In today’s business landscape, companies are competing not only for customers but also for top talent.
Across industries, employers are struggling to fill critical roles, yet Washington’s political fights and outdated policies continue to make recruiting and retaining skilled workers an uphill battle.
The result? A self-inflicted wound that stifles growth, innovation and America’s competitive edge.
If recruiting is like a marathon where the finish line can feel like a moving target, you’re not alone. Just when companies think they’ve landed the right candidate, bureaucracy swoops in like an unexpected headwind, slowing everything down.
The talent shortage is real and growing.
The numbers tell a clear story:
• 75% of companies report difficulty recruiting talent, the highest level in 17 years.
• The U.S. labor force is shrinking. By 2040, we’ll have 6 million fewer working-age people than today.
• STEM, health care, construction and manufacturing face millions of unfilled positions.
This isn’t just a hiring issue, it’s an economic survival issue. Businesses can’t grow, innovate or compete without skilled workers.
Washington’s gridlock is making it worse.
Rather than addressing the workforce crisis with urgency, outdated policies, political fights and bureaucratic delays keep throttling access to talent.
Employers are stuck in an endless cycle:
Processing delays drag on for months or years, leaving companies in limbo.
The broken H-1B lottery rejects thousands of highly skilled workers every year, even as businesses struggle to fill critical roles.
Confusing visa rules leave many businesses unsure of where to start, leading to missed opportunities.
Meanwhile, companies are left wondering why hiring top talent feels harder than getting a toddler to sit still. And while AI is impressive, even the smartest algorithm can’t replace human creativity, adaptability and leadership.
AI can optimize workflows, but it won’t spark the next big idea or build the trusted relationships that fuel success.
It’s time to shift the narrative. Immigration isn’t a burden, it’s a competitive advantage. Foreign talent doesn’t take jobs, it creates them, fuels innovation and strengthens America’s economic future.
Forward-thinking companies are investing in talent management. By leveraging global talent as part of their long-term growth strategy, they:
• Strengthen workforce stability and succession planning.
• Fill critical skills gaps that domestic hiring alone can’t meet.
• Enhance diversity, creativity and problem-solving.
• Drive job creation and economic expansion.
The evidence is clear: Immigrant-founded companies generate billions, create jobs and lead industries.
The real question isn’t “Should we embrace global talent?” It’s “Can we afford not to?”
Rather than waiting for the federal government to act, businesses must take charge of their talent strategy.
Train, explore and expand hiring options. Educate teams, stay informed and integrate foreign talent into workforce planning.
Advocate for change. Support business groups driving sensible immigration reforms.
Join the companies investing in global talent lead the way in innovation and resilience.
The workforce crisis demands action, not excuses. That’s why I have invested a year writing “The Corporate Immigration Advantage: How to Hire, Retain, and Thrive with Global Talent in a Competitive World,” available on Amazon since the second week of April.
The book showcases real-world stories and provides business leaders with insights and tools to build resilient teams and turn immigration challenges into opportunities.
The businesses that embrace global talent today aren’t just filling roles, they’re shaping the future of work.
Because at the end of the day, the strongest companies aren’t the ones waiting for change; they’re the ones building it. And human talent, not bureaucracy, is what drives innovation, growth and success.
Giselle Carson is a corporate immigration and compliance attorney, a shareholder with Marks Gray and former Jacksonville Bar Association president.