemployed workers have necessary skills but lack the resources or technical proficiency to spend their days scrolling through job boards. It’s up to recruiters, and staffing organizations more generally, to find and open lines of communication to these workers—and, thereby, draw them back into the economy. Only recruiters can save the day.
But, again, to do so, today’s recruiters need the most intelligent and innovative Applicant Tracking Software on the market. In other words, they need JobDiva. Government can help train the unemployed, but only recruiters can find those who already trained—but only JobDiva has a stunning set of solutions to this problem. The users of TrustRadius, a software reviews site that sources ratings directly from users, have rated JobDiva the best staffing software in at least fifteen ways, compared to other players in the same space. In practice, this means JobDiva is the solution for staffing organizations that want to find the best candidates that their competitors cannot.
This economy represents a massive opportunity for staffing companies—for everyone from business leaders to the recruiters making calls and sending emails and all the way to sales teams. But if you want to reach hard-to-find candidates before other recruiters do, you need the software solution for the twenty-first century. You need JobDiva.
See what you’ve been missing by setting up a demo today.