White Papers

Does your talent strategy prepare you for what’s next? KellyOCG®, in partnership with Harvard Business Review Analytic Services, surveyed 441 senior managers at leading global companies and conducted

     

Try a turnkey solution—focused on talent—that delivers quality and improves business, without you needing to manage the daily activities required to support operations. Using contingent labor for key

An employer value proposition (EVP) is a powerful, authentic, concise message that outlines why high-quality talent should work for your company. Every organization has an EVP, but few take control an

     

With capital investments on the rise in the oil and gas industry, there’s also more demand for qualified engineering and construction workers. In order to meet this demand, enterprises often supplemen

The result is that they are somewhat morphing into organizations more akin to technology companies than traditional auto manufacturers. Unfortunately, while OEMs have now emerged as competitors for hi

We asked a group of Enactus students to share their views on the biggest issues affecting the world of work today as well as the issues that are likely to make waves in the future. From the applicatio

In accord with the changing talent landscape and the growing importance of contact centers to the customer experience, KellyConnect® has noted seven significant industry trends that are expected to ha

As the global workforce undergoes dramatic transformation and workers demand greater flexibility, the entire concept of work is becoming more fluid.  Nearly one-third of global workers are free agents

Our research shows that as organizations mature in their use of gig talent, the advantages become more apparent. These forward-thinking companies are yielding significant business results, including g

In today’s rapidly changing market, organizations and workforce experts alike are trying to determine what the future of work will look like. However, most professionals involved in the process operat

Every day, thousands of people contribute to the success of companies that do not directly employ them. This non-employee workforce is comprised of temporary or contingent workers, contractors, and in

Forward-thinking organizations have come to recognize talent as a critical component to growth. A more strategic role for the talent function isn't just something they are open to, it's something they

Gamification is often simply viewed as a supercharged version of a loyalty program that provides more nuanced benefits to stimulate customer sales and loyalty. However, gamification in today’s world g

Oddly enough, the adoption of supplier administration programs still has not translated into much of a talent supply chain strategy for large financial services companies. Culturally, a vast majority

By implementing a TSCM strategy, organizations can improve their predictive capability and better foresee future talent needs. Combining workforce planning with analytics enables businesses to predict

The free agent workforce is rapidly reshaping the 21st-century labor market. Gone are the days when a person worked for a single employer their entire life. Today, one in three workers are confidently

In 1998, a groundbreaking study by McKinsey & Co. identified the "war for talent" as a strategic business challenge and a critical driver of corporate performance. When the dot-com bubble burst two ye

   

     

       

Demand is outstripping supply. Good talent is getting harder to find, harder to keep, and harder to emotionally inspire. Talent acquisition leaders who overcome these challenges will be those who use

   

In their 2016 study, “The Future of MSP, Next Generation Workforce Management”, Everest Group described the emergence of four new attributes in the Managed Service Provider proposition: full lifecycle

While the U.S. manufacturing industry is still the largest in the world, it has steadily been losing ground in the global market. However, investing in automation will improve U.S. manufacturers’ comp