Kelly Services

09/03/2026

Ready for a new office opportunity? Download the Kelly Now app to find jobs that are the right match for your skills. Apply in minutes! Get started: https://hubs.ly/Q04blsK00

08/24/2026

This question tests self-awareness and growth mindset. The key is honesty paired with improvement. A strong answer includes:
1. A real but non-critical weakness
2. What you are actively doing to improve it
3. Evidence of progress

Example: “I’ve historically been hesitant to delegate because I want to ensure quality. However, I’ve been working on trusting my team more and setting clearer expectations, which has helped improve both efficiency and team development.”

Find five other common interview questions here:
https://hubs.li/Q04nttz10

08/10/2026

Looking to connect with a new contact center or data entry role? Download the Kelly Now app to find jobs that are the right match for your skills. Apply in minutes! Get started: https://hubs.ly/Q04bl7ZL0

08/04/2026

If you've invested in AI over the past year, you've probably been asked the same question: "Are we seeing the results we expected?"

For many organizations, the answer is still, "Not yet."

In a recent article, Nadja Burns, VP of Digital Workforce Innovation and Product Development at Kelly, explores why. Her advice was simple: before introducing AI, understand how the work gets done today.

Look at each step in the process and ask:
→ Which tasks require human accountability?
→ Which involve regulated or sensitive data?
→ Which rely on contextual judgment?
→ Which are repetitive or pattern-based?
→ Where is human connection essential?

Those questions help define where AI can support employees and where people should remain responsible for the work.

According to the latest Kelly Global Re:work Report, 73% of STEM executives believe AI will reward people who learn to work with it.

That applies to organizations too. The returns come when technology is aligned to how work actually moves through the business, rather than expected to fix the workflow on its own.

Read more:

AI in the workforce is reshaping how employers plan, hire, and assess talent. Learn where AI fits and what to consider before adopting new tools.

08/03/2026

Focus on your strengths that are directly relevant to the job — not generic traits. A strong answer includes:
1. One or two core strengths
2. A brief example that proves them
3. A clear connection to the role

Example: “One of my key strengths is problem-solving. In my last role, I identified inefficiencies in [process], which resulted in [specific improvement]. I also bring strong collaboration skills, which help me work effectively across teams to deliver results.”

Find five other common interview questions here:
https://hubs.li/Q04ntgyv0

07/30/2026

If you're not getting the results you want from your staffing partners, the issue may be closer to home than you think.
Tammy Hink, VP at Kelly Professional & Industrial, knows that the relationship runs both ways, and that employers who invest in it get measurably better outcomes.

Three things make the biggest difference:

1. Give your staffing partner a single, responsive point of contact. The faster feedback flows, the faster placements improve. When hiring managers are unreachable or feedback is delayed by days, even the best recruiters are working blind.

2. Consolidate your vendor relationships. Working with too many agencies at once dilutes accountability, creates competing candidate pipelines, and often leads to weaker placements. A focused partnership gives your agency the context and volume to build real expertise in your business.

3. Share the "why" behind the requisition. An agency that understands what changed in the business, why the role is open, and what success looks like beyond the job description will deliver stronger candidates than one that's just matching resumes to requirements.

A bad hire can cost 30% to 50% of that person's annual salary. The right staffing partner helps you avoid that, but only if the partnership is built for it.

At Kelly, we work with employers to build staffing relationships that produce better hires, stronger retention, and real workforce ROI.

07/28/2026

How do you evaluate candidates when AI is making resumes sound more alike?

A 2025 Kelly survey found that 79% of job seekers now use AI during the application process, while 66% of hiring managers use AI-detection tools as part of candidate screening.

Whether you see that as a problem or simply the new normal, one thing has changed: more candidates arrive at the interview looking qualified on paper.

That's why the interview deserves more attention than ever.
Instead of asking candidates to describe a skill in general terms, ask them to walk through a specific example.

- What was the situation?
- What was their role?
- What actions did they personally take?
- What was the outcome?
- How did they measure success?

Strong candidates can explain not only what they know, but how they applied that knowledge. They can describe decisions they made, challenges they encountered, and results they achieved.

As AI becomes a standard part of the job search process, employers need interview strategies that go deeper than the resume.

At Kelly, we help organizations build smarter hiring processes by combining recruiting expertise, workforce insights, and strategies designed to identify the right talent faster.

07/23/2026

Hiring across multiple states? Pay transparency requirements may be more complex than your job posting template was designed to handle.

Today, 16 states and Washington, D.C., require salary disclosures, and additional states are considering legislation. For employers hiring remotely, a single job posting can be subject to requirements in multiple jurisdictions.

Vincent Standiford, Legislative Compliance Lead at Kelly, advises employers to treat pay transparency as part of their hiring strategy, not as a one-time compliance update. He recommends addressing three areas:

→ Review your compensation structure. Clear pay bands and a documented compensation philosophy make it easier to support pay transparency requirements as they evolve.

→ Conduct an internal pay equity review before publishing ranges. Once compensation information becomes public, employees and candidates will naturally compare roles and pay practices.

→ Update job posting templates to account for the full disclosure picture. Depending on the jurisdiction, that may include benefits information, bonus eligibility, equity compensation, and other forms of compensation beyond salary ranges.

As hiring becomes more distributed, employers are balancing candidate expectations, compliance requirements, and workforce planning at the same time.

Building the right internal structures now means absorbing new state requirements as routine updates rather than compliance scrambles.

Pay transparency laws are expanding fast. Here's what multi-state employers need to know about compliance, remote work obligations, and internal equity in 2026.

07/21/2026

If you have experience working with electronic components and enjoy hands-on assembly work, take a look at this electronics assembler career opportunity in Middletown, PA.

You'll contribute to the production of electronic products while working in a quality-focused manufacturing environment.

Learn more and apply:
https://hubs.li/Q04ncRM80

07/21/2026

How many contractors are currently working for your organization? If your team can't answer that question with confidence, you're likely dealing with three issues:

1. You don't have a complete view of your external workforce.
2. You don't know whether you're paying consistent rates across suppliers and markets.
3. You can't confirm every worker is being engaged compliantly.

That's becoming a bigger challenge as contingent work grows. U.S. contingent assignments increased 5.6% from 2024 to 2025, and an estimated 10% to 30% of employers are misclassifying workers in ways that may not hold up to regulatory scrutiny.

Ben Decker, VP of Enterprise Workforce Solutions at Kelly, explains what organizations discover once they gain visibility into their contingent workforce. According to Ben, that's when inconsistent pay rates, duplicate suppliers, and compliance gaps start coming into view.

A vendor management system helps by giving organizations one place to track their external workforce. But Ben's point is that technology alone won't solve the problem. Someone still needs to manage suppliers, enforce consistent processes, and make the decisions a platform can't.

In the full article, Ben explains how organizations can move from a simple headcount question to better visibility, stronger cost controls, and a more consistent approach to managing contingent labor.

Managing multiple staffing vendors without a system invites cost surprises, compliance gaps, and missed performance. Here are eight practices that high-performing programs share.