Kelly Services

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.

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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