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Summarize this post with
Something important is getting lost in the AI hiring conversation
We talk a lot about automation. About tools replacing work. About efficiency and scale.
But AI does not run itself.
Behind every data center, warehouse, factory, and facility are electricians, plumbers, HVAC techs, and other skilled trades workers who make modern infrastructure possible. And right now, there are not enough of them.
The US is short roughly 81,000 electricians every year. That gap is not closing. It is growing.
Why skilled trades are so hard to hire
This is not a job quality problem. And it is not a demand problem.
It is a visibility problem.
Skilled trades workers are not sitting on job boards refreshing listings. They are on job sites. In trucks. On ladders. On calls. They are busy doing the work.
That means most traditional hiring strategies miss them entirely.
If your plan assumes great candidates will:
- Search for your job
- Find your posting
- Take time to apply
You are already losing.
Where skilled trades talent actually is
Here is the shift that matters.
Skilled trades workers are on social media.
They scroll during breaks. At night. On weekends. Between jobs. Just like everyone else.
Social changes the math because it lets companies:
- Reach candidates without waiting for them to apply
- Show real jobs in real environments
- Let workers self-select quickly based on pay, schedule, and location
No job boards.
No middlemen.
No guessing.
Just jobs showing up where people already spend their time.
What social-first hiring unlocks
When done right, social recruiting helps companies:
- Reach the right candidates earlier
- Reduce wasted interviews on both sides
- Speed up hiring without lowering quality
- Compete for talent even in tight markets
This is not a “nice to have” strategy for skilled trades.
It is a real, structural advantage.
Rethinking where talent lives
If your hiring strategy still assumes the best skilled trades candidates are actively applying on job boards, it may be time to step back and ask a harder question.
Are you recruiting where talent actually is?
Because the companies that answer that correctly will be the ones who keep their jobs filled while everyone else keeps wondering why postings are not converting.
If you are thinking about this shift or already testing it, happy to compare notes.
