Kelly Services

Looking for a job you can start now — even without experience?

We’re hiring in Memphis, TN and Byhalia, MS with:
✔️ Paid training
✔️ Multiple shifts available
✔️ Competitive pay ($17–$27/hour)

Open roles include:
• Entry-level assemblers
• Mechanical assemblers
• Electrical assemblers
• Forklift operators
• Quality control auditors

If you’re ready to get to work and grow your skills, this is your opportunity.
Apply today ↓
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The job description is the last thing that should change when you adopt skills-based hiring. Not the first.

That's the argument Kelly Director of DEI Strategic Partnerships, Marvin Figaro, makes after 20-plus years in the talent space. He's watched organizations remove degree requirements, update some copy, and call it a skills-based initiative, while recruiters keep sourcing from the same three channels and hiring managers keep interviewing the way they always have.

Then, companies blame the model for outcomes their own process created.

Marvin breaks down what really needs to change for skills-based hiring to work, including how to build consistency across the hiring chain, where to pilot first, and why updating the job description should be step five, not step one.

Read more on skills-based hiring here:

Skills-based hiring: How employers can move faster. Learn how skills-based hiring expands talent pools, reduces time-to-fill, and improves retention, with a practical roadmap from a Kelly DEI leader.

Companies are investing heavily in AI and still struggling to improve hiring, workforce planning, or operational efficiency. In most cases, the problem traces back to the same place: organizations are adding AI into existing workflows without rethinking how those workflows should operate.

Nadja Burns, VP, Product Developer at Kelly, has spent more than 20 years working in workforce strategy, from the early days of applicant tracking systems to today's AI-driven planning models. In her latest article, she shares a practical framework for making better staffing decisions, redesigning workflows, and preparing employees for how their roles are changing.

The article covers:
→ Why many AI workforce initiatives stall
→ How to decide which work should remain human-led
→ How AI is changing hiring and candidate evaluation
→ A four-step framework for integrating AI into workforce planning

Read the article here:

AI in the workforce: A planning guide for employers. 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.

Looking for your next opportunity? ➡️ https://hubs.li/Q04jY4Np0

Kelly® is hiring forklift operators to support operations with BIC in Charlotte, NC — a company whose story has been built on passion, creativity, and innovation for more than 75 years.
✔️ 1st & 2nd shift opportunities available
✔️ Competitive pay
✔️ Team-oriented environment
✔️ Opportunity to work with a globally recognized brand

Bring your energy, ideas, and passion — join the team where your work makes a difference. Apply today and become a part of the BIC legacy. https://hubs.li/Q04jY4Np0

Over 60% of job seekers have already experienced an AI-powered interview.

If you haven't yet, it's coming.

The virtual interview in 2026 might be the Zoom call with a hiring manager that you’re expecting. But it might be a one-way recording with no one on the other end. It might be an AI screening that evaluates your responses in real time.

Kelly Digital Strategy Director April Hurley has been on both sides of the virtual interview screen, first as a recruiter, now leading AI and automation initiatives. Her advice: use AI to get ready for AI.

Here's what that looks like in practice:

Virtual Interview Tips: Video, AI & Remote Success (2026) A Kelly digital strategy director shares virtual interview tips for video calls, AI screenings, and remote hiring, plus the preparation step most candidates skip.

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.ly/Q04bl6f30

We’re hiring assemblers in Byhalia, MS and Memphis, TN! ➡️ https://hubs.li/Q04jp0VZ0

No experience? No problem. Get paid training, competitive wages ($17–$27/hour), and multiple shifts to fit your schedule.

Now hiring:
• Mechanical assemblers
• Electrical assemblers
• Entry-level assemblers
• Forklift operators
• Quality control auditors

Ready to get started? Apply today ➡️ https://hubs.li/Q04jp0VZ0

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 Kelly 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.

Read more on workforce planning:

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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.