Kelly

Congratulations to Cara Maschino, who was just named to Staffing Industry Analysts 40 Under 40 list! 💚   As Vice President and Portfolio Lead of Global Strategic Accounts at Kelly, Cara partners with some of our most strategic clients to align workforce strategy, technology, and operations at scale. Her results speak for themselves.   Read more about her story: https://lnkd.in/gKeUi-Bs

Most workforce plans are an answer to the wrong question. Organizations usually ask: "How many people do we need to hire this year?" The better question is: "What mix of talent, across what skill sets and labor categories, will we need over the next three to five years to execute our strategy?" Matt Yeager has spent 18 years at KellyOCG working with some of the world's largest and most complex organizations on contingent staffing programs and workforce advisory. In this guide, he walks through the framework, the failure modes he sees most often, and the metrics that tell you whether your workforce plan is really reducing reactivity in your hiring process.

A three-peat worth celebrating 🏆

When clients do the ranking, it hits different. 👏

The ideal model for AI in the workplace has been called the centaur: the human does the thinking, the technology makes them faster. But Ridge Carpenter, AI product manager at Kelly, warns that model can easily get inverted. When AI starts dictating the work and the person is there only to carry out what the tool prescribes, the worker becomes a gap-filler rather than a decision-maker. The process gets fragile, and the person replaceable. Ridge lays out where AI is delivering real results in HR right now, from recruiting and workforce analytics to employee development and coaching, alongside the governance frameworks and readiness foundations that determine whether adoption sticks or stalls. Get the full plan for successful AI implementation in HR:

A vendor management program is only as good as the relationships and operational discipline built around it. The technology is table stakes. What actually drives performance is treating staffing vendors as strategic partners rather than interchangeable order-takers, and executing consistently across every touchpoint: onboarding, contracts, performance data, business reviews. KellyOCG VP Ben Decker breaks down exactly what that looks like in practice. Get all the details at the link in comments. ⬇️

The U.S. economy added 115,000 jobs in April. So why does the job search still feel broken for so many people? The gap between "the economy is adding jobs" and "I can't get a callback" is real — and it has more to do with strategy than the market. This month's myKelly Insider covers how to move fast when you need a job immediately, how to find roles that actually fit (not just roles that look right on paper), and what's deciding offers in today's interviews, according to our recruiters.

"Recruiter-candidate relationships will continue to be human at their core." — Chris Layden, Kelly CEO Nearly 14,000 hiring managers and job candidates agreed. Forbes has once again recognized Kelly on their annual rankings of the top recruiting firms in the country: 🏆 America's Best Professional Recruiting Firms 🏆 America's Best Temporary Staffing Firms It's a reflection of what our teams do every day: connect the right people to the right opportunities, and show up for clients when it counts. Proof that the human connection at the center of what we do still wins. https://lnkd.in/edJVjDEd

There's a meaningful difference between a candidate who interviews well and a candidate who will perform well. Softworld, a Kelly Company's Jonathan Anderson has spent 25 years learning to tell the two apart. The biggest signal he found is specificity. Competent-seeming candidates describe what a technical process is. Strong performers describe: → what they individually did → how they applied it → what the results were Anderson's latest article is a practical guide for hiring managers who want to build interview questions that surface real capability. He covers how to evaluate soft skills in real time, why behavioral questions are part of the toolkit but no longer the whole toolkit, and what to do about the flood of AI-polished resumes that make every applicant look like a perfect fit.

The AI bill is coming, and most organizations aren't prepared for the "AI Tax" that comes with it. Token pricing, token bloat, consumption-based billing... these costs aren't affecting just the IT department anymore. As AI tools and use-cases spread across legal, HR, sales, and operations, the costs follow. Our Need to Know Briefing team pulled together the most important context on how AI actually gets priced, what companies are currently spending (some of the numbers are staggering), and what to do before the CFO starts asking questions. Here's how to get ahead of it while you still can: https://hubs.li/Q04fmBQr0