Workforce Shortages: Why Focusing on Immigration Policy Misses the True Solution

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Workforce shortages have been an ongoing challenge for employers across industries—long before political debates over immigration policies took center stage. From healthcare to manufacturing, tech startups to retail, businesses have struggled for decades to fill critical positions with qualified talent. In 2025, the issue is set to worsen, and regardless of the political climate or immigration strategies, employers will continue to face this gap. The bigger picture: the workforce gap is driven by far more complex forces than immigration policies alone.

Having over 30 years of experience in strategic workforce planning across various industries—including healthcare, manufacturing, distribution, retail, higher education, and tech—I’ve seen firsthand how workforce shortages persist due to demographic shifts, evolving skill requirements, and changing employee expectations. These challenges cannot be solved by blaming or relying on immigration strategies alone.

If we want to address the workforce crisis in 2025, we need to shift our focus away from political divisiveness and toward innovative, comprehensive workforce planning that prepares businesses for a rapidly evolving labor market.

Workforce Shortages: A Challenge Decades in the Making

Workforce shortages are not a new phenomenon. For decades, businesses have struggled to find qualified workers to fill essential roles. What’s different now is the intensity and urgency of the crisis, driven by factors such as the retirement of Baby Boomers, increasing chronic health issues, a skills gap in emerging industries, and changing worker preferences for greater flexibility and work-life balance. The pandemic only exacerbated these issues, accelerating retirements and shifting worker priorities.

These shortages are present in virtually every industry. The healthcare sector has been facing severe staffing shortages for years, with hospitals and clinics scrambling to fill nursing, medical, and administrative roles. Similarly, manufacturing and distribution industries have grappled with finding skilled labor, even as automation becomes more prevalent. Tech startups and retail businesses are struggling to attract talent with the right combination of technical skills and adaptability.

The ongoing shortage isn’t just about a lack of available workers; it’s also about the types of skills that are in demand and how rapidly those demands change. As businesses strive to adapt to new technologies, digital transformation, and a shifting global economy, the workforce gap grows wider.

Immigration Policy Criticisms Miss the Mark

It’s important to distinguish between undocumented workers and migrant workers, as they are often conflated in workforce discussions. Undocumented workers are individuals who lack legal authorization to work in a particular country, often posing legal and ethical risks for employers. Hiring undocumented workers, while sometimes seen as a quick fix for labor shortages, is unlawful and unsustainable. On the other hand, migrant workers are individuals who relocate—often legally cross borders—for employment opportunities, typically with proper work authorization or visas.

Critics of the new administration’s immigration policies argue that limiting immigration or deporting undocumented workers will only worsen the workforce shortage crisis. But this criticism oversimplifies the problem and overlooks the complex and multi-dimensional nature of the issue. While immigration policy may play a role, it is not the sole driver of workforce shortages, nor will changes in immigration policy solve the crisis.

Immigration policy is often touted as a quick fix for filling gaps in industries such as agriculture, construction, healthcare, and tech. But the truth is, immigration has always been just one piece of the puzzle. Even during periods of high immigration potential, businesses still faced workforce shortages. The primary issue lies in the mismatch between the skills available in the labor pool and the skills required by employers. If employers are relying solely on immigration as a solution, they are missing a critical opportunity to address the underlying issue: workforce development.

While political rhetoric may focus on undocumented workers, we cannot ignore the need to invest in the domestic workforce. By focusing on upskilling and reskilling, enhancing education and training programs, and embracing automation and technology, employers can tap into a wider pool of talent that may otherwise be overlooked. Shifting our focus away from political immigration debates and towards innovative workforce strategies will ultimately yield a more sustainable solution to the shortage crisis.

Workforce Strategies for 2025: Moving Beyond Political Debates

As we head into 2025, businesses need to think beyond political debates over immigration and start implementing forward-thinking workforce strategies that address the talent shortage in more comprehensive ways. Here are some key strategies to fill workforce gaps and build a resilient workforce:

1. Upskilling and Reskilling the Existing Workforce

One of the most effective ways to close the workforce gap is by investing in workforce development programs. Offering upskilling and reskilling opportunities to current employees allows businesses to retain their talent while also ensuring that workers have the necessary skills for evolving roles. This approach not only solves immediate gaps but also builds long-term loyalty and adaptability within the workforce.

Employers should partner with educational institutions, community colleges, and online learning platforms to offer targeted programs that address industry-specific needs. This is particularly important for industries like healthcare, manufacturing, and tech, where rapid advancements in technology demand a continuous pipeline of skilled workers.

2. Leveraging Technology and Automation

Incorporating advanced technologies and automation into the workforce is no longer optional; it’s necessary for staying competitive in the global marketplace. In sectors like manufacturing and logistics, automation can reduce the strain on human workers by taking over repetitive and physically demanding tasks. This allows businesses to focus their human capital on higher-level functions such as problem-solving, customer service, and innovation.

Tech innovations like AI-powered recruitment tools and workforce management software can also streamline hiring processes, ensuring that businesses find the right candidates faster and with more precision. By embracing automation and AI, businesses can not only fill gaps in the current workforce but also optimize their operations for the future.

3. Expanding the Talent Pool

Employers should be creative in expanding their talent pool. Veterans, people with disabilities, older workers are all sources of untapped potential. Many businesses overlook these groups, assuming they don’t fit the traditional mold of an employee. However, by making accommodations and offering flexible work arrangements, businesses can tap into a diverse talent pool that can help alleviate workforce shortages.

Additionally, employers should consider remote work as an option to access talent from regions that are not traditionally targeted. The rise of hybrid and fully remote work models presents a unique opportunity to attract workers from underserved areas, filling positions with qualified talent regardless of geographical location.

Finally, expanding the talent pool requires a fundamental shift in how we approach recruiting—it's time to let go of the status quo and think differently. Instead of competing with one another for the same small pool of candidates, industries must band together to collectively campaign for talent. This means focusing less on individual recruiting efforts and more on uniting to raise awareness about career opportunities, promote industry-wide benefits, and spark genuine interest in joining the sector. By dropping the old, fragmented approach and embracing a more collaborative strategy, employers can amplify their message, build a stronger collective brand, and make the industry more appealing to a broader, more diverse group of job seekers. It’s time to stop relying on outdated methods and create a unified movement that attracts the skilled workforce of tomorrow.

4. Retention: Building a Loyal Workforce

The most effective way to solve workforce shortages is not just by hiring new workers but by retaining existing ones. High turnover exacerbates the talent gap, causing businesses to constantly replace employees rather than investing in long-term growth. Companies should focus on creating a culture that fosters employee loyalty by offering competitive pay, career development opportunities, and a positive work environment.

Understanding why employees leave and proactively addressing those issues is crucial to maintaining a stable workforce. Regular surveys, mentorship programs, and open communication channels can help businesses identify potential retention risks and take corrective action before it’s too late.

The Bottom Line: A Holistic Approach to Workforce Shortages

As we enter 2025, workforce shortages will continue to be a significant challenge for employers. However, relying on immigration policy alone to fill these gaps is shortsighted. The real solution lies in comprehensive workforce strategies that go beyond political debates and focus on upskilling, automation, and retention. Businesses that adopt these forward-thinking approaches will be better equipped to navigate the challenges ahead.

How Can We Help You?

Workforce challenges don’t have to be overwhelming. Here are two ways we can support your success:

1. Prepare for 2025 Workforce Trends:

Join us for our 2025 Workforce Trends Launch, an exclusive event where we’ll unveil the most critical insights and strategies to tackle the year’s workforce challenges. Be the first to know what’s coming and how to respond.

2. Transform Your Workforce Strategy for 2025 and Beyond:

Struggling to fill critical roles or prepare for the future in an unpredictable job market? Let us help ease the burden. Our strategic workforce planning services are designed to address your organization’s unique challenges, from solving talent shortages to future-proofing your workforce strategy. Together, we’ll create a clear, actionable plan to help you stay competitive, adapt to change, and thrive in the year ahead. Reach out today to start turning your workforce challenges into opportunities! Send us a message at Team@hrcsuite.com to arrange a consultation meeting.

Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.