What HR leaders at SHRM26 revealed about global talent hiring in 2026

When it comes to hiring and managing a global workforce, HR teams are the frontline of the company impacted by ever-changing government policies and procedures. In the U.S., they are often the spearheads for maintaining compliance with Form I-9 procedures in addition to finding efficiencies through technology that will streamline the hiring process — both key issues communicated by human resources professionals at SHRM26.

Key immigration policy developments in 2026 are posing significant challenges to HR teams recruiting and hiring global talent, such as litigation surrounding the $100,000 fee for H-1B visas, the new H-1B weighted selection process, the proposed prevailing wage rule impacting H-1B and PERM, and recent Supreme Court decisions on Temporary Protected Status (TPS). HR leaders must stay informed about evolving trends in the employment of foreign national workers, including changes in immigration policies, to remain competitive in attracting specialized talent and maintain workforce compliance.

How can I keep my business compliant with recent Form I-9 changes?

Form I-9 is a human resources responsibility necessary for every employee hired in every business in the country, and I-9 compliance continues to be a top priority for HR teams according to SHRM26 attendees. Accurately completing Form I-9 is critical to avoiding fines in case of a worksite enforcement visit by government officials.

Ongoing changes to work authorization dates in TPS, DACA and parole, as well as the ending of automatic extensions require HR teams to navigate unclear guidance by the government to complete Form I-9 without errors. This effort is significant, as U.S. Immigration and Customs Enforcement (ICE) recently updated Form I-9 guidance, reclassifying multiple Form I-9 errors from “technical” to “substantive.” Because the government does not provide an opportunity to correct substantive violations that ICE identifies during inspections, employers are likely to be subject to higher fines.

To prepare, HR leaders and their teams should have a response strategy for government site visits and updates to Form I-9 guidance. If in-house professionals are not available, leaning on outside immigration counsel with dedicated Form I-9 experts can help companies safeguard Form I-9 accuracy, conduct attorney-client privileged internal I-9 audits and create a plan in the event of a government audit.

What new HR technology and AI tools are available for my business?

The future of HR in today’s AI-driven business environment was a common theme at SHRM26. For organizations hiring employees from abroad to work in the U.S., technology can help streamline the visa application process. Professionals in charge of immigration and global mobility functions often handle many employee documents, such as passports, birth certificates, higher education degrees, visa status expirations and travel visas. They may also need to review expiration dates and validity dates of several immigration documents to ensure compliance.

Certain immigration tools help collect and upload documents, keep track of a few dozen to thousands of cases and produce powerful reports with actionable insights into employee data. Immigration case management software also provides avenues for foreign nationals to ask questions about their cases, track case lifecycles and receive substantive responses from knowledge bases and immigration experts, freeing up valuable time for busy HR teams.

With many AI-first immigration tools emerging in the market, it is important for HR professionals to carefully evaluate new technology and respective immigration providers to determine which aligns best with the organization’s talent strategy.

Some items to consider when comparing immigration firms and their technology include:

• Integration with HRIS systems
• Response times and response channels to questions
• Real-person legal expertise behind the technology

Immigration policy can change fast, and compliance failures can be costly. For organizations seeking fast service without sacrificing expert counsel, technology backed by true immigration professionals may be the right solution.

Is it possible to recruit global talent in today’s immigration environment?

HR professionals at SHRM26 posed this question, and the answer is yes. Recruiting and hiring global talent is still possible in today’s immigration policy environment. Regulatory changes and executive actions may impact corporate immigration programs, but companies that take a strategic approach to workforce planning and employment-based visa sponsorship can continue to attract and retain specialized talent.

The fiscal year 2027 H-1B lottery saw an increase in selection rates, likely due to the new weighted selection rule and the $100,000 H-1B fee lowering the total pool of applicants. Alternative immigrant and nonimmigrant visas are available if an H-1B visa seems unfeasible for certain employers. Having a contingency plan is a great resource for employers to evaluate work authorization alternatives and secure foreign national talent in specialty occupations.

Why leading organizations rely on immigration partners

Access to foreign national talent remains an important option for employers, but the immigration landscape is constantly shifting. In this environment, experienced immigration counsel can provide valuable guidance to HR teams on emerging policy changes that influence hiring decisions and global workforce strategies.

With the support from an immigration law firm, HR functions can:

• Remain compliant with Form I-9 experts and create a written plan for potential government audits
• Build a scalable process to recruit, sponsor, hire and onboard foreign national employees with integrated immigration tools and technology
• Leverage powerful reporting tools to make data-backed talent acquisition decisions
• Receive trusted guidance and proactive communication from immigration policy experts during major immigration decisions affecting foreign nationals

Many of the world’s top companies partner with experienced corporate immigration law firms to help HR teams hire specialized talent. Immigration counsel supports human resources professionals by streamlining the visa application process, maintaining workforce compliance and being a proactive partner during major shifts in policy.

BAL has over 45 years of experience supporting businesses with U.S. work visas and workforce compliance. Contact our corporate immigration attorneys about visa sponsorship and Form I-9 support for your program.

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