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Industry Landscape
The Human Capital Management (HCM) and Workforce Solutions industry is currently experiencing significant transformation. Driven by technological advancements like AI, a shift towards flexible work models, and persistent skills gaps, companies are seeking integrated, data-driven solutions. Compliance, talent attraction, and workforce agility are top priorities amidst economic uncertainties and evolving regulatory landscapes. Strategic partnerships are key for navigating these complex challenges.
Total Assets Under Management (AUM)
Staffing and Recruitment Industry Revenue in United States
~Approximately $200 billion USD
(3.5% CAGR)
- Growth is driven by increasing demand for flexible staffing.
- Professional and IT staffing sectors show stronger growth.
- Economic uncertainty could impact future growth trajectories.
Total Addressable Market
200 billion USD
Market Growth Stage
Pace of Market Growth
Emerging Technologies
Generative AI
Generative AI can automate sourcing, initial candidate screening, and personalized communication, significantly reducing time-to-hire and improving candidate experience.
Skills-Based Hiring Platforms
These platforms prioritize demonstrated skills and competencies over traditional credentials, enabling broader talent pools and more equitable hiring practices.
Blockchain for Credential Verification
Blockchain technology can provide secure, immutable verification of candidate credentials and work history, enhancing trust and efficiency in the hiring process.
Impactful Policy Frameworks
AI Bill of Rights (2022)
The Blueprint for an AI Bill of Rights, released by the White House in 2022, outlines five principles for the design, use, and deployment of automated systems, aiming to protect individuals in the age of AI.
This policy necessitates that KellyOCG ensures its AI-driven talent solutions adhere to principles of fairness, transparency, and non-discrimination, especially in candidate screening and matching.
PRO Act (Protecting the Right to Organize Act)
While not yet law, the PRO Act, passed by the House of Representatives multiple times, seeks to expand protections for workers organizing and forming unions, and addresses independent contractor classification.
Should the PRO Act become law, it could significantly impact how KellyOCG classifies and manages contingent workers, potentially increasing costs and administrative burdens related to independent contractor engagement.
State-level Pay Transparency Laws (various years)
Many US states and localities (e.g., Colorado 2021, NYC 2022, California 2023) have enacted laws requiring employers to disclose salary ranges in job postings or upon request.
These laws require KellyOCG to ensure pay transparency in all recruitment processes for clients in affected jurisdictions, impacting compensation strategies and internal equity considerations.
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