Kelly Global Re:Work Report: Addressing the Tech, Talent, and Trust Gaps

No new technology will deliver without the right people. 3 in 4 employers report difficulty in recruiting for roles due to lack of skills. The top three most difficult roles to recruit: 📢 IT & Data 📢 Operations & logistics 📢 Engineering Research indicates 7.5 million people, 18% of adults, lacked the essential digital skills needed for the workplace. Our model helps you assess your skills' gap and put in place a skills' plan that will help you stay ahead of the changes ahead despite economic and political uncertainty.https://eu1.hubs.ly/H0pdXGF0

We’ve been working on something special to close out 2025. After spending the year inside 50+ recruitment teams and speaking with hundreds of recruiters, founders, and leaders, we wanted to pull together everything we’ve learned. The result? The 2025 End of Year Report. It’s a straight-talking look at what actually worked this year, and what the best teams will focus on next. Inside, you’ll find: ✅ The 5 biggest lessons from 2025 ✅ What top recruiters and founders did differently to win. ✅ The data and insights shaping 2026. ✅ 3 predictions of what we will be seeing more of in the coming year. If you want to learn from the best and get ahead of what’s coming next, this is for you. 👉🏻 Read our 2025 End of Year Report here: https://lnkd.in/eU88DsMg

Gen Z is on the rise! 🌟 With up to 35% of the workforce expected to be Gen Z by 2030, organizations must adapt to new work expectations while retaining experienced talent. How can you balance generational needs for long-term success? Our report breaks it down—grab your copy today! https://lnkd.in/eEtJ-QAg #LHH #GenZ #Workforce #HireSmarter

As we close out one year and prepare for the next, many businesses face a critical decision: delay hiring until the new year or secure talent before competitors do. The reality? With 80% of businesses reporting difficulty filling roles and only 57% of private sector organizations planning to recruit in the coming months, waiting could mean missing your window entirely.

Everyone’s waiting for the market to “stabilize.”  That’s exactly why most firms will enter the next cycle unprepared. Thomas C. Ioele, CEO at TalentBridge, recently shared his view on where staffing is heading over the next three years. Worth reading, because between the lines there’s a clear message: The market won’t reward those who react fastest. It will reward those who experimented when nobody was watching. Most firms are tightening budgets and sticking to “proven” delivery models. Understandable, but risky. When demand picks up again, they’ll all roll out the same playbook, just faster, with AI layered on top. That’s not innovation. That’s optimization. The window we’re in right now - quieter, slower, less urgent - is exactly when new models should be tested. New ways to assess talent. New delivery formats. New value propositions that aren't just “better sourcing.” Because once the cycle turns, the market won’t have patience for pilots. It will expect readiness. Thanks, Tom Ioele, for surfacing an important reminder. Full article here > https://lnkd.in/dSKhbWP8 #Staffing #Recruiting #FutureOfWork

All all-star panel at yesterday's Summit on the Future of the Federal Workforce! Thanks to Jason Miller for moderating.... with 201K federal employee departures since February 2025, the stress on the federal talent is real. Key takeaways: Avery Muse: Employee experience is still the biggest missing link. McKinsey shows productivity losses when EX is neglected — and government still runs on stitched-together legacy systems that pull time away from mission. Melvin Brown II: We’ve built some CX muscle, but we still need modernization and consolidated data. Don’t burn year-end dollars — invest in IT working capital funds (MGT Act) or TMF — but there’s still no enterprise-level strategy. Elizabeth Kolmstetter, Ph.D.: The federal workforce is exceptional — many are literally working for free. We need to leap, not tinker. 9/11 showed what is possible ; Elizabeth led the hiring of 15K screeners at TSA hired in just a year using skills-based hiring! Wonzie Gardner: We've got brain drain, we working juniors harder, and furloughed staff feel devalued. HR is built for transactions, not empowerment — AI can handle the transactions, so let's empower our employees. Where do we go: Shift from task-based / Title 5 to talent-based systems. Move from hierarchy to wire-archy. Replace org charts with work charts. Center EX like we center mission. #FutureOfWork #FederalWorkforce #GovHR #SkillsBasedHiring #EmployeeExperience #PublicSectorInnovation #AIinGovernment Michelle Clark, PMP Steve Dobberowsky Jared Bogert Amanda Wellborne Jesse McKernan James Bernath

AtWork Group President and COO Jason Leverant is featured in a Staffing Industry Analysts article exploring three megatrends that will reshape the staffing industry. Read here: https://lnkd.in/eCgPn3ui

“Our recruiters spend a little time setting up the AI… and the return speaks for itself.” At Assurant, recruiter-led sourcing combined with automation is transforming how hiring gets done. 🚀 Discover how the team built a scalable, skills-based hiring engine ... and why it earned them Beamery’s 2025 Beamie Award for HR Transformation. 💖 https://lnkd.in/erdjf2g8 Ryann Wingeier, Niki McCarthy Ferrans, MBA, Corianne Goldstein

👉 Watch this if you lead a staffing or recruiting firm — this is your wake-up call. https://lnkd.in/eA96cz-n In Bullhorn’s new GRID 2025 Talent Trends Report, over 2,800 candidates shared how they really feel about working with recruiters — and the results should make every staffing leader pause. 📉 Satisfaction has dropped across every stage of the recruiting funnel — from first contact to onboarding. 💬 Candidates cite poor communication, slow responses, and outdated systems as the biggest deal-breakers. But this isn’t just a diagnosis — it’s a roadmap for change. In this must-watch breakdown, Brad Bialy and Lia Taniguchi unpack what’s driving the decline — and how smart staffing firms are using automation and AI to rebuild trust, speed, and loyalty. Expect to learn: ⚡ Why only 26% of Gen Z candidates are using recruiters 🤖 How 88% now prefer AI voice agents over humans 📱 What leaders must do now to stop losing talent to job boards 💼 The power of speed, communication, and middle-office automation 🧭 The takeaway: Fix the black hole in your candidate journey. Small improvements in experience = major gains in referrals, retention, and brand equity.

💼 The 2026 Staffing Outlook: Predictions, Pressures & Possibilities As we step into 2026, one thing is clear — the staffing industry is entering a pivotal phase. AI, global mobility, and shifting client expectations are rewriting the rules faster than ever. In this post, I’ve broken down what lies ahead: 🔹 Key predictions shaping the staffing landscape 🔹 Challenges and industries to watch in 2026 🔹 Strategies staffing leaders can use to navigate what’s next 2026 isn’t just another year, it’s a turning point for how firms hire, build trust, and deliver value. 👉 Swipe through the carousel to explore my full outlook on the year ahead and how we at Pragna Solutions are helping staffing firms stay ahead of the curve. #Staffing2026 #RecruitmentStrategy #HiringTrends #AIRecruiting #PragnaSolutions #StaffingLeadership #FutureOfWork #RecruitingInsights #TalentAcquisition