Kelly

Hiring managers see everything in the interview process — the good, the great, and the ...not so great. And when you're interviewing at scale, the small things add up fast. We want to know the moments that break momentum, create friction, or make you rethink a candidate's fit during an interview. Have more to add? Drop them in the comments! 👇

You’re on an 8-week deadline but short 25 engineers. What’s the plan? That was the challenge for a systems integrator tasked with automating electric vehicle battery assembly lines. To stay on schedule, they needed 25+ Controls Engineers with experience in Allen Bradley PLCs, Siemens HMI, and FANUC robotics. Missing the timeline wasn't an option. The automotive client had committed to converting their entire fleet to electric by 2035, and this project was a cornerstone of that pledge. Here's how we delivered: → We deployed 6 recruiters and 4 talent care specialists with one focus: fill every role within 8 weeks. Needless to say, the positions required highly specialized skills that can't be found anywhere. But we had an advantage: years of working with similar clients had built us a deep network of proven Controls Engineers, PLC Techs, and Robotics Techs who prefer contract work and can deploy quickly. We recommended per-diem allowances to expand beyond local talent, managed travel logistics, and used flexible contract terms to match project timelines ranging from 3 months to 18 months. The result: → 27 Controls Engineers placed within 8 weeks. Project stayed on schedule. When the stakes are high and the timeline is tight, having the right network already in place makes all the difference.

Career growth isn’t always a straight line, and sometimes the biggest leaps come from taking a step sideways.  Catch Troy Anderson on The CFO Show today! 🎧

What if your next star employee would fail your screening filters? When a global semiconductor foundry opened its first U.S. site, high attrition and talent shortages threatened production goals during ramp cycles. The foundry was already using Kelly's BPO services to manage part of their workforce. We expanded that partnership with a new approach: 1. recruit candidates from outside the industry 2. train them for specific factory roles 3. let the foundry observe their performance before deciding who to convert to direct hires at reduced fees. This immediately widened the candidate pool and gave our client the confidence to hire only after seeing real results, lowering costs and reducing risk. The outcome: → 58 employees converted to direct hires (89% still with the company) → Average tenure of 205 days for converted employees → 260+ Kelly employees remain on-site for ongoing stability By testing talent in real conditions first, the foundry built a more resilient workforce while creating opportunities for people to succeed in an entirely new industry.

Ready before ROI. That's the principle Kelly CFO Troy Anderson shares on CFO THOUGHT LEADER about AI transformation at scale. Troy's approach? Fix fundamentals first, then educate widely—from enterprise Lunch & Learn sessions to executive workshops where leaders built companies using ChatGPT in just four hours. The result: cross-functional AI Ambassadors across the company piloting tools, documenting outcomes, and scaling only what works. Steal Troy's CFO Strategy Playbook for AI Implementation: → Build readiness before deploying AI at scale → Empower cross-functional ambassadors to pilot tools → Scale what works, share learnings widely https://lnkd.in/ggZVdfvH

We’re proud to share that Kelly has been recognized as a 2025 Platinum Impact Sourcing Top Global Champion by WEConnect International—our seventh consecutive year earning this honor. This recognition celebrates companies redefining what it means to build smarter, stronger global supply chains, where small and midsize enterprises have a real seat at the table. Great partnerships drive great outcomes, and when we grow together, everyone moves forward. https://hubs.li/Q03SWYTD0

Veterans are one of the most overlooked talent pools in today's workforce. In 2024, 17.5 million veterans were part of the civilian population—and more than 200,000 transition into the workforce each year. These individuals are trained to perform under pressure, make critical decisions, and lead with adaptability. Yet too often, their skills go untapped because military experience doesn't always translate directly to civilian job descriptions. Hugo Malan President of Kelly Science, Engineering, Technology & Telecom and executive sponsor of Kelly's veteran resource group, shares why veterans consistently elevate team performance—and how organizations can build recruiting and retention strategies that work. From translating military skills on resumes to creating veteran resource groups, Hugo offers practical steps to access this hidden talent pool and gain a competitive edge. → Read Hugo's full article: https://hubs.li/Q03NBhMT0

🚨 Special Edition: The Need to Know is taking a break from regular programming. While our editor recharges, we’re looking ahead—to the six stats already rewriting 2026 hiring playbooks: ► 73% of workers are redefining what “work” even means ► 3.6M more employees eligible for overtime starting Jan 1 ► AI/ML salary premiums up 23% in Q3 ► Skills-based hiring: 19x larger talent pools ► Remote-first companies now paying 8–12% more ► 47% of executives admit their talent strategy is outdated The workforce is changing faster than most strategies. Are you keeping up? Catch up on the full special edition here and get exclusive access to all 3 reports: https://hubs.li/Q03Spqqc0

Rebuilding alignment between leaders and employees is one of the biggest opportunities for organizations today. When engagement is strong, your company is better equipped to retain talent, develop skills, and adapt to change. But right now, that alignment is fractured. New data from the Kelly Global Re:work Report (a survey of 6,000 executives and workers) shows consistent gaps between views of the workplace: > 42% of executives say employee satisfaction has improved in the past year. > Just 27% of employees agree. > 40% of executives believe employee loyalty is increasing. > Only 30% of employees say they feel more loyal to their employer. > 64% of executives describe their organization as actively supporting career growth. > That number drops to 51% among employees. Across industries, employees report lower satisfaction and more skepticism toward leadership’s follow-through on equity, inclusion and development initiatives, and 40% cite lack of advancement or upskilling as their top frustration. Younger professionals, especially in regulated or legacy sectors, are most likely to report stalled growth and limited visibility into career paths. These gaps won’t close on their own. But they can be closed through consistent listening, visible action, and credible leadership. The full Kelly Global Re:work Report offers insight into where perceptions diverge—and where alignment efforts can begin.

Today's job market is rewarding curiosity. To remain competitive in an uncertain market - focus on developing expertise in high-demand areas such as AI, cloud infrastructure, or data analytics. But the best tool to give you an edge? Adaptability. Find new ways to apply existing skills through upskilling, certification, and continuous learning. Motion Recruitment's Tech Salary Guide is here to help workers and company leaders better understand the IT job market in 2026. Get your copy: https://hubs.li/Q03RRXrx0