Kelly

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.

Hiring full-time employees for temporary workloads leads to inflated labor costs in the long term, but relying solely on contractors can dilute institutional knowledge. Blended teams strike the right balance. Leaders can scale up external resources for peak delivery periods: cloud migrations, security audits, AI projects, then scale down when stabilization begins. This keeps cost structures flexible and aligned to business priorities.

We recently asked Kelly senior leaders one question. "What's the work you're most proud of?" What would you add to the list? #Impact2026

"Tell me about a time you made a mistake at work." It's incredible how many interview transcripts reveal a laundry list of work-related "mistakes" that suspiciously sound like a repackaged success story. Despite the notorious reputation of this question, Cassie Cox, PRC, shares it remains her go-to for getting valuable information from a candidate. The value lies in reading between the lines of the answer. Strong answers show: → self-awareness → a willingness to be direct even when it's uncomfortable → evidence that the experience actually changed how they work Listen closely for deflection, blame-shifting, or answers that skip straight to the positive outcome without sitting in the difficulty. More of this behavioral interviewing framework – including what to do when a candidate won't stop saying 'we' on behavioral interviewing on the Kelly blog, linked in comments.

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, PRC, 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. https://hubs.li/Q047CPKB0

Please join us in celebrating our CEO Chris Layden — named to The Aspen Institute's 2026 Henry Crown Fellowship Class. This cohort of proven leaders is committed to channeling their talents and energies into tackling the world's biggest challenges, the same energy we're lucky to share with Chris every day at Kelly. 💚

We have a totally normal amount of excitement about today's dress code 🍀💚 #KellyGreen

The people who do the hiring are ready to talk. myKelly Insider launches today — career intel and advice straight from our recruiters to you. Catch Issue #1, share your biggest job search challenge in the comments, and find out how you could be featured in a future edition. 👇

We're excited to welcome Joel Leege as the new President of Kelly Science, Engineering, Technology and Telecom.   With nearly three decades of experience in staffing, talent solutions, and managed services, Joel brings deep expertise across the life sciences, engineering, technology, and telecom verticals that define today's most in-demand talent markets.   In this role, he'll focus on strengthening our specialty staffing and solutions capabilities and building the high-performing teams that help our clients stay ahead in fast-moving industries.   Welcome to the team, Joel! Read more here: https://lnkd.in/gGacxEeb #KellySETT

Please join us in welcoming Joel Leege to the Kelly team! 👋