This week’s election was one of the most consequential in recent history, with implications that stretch far beyond American borders. Trump’s victory will shape not only domestic policies, but also international relations, workforce trends, and crucially, your US talent strategy.
Whether in trade, immigration, or regulatory policies, shifts introduced by the new administration will directly influence hiring, investment, and operational approaches for companies either based in or expanding to the U.S.
If you’re considering creating or expanding teams within the U.S., understanding today’s results – and how they’ll impact hiring – is vital.
Here, we break down what you need to know to navigate the US talent landscape under the Trump administration.
Regulatory shifts can – and will – have a direct impact on hiring and compensation structures. In contrast to the democrats focus on worker protections, the Trump administration is likely to focus on deregulation and reducing compliance burdens for businesses. This could mean limiting certain protections or slowing down initiatives aimed at mandating higher wages or more benefits.
Companies hiring in the US need to know and understand these regulations in order to stay compliant. More importantly, however, they need to know where they are exceeding expectations. The war for talent is ongoing, and it’s important to stay competitive. If you are offering benefits beyond the scope of what is required, you need to ensure you’re letting your candidates know about it.
Now is also the time to evaluate your flexibility. Employers that can offer remote work should highlight this in their job postings. Flexibility appeals to a broad range of candidates, especially in the post-election landscape where employees may be influenced by state-specific policies, such as tax breaks or cost-of-living adjustments tied to where they reside.
Political preferences in the US can vary widely between states, often influencing local regulations that affect hiring, employment conditions, and benefits. This polarisation can have significant consequences for HR and hiring managers, as candidates in certain states may prioritise stability in regions that align with their personal values and outlook on workplace policies. States may differ on policies like health coverage, remote work taxes, and even data privacy regulations, making it essential for companies to consider location-specific approaches.
Handling this environment requires tailoring your approach to the region you’re in. A localised understanding of talent markets has never been more important. It can help you stand out from the competition and craft offers that genuinely resonate with regional candidates on a personal level.
For instance, a candidate in California may prioritise sustainability initiatives, while someone in Texas might be more interested in competitive compensation or family leave policies. Research these preferences and adapt your EVP (Employee Value Proposition) accordingly.
Trump’s victory undoubtedly catapults DEI and inclusivity to the forefront of the national conversation. Now, more than ever, candidates need to know that you’re committed to driving an accessible, fair workplace culture, even if you’re not required to by law.
The workforce and incoming talent, especially from younger generations, increasingly seek employers who prioritise DEI. Beyond policy updates, proactively share your DEI metrics and progress to attract talent.
Encourage diversity in your leadership, implement mentorship programs, and foster inclusive practices within the workplace. Not only will this strengthen your employer brand, but it can also improve retention as employees feel valued and seen within an inclusive environment.
US immigration policy is likely to be heavily adjusted in light of Trump’s victory. The new administration is likely to prioritise stricter immigration policies, and therefore companies relying on skilled foreign workers may face challenges in hiring from overseas. It’s important to be aware that changes in visa quotas, processing times, and eligibility criteria can impact recruitment timelines and costs.
Plan for potential delays. It’s also advisable to explore alternative hiring models like remote roles based outside the US. Consider building partnerships with local educational institutions to access skilled domestic talent and strengthen your talent pipeline.
Economic policies introduced post-election may influence companies’ approaches to workforce structuring. Trump’s government is likely to encourage traditional working policies and full-time employment with enhanced benefits.
That being said, it’s important to diversify your structure where you can. Flexibility in employment structures can help your company manage costs and adapt to market conditions. Consider a blend of full-time and contract employees to stay responsive to policy shifts. This can, in turn, help your organization to manage risks and leverage the benefits of various employment types.
US elections can create economic uncertainty, which often influences business sentiment and hiring decisions. In a post-election environment, where there might be fluctuations in spending, companies could benefit from adopting more agile workforce strategies.
Today’s result will undeniably shape the talent landscape in ways that could impact hiring strategies. From labour laws, to DEI initiatives and immigration policies, expect change.
For companies hiring in the US, the best course of action is to stay informed, flexible, and agile. By understanding and anticipating the effects of the election, you can make strategic decisions that attract top talent, respect regional nuances, and ensure compliance with changing policies.
Whether you’re already in the US or planning an expansion, a proactive approach to hiring in the post-election landscape will help your organisation adapt, grow, and thrive.
To discuss the election results further or find out how we can help support your US strategy, get in touch with one of our experts.
If you’d like to contact us, please press the button to the right to reveal our contact form.
+44 207 632 1410