Tooth wheels with Regulations, Rules, Compliance, Standards, and Policies written on the wheels

Summer 2025

How Will the New Administration Impact Hiring?

There has been a flurry of executive orders during the first 100 days of the new administration, many of which impact the job market and hiring qualified candidates. For example, one executive order has pretty much gutted the Office of Federal Contract Compliance Programs (OFCCP) which is the organization that enforces equal opportunity and affirmative action laws. Another one orders the Attorney General and the new Chair of the Equal Employment Opportunity Commission (EEOC) to promote equal access to employment regardless of whether an applicant has a college education. On top of this the administration has been upending the global economy in the name of bringing manufacturing roaring back, trying to revive the manufacturing sector after decades of decline.

This is a complex and evolving situation that combines policy changes, workforce dynamics, and industrial strategy—all of which have real implications for employers, particularly in sectors like manufacturing and energy.

Key Takeaways from the New Landscape:

1. Reduced Regulatory Oversight

The gutted OFCCP and shift in enforcement priorities at the EEOC signal a more hands-off approach from the federal government regarding:

Investigations into adverse impact in hiring.
Monitoring of selection procedures used by federal contractors.

This gives employers more leeway in selecting and implementing hiring tools—like cognitive or skills assessments—that might previously have raised red flags under adverse impact scrutiny. However, it’s important to note that:

Legal exposure hasn’t been entirely eliminated—candidates may still bring lawsuits under Title VII, and state-level laws still apply.
Smart employers will still want to follow best practices for test validation and fairness, not only to mitigate risk but also to ensure hiring quality.

2. New Executive Order on Non-Degree Hiring

The executive order pushing for non-degree-based hiring aligns with a broader workforce development trend: skills-first hiring.

This encourages a move away from arbitrary degree requirements.
It opens doors to talent pools that have been historically excluded due to educational barriers.

This can be a boon for employers if supported by objective and job-relevant assessments, such as the COBRA assessment test.

3. Struggles in Filling Manufacturing Jobs

Despite the political push to revive manufacturing, there are structural issues:

A skills mismatch: Older workers are retiring, and younger workers often lack training.
Location challenges: Jobs may be in areas without ready labor supply.
Cultural perception: Manufacturing is often seen as less attractive than tech or services.

This is where aptitude-based hiring tools like COBRA become useful—they allow employers to:

Identify raw potential and trainability.
Widen the funnel to include non-traditional candidates, including those without college degrees or industry experience.

4. The Energy Sector and COBRA

For roles in process operations, COBRA or similar tests offer several advantages:

Require only a basic reading level
Assess cognitive and problem-solving skills that are critical on the job.
Are defensible if validated properly (especially important even in a relaxed regulatory climate).

This makes it a strategic move, particularly in sectors like energy that need high-reliability, low-turnover talent.

Strategic Recommendations for Employers:

Take advantage of the current leeway, but don't ignore long-term risks—build your testing program on solid validation methods and job relevance.
Broaden your talent pipeline by removing degree filters and focusing on skills and potential.
Invest in training programs to bridge the gap for entry-level hires coming in via non-traditional routes.
Monitor political and legal developments; executive orders can be rescinded or reinterpreted by courts or future administrations.

If you’d like help with your COBRA implementation strategy or to ensure your selection tools comply with professional standards (e.g., the Uniform Guidelines on Employee Selection Procedures), please reach out to us at COBRA sales or 1-877-ASK-4JPS .

Welcome to our New Customers

• Front Range Pipeline, LLC

• CENEX Pipeline, LLC

• Woodside Energy Group Ltd.