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This question assesses preparation and genuine interest. A strong answer should connect:
1. The company’s mission, values, or work
2. Your skills and experience
3. Why the fit is meaningful

Example: “I’m drawn to your organization because of your focus on [company value/industry focus]. My experience in [your expertise] aligns well with your needs, and I’m excited about the opportunity to contribute to [specific goal or impact].”

Find five other common interview questions here:
https://hubs.li/Q04ntz9J0

More than 4,200 data centers are running in the U.S. today. By the end of this year, they're projected to employ 650,000 people permanently, a 30% jump from 2023.

Here's what that work pays on average:

Data Center Technician II - $92,000
Power Commissioning Engineer - $120,000
MEP Specialist - $132,000
Automation Engineer - $148,000

And in trades, electricians, HVAC technicians, pipefitters, and welders working in data centers often earn 25% to 30% more than they would in other industries.

Meanwhile, 53% of operators report difficulty finding qualified candidates, up from 38% in 2018.

The 2026 Kelly Data Center Salary Guide benchmarks more than 60 roles across nine U.S. markets, with metro-level variance for each.

Download your copy here:

2026 Data Center Salary Guide | Kelly Digital Infrastructure Explore the 2026 Data Center Salary Guide for insights on compensation, hiring trends, and industry benchmarks to navigate your tech career or hiring strategies effectively.

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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

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

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: 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.

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

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.

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.