Kelly Services

The ideal model for AI in the workplace has been called the centaur: the human does the thinking, the technology makes them faster.

But Carpenter, Kelly's AI product manager, 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.

Read it here:

AI in HR: Practical Applications, Common Mistakes, and How to Get Started in 2026 Kelly's AI product manager breaks down where AI delivers results in HR, common adoption mistakes, governance frameworks, and how to get started.

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:

8 Vendor Management Best Practices for Your External Workforce Program Managing multiple staffing vendors without a system invites cost surprises, compliance gaps, and missed performance. Here are eight practices that high-performing programs share.

"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.

Ready for a new opportunity? Download the Kelly Now app to find jobs that are the right match for your skills. Apply in minutes! Get started: https://hubs.li/Q04fBCYK0

Scammers used to be easy to spot. But now, AI is assisting in making them indistinguishable from the real thing. Understanding the job scam playbook helps you spot the con early on.

Here is a quick 5-minute job scam verification checklist you can reference next time you receive a message about a job opportunity:

> Check the domain the email is sent from. For instance, .com is real. .com is a scam. .jobs is definitely a scam.

> Search independently. Never click their links. Instead, go to the company’s actual website. No job listing? Probably no job.

> Google “[company] + scam”. The FTC recommends this simple search, which takes 30 seconds and will let you know if this is a common scam.

> Do a quick search for the recruiter name and company. Real recruiters almost always have a presence on LinkedIn you can use to verify their existence.

> Report it to the FTC. This creates an official record, contributes to patterns regulators are already tracking, and is far more likely to result in action than an email to an HR team that may never surface it internally.

If you have encountered a job scam message, learn how to officially report it here:

https://hubs.li/Q04cs3bs0

Job Scam Protection | How to Avoid Recruitment Fraud | Kelly Protect yourself from job scams. Learn warning signs, verify communications, and report fraud. Free verification and support available.

Looking for your next opportunity in light industrial & manufacturing? Download the Kelly Now app to find jobs that are the right match for your skills. Apply in minutes! Get started: https://hubs.li/Q04blmcP0

Kelly, in partnership with Jabil, a global manufacturing solutions provider, is now hiring in Florence, KY—apply today at https://www.mykelly.com/local-jobs/jabil-florence-jobs?source=facebook&utm_source=facebook&utm_medium=organic&utm_campaign=2026_04_pni_b2c_general_jabil-florence-talent-generation&utm_content=jabil-organic

If you’re looking for a new opportunity with a company that’s shaping the future of manufacturing, this could be your next move—no experience needed.

Why should you apply?

💲 Competitive pay: $18.00–$20.70/hour
🕒 Multiple shifts available
🔧 Entry-level to skilled opportunities

Take the next step with Kelly and Jabil today.

👉 Apply now at https://www.mykelly.com/local-jobs/jabil-florence-jobs?source=facebook&utm_source=facebook&utm_medium=organic&utm_campaign=2026_04_pni_b2c_general_jabil-florence-talent-generation&utm_content=jabil-organic

Now hiring! We’re hosting upcoming hiring events in Florence, KY, and we’d love to meet you (and a friend)! We’re hiring assemblers, material handlers, and quality inspectors. Competitive pay and multiple shifts available.

Upcoming hiring dates:
• April 9
• April 16

Hilton Cincinnati Airport
7373 Turfway Road
Florence, KY 41042

Time: 10:00 a.m. – 2:00 p.m.

No resume? No problem. Just bring two forms of ID and your work history.
Walk in, meet us, and take the next step in your career. See you there!

Most companies say every hire matters.

Then they measure time-to-fill and call it a day.

Laura Dewitt, VP of BPO Operations at Kelly, makes the case for something harder to dodge: every role should have a measurable business outcome attached to it before it's filled — revenue growth, cost reduction, risk mitigation.

Not just "we're short-staffed."

Her argument? Hiring is one of the largest capital allocation decisions a company makes.

Treat it that way.

Link to the full read in the comments.

We recently asked Kelly senior leaders one question.

"What's the work you're most proud of?"

What would you add to the list?

Most interviewers default to hypothetical questions — "How would you handle X?" — and accept answers at face value.

They don't know how to ask questions that surface real evidence, or how to dig deeper when an answer stays vague.

Kelly recruiter Cassie Cox has spent 20 years in recruiting, the last seven at Kelly managing a national team of 15 recruiters.

Her advice: behavioral interview questions are the fix, but only if you know how to use them.

One read, and you'll interview differently tomorrow: Cassie shares 20 behavioral questions by competency, what to listen for in each, and the follow-up techniques that separate a useful interview from a wasted one.

Behavioral Interview Questions That Reveal How Candidates Actually Perform Achieve better hiring outcomes with this guide to behavioral interview questions, which are shown to be more predictive on-the-job performance.