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2027 may feel a long way off, but the most successful organizations know that workforce planning isn't something that happens in Q4. As labor markets continue to evolve, technology advances accelerate, and employee expectations shift, HR leaders who begin planning now will be better positioned to navigate future challenges and capitalize on new opportunities. The decisions made today will directly impact an organization's ability to attract, retain, and develop talent in 2027 and beyond. Why Early Planning Matters For HR teams, workforce planning is about more than budgeting and headcount projections. It's about ensuring the organization has the right people, skills and strategies in place to achieve business objectives. Waiting until the end of 2026 to begin planning for 2027 can leave organizations reacting to workforce trends instead of preparing for them. Proactive planning provides the opportunity to identify gaps, build talent pipelines, and align workforce strategies with long-term business goals. Evaluate Your Workforce Today The first step in planning for 2027 is understanding where your workforce stands today. Consider questions such as: What roles are most difficult to fill? Which departments experience the highest turnover? Are there critical skill gaps emerging within the organization? What positions are expected to grow over the next 12 to 24 months? By analyzing hiring, retention, and performance data now, you can make more informed decisions about future workforce needs. Prepare for Skills Evolution The workplace continues to evolve, particularly as AI and automation reshape job responsibilities. While technology is creating efficiencies, it is also changing the skills employees need to succeed. By identifying skills that will become more valuable and roles that may benefit from reskilling or upskilling, your company can begin to build a more adaptable workforce. Plus, investing in employee development is a great way to keep your team engaged and happy. Strengthen Your Talent Pipeline Many organizations continue to face challenges finding qualified candidates. Building talent pipelines before hiring needs become urgent can significantly reduce time-to-fill and improve hiring outcomes. HR leaders should focus on: Developing relationships with staffing partners Enhancing employer branding efforts Expanding candidate networks Exploring skills-based hiring strategies The stronger the talent pipeline, the better prepared organizations will be when growth opportunities arise. Align HR Goals with Business Objectives One of the most important aspects of workforce planning is ensuring HR strategy supports broader organizational goals. As leadership teams begin discussing 2027 priorities, HR should have a seat at the table to address: Headcount needs Workforce costs Talent acquisition strategies Leadership development Organizational growth plans When HR and business objectives are aligned, workforce planning becomes a strategic advantage rather than an administrative exercise. The Role of Staffing Partners in 2027 Planning Workforce planning doesn't have to happen in isolation. Strategic staffing partners can provide valuable insights into labor market trends, hiring challenges, compensation expectations and talent availability. By collaborating early, organizations can develop scalable hiring strategies, strengthen talent pipelines, and prepare for future workforce needs before demand peaks. The organizations that thrive in 2027 will be the ones that start preparing today. By evaluating workforce needs, investing in employee development, strengthening retention efforts, and building proactive hiring strategies, HR leaders can help their organizations stay competitive in an ever-changing workplace. The future of work isn't something to react to. It's something to plan for. And the time to start is now.

As we officially kick off summer, employees will embark on vacations, spend time with family or naturally want to take a break. Longer days, warmer weather, vacations, and shifting routines can all impact employee engagement and productivity. While summer brings energy and excitement outside of work, it can create new challenges inside the workplace. This is a key time to proactively maintain motivation, support teams, and ensure performance doesn’t dip. With the right approach, summer can be a powerful opportunity to re‑energize your workforce, not slow it down. 1. Embrace Flexibility Where Possible Summer is the perfect time to revisit flexibility in the workplace. Even small shifts can make a big impact. Flexible hours or optional remote/hybrid days can make a big difference. Flexibility shows trust and helps employees balance work with seasonal demands, leading to higher satisfaction and engagement. 2. Keep Teams Connected During Vacations With team members rotating in and out of the office, communication gaps can slow productivity and create frustration. Before a team member heads out of office, be sure to create: Clear coverage plans for absences Defined communication expectations Simple handoff processes for ongoing work By maintaining structure, teams stay aligned even when schedules fluctuate. No only will the team in office have a solid plan, employees don't have to worry about coming back to craziness. 3. Create Light, Seasonal Engagement Opportunities Summer is a great time to build culture in a more relaxed, authentic way. Consider: Team lunches or potlucks Outdoor meetings or walking breaks Casual dress days Friendly competitions or themed events These moments don’t require large budgets, but they go a long way in boosting morale and connection. 4. Refocus on Clear Goals and Priorities Distractions increase during the summer, so clarity is more important than ever. Leadership should ensure: Goals are clearly defined and communicated Expectations are realistic and manageable Teams understand what success looks like When employees know where to focus, they’re more likely to stay engaged, even with competing priorities. 5. Recognize Effort and Progress Recognition is one of the most effective motivators year‑round, and especially during times when focus may slip. Simple actions include: Shoutouts in meetings or internal platforms Celebrating milestones and achievements Acknowledging extra effort during understaffed periods Consistent recognition reinforces value and helps employees feel seen and appreciated, which in turn leads to a motivated and engaged workforce. Employee motivation shifts with the seasons, workloads, and workplace environment. The key to summer success is simple: Adapt, support, and stay proactive. By embracing flexibility, strengthening communication, and prioritizing employee experience, organizations can keep their teams motivated, productive, and engaged all summer long.

May is Mental Health Awareness Month, a time to spotlight an increasingly critical issue in today’s workplace. For HR leaders, it’s more than an awareness campaign; it’s an opportunity to take meaningful action. As work environments evolve and employee expectations shift, mental health is no longer a “nice‑to‑have” conversation. It’s a core driver of engagement, productivity, retention, and overall workplace culture. Why Mental Health Should Be a Top Priority for HR Employees today are balancing more than just their workloads. They’re navigating stress, burnout, uncertainty, and personal responsibilities. While many organizations focus on physical health and performance metrics, mental wellbeing often remains under‑addressed. The impact is real: Increased absenteeism and presenteeism Higher turnover and disengagement Lower productivity and performance Reduced morale and team cohesion For HR professionals, prioritizing mental health isn’t just about employee care, it’s about building a resilient, high‑performing workforce. The Shift: From Awareness to Action Mental Health Awareness Month is a great starting point, but organizations that see real impact move beyond awareness into actionable support. Employees aren’t just looking for resources, they’re looking for: Psychological safety Supportive leadership Realistic expectations A culture that prioritizes wellbeing HR has a unique opportunity to drive all of these. 5 Ways HR Leaders Can Support Mental Health in the Workplace 1. Normalize the Conversation Creating an open dialogue around mental health reduces stigma and encourages employees to seek support when they need it. What this looks like: Leaders openly discussing wellbeing Sharing mental health resources regularly Encouraging check‑ins beyond work performance When mental health is normalized, it becomes part of your culture, not a hidden issue. 2. Train Managers to Recognize Burnout Managers are the first line of defense when it comes to employee wellbeing. But many don’t feel equipped to handle mental health conversations. Equip your leaders with: Training on recognizing early signs of burnout Guidance on having supportive conversations Clear escalation paths for support A well‑trained manager can make a significant difference in retention and engagement. 3. Reevaluate Workload and Expectations Burnout is often a result of unrealistic demands—not a lack of resilience. HR teams should partner with leadership to ensure: Workloads are sustainable Staffing levels match demand Expectations are clear and achievable This is especially critical in high‑volume environments, where workforce pressure can quickly escalate. 4. Promote Flexible Work Options Flexibility is one of the most effective ways to support mental health. Even small adjustments, such as: Flexible scheduling Remote or hybrid options (when possible) Shift preferences These adjustments can significantly reduce stress and improve employee satisfaction. 5. Provide Accessible Resources Offering mental health benefits is important—but accessibility and awareness are key. Make sure employees: Know what resources are available (EAPs, counseling, wellness tools) Understand how to access them Feel comfortable using them Communication is just as important as the benefit itself. Supporting mental health at work isn’t just about programs or policies, it’s about people. By creating an environment where employees feel valued, heard, and supported, HR leaders can drive meaningful impact across the entire organization. This Mental Health Awareness Month, take the opportunity to move beyond awareness and build a workplace where wellbeing is part of everyday success.

The PeopleShare Virtual Team is a direct response recruiting team that supports all the US locations virtually. National Virtual Team US-Based recruiting team that supports your locations virtually More Precision | More Prep | More Partnership PeopleShare Job Board About Our Virtual Team US-Based Nationwide Support The PeopleShare Virtual Team is a direct response recruiting team that supports all our locations virtually. Since its founding in 2005, PeopleShare has placed 100,000+ people in clerical and light industrial positions, changing lives in our local communities. Meet the Virtual Team Landan Hough Talent Acquisition Recruiter Landan is a seasoned staffing professional with 13 years of industry experience. Adept at problem-solving and quick adaptation, he thrives on creating positive impacts. Driven by the potential to transform lives, Landan is a skilled team player who finds inspiration in the collective power of ideas. Outside of work, he enjoys spending quality time with family, exploring the outdoors on his dirt bike, and sharing his musical talents. Email: landan.hough@peopleshareworks.com

PeopleShare by PROMAN is a Staffing Agency that connects top talent with businesses seeking the perfect fit. Find or fill jobs fast & easily. Let's Hit The Ground Running! Find your temporary, temp-to-hire, and direct hire staffing services near you. JOB SEARCH FIND TALENT WHAT WE DO PeopleShare connects employers with employees who hit the ground running from day one. We are experts at mobilizing top local talent in roles ranging from accounting and administration to customer service and warehouse operations. Temporary Staffing Temp-to-Hire Direct Hire Placement Insurance Licensed Agents Strategic Solutions About Us PEOPLESHARE BY THE NUMBERS Headquartered on the East Coast with offices that blanket the Mid-Atlantic and the Mid-West Region, PeopleShare has the experience, expertise, and resources to be your reliable staffing partner. Read More 40 OFFICES 4,000+ EMPLOYEES ON ASSIGNMENT 8 STATES 100,000+ PEOPLE PLACED IN GREAT POSITIONS CAREERS AT PEOPLESHARE Opportunities for career advancement abound at PeopleShare, ensuring that your journey with us is one of continuous development. We prioritize your financial well-being by providing support for student loans. Our free Comprehensive Wellness Program keeps you professionally and personally in top shape. Employee referral bonuses and a robust 401k with employer match underscore our commitment to your success. Join PeopleShare, where benefits are not just extras but integral to your thriving career. See Current Job Openings PEOPLESHARE SERVICES We Deliver Exceptional Talent Acquisition and Staffing Services in DE, FL, IL, MD, NC, NJ, PA, SC, VA. About PeopleShare We connect companies with top local talent in roles ranging from accounting and administration to customer service and warehouse operations. In the communities we serve, we have more local offices than any other company and can quickly identify the best match for your specific needs. You will have access to highly qualified recruiting and staffing consultants who will be your partner from day one. Recent News PROMAN Receives 12th Consecutive SIA Award PROMAN proudly climbed to #18 , a notable improvement from its #19 ranking last year. This ascent highlights the company's deepening expertise and growing footprint within the vital industrial sector. Read More

Licensed Agent Builder team. LAB Team, PeopleShare. PeopleShare LAB Licensed Agent Builder More Precision | More Prep | More Partnership About the LAB Team Licensed Agent Builder Providing decades of experience building licensed agents, not just sourcing them like everyone else. Meet the LAB Team Kelsey Cucunato Senior Director of Strategic Initiatives With 12 years of experience, including 6 in staffing, Kelsey thrives on helping others develop and succeed. Her problem-solving skills and adaptability make her a valuable asset, while her background in education fosters a collaborative spirit. Outside of work, you might find her crocheting, curled up with a good book, or simply taking a power nap (she has a surprising talent for falling asleep anywhere!). "Sometimes the questions are complicated, and the answers are simple," by Dr. Seuss, perfectly embodies her approach to work and life. Email: kcucunato@peopleshareworks.com Perry Barse Sales Executive Perry brings 8 years of professional experience and a passion for making a positive impact on both clients and job seekers. He prides himself on his active listening skills, enabling him to truly understand the needs of those he serves. Outside of work, Perry enjoys exploring new culinary experiences with his wife, cheering on his beloved Philadelphia sports teams, and embarking on exciting travel adventures. He finds inspiration in Theodore Roosevelt's words, "Believe you can and you're halfway there," a motto that reflects his optimism and determination to succeed in his new career path. Email: perry.barse@peopleshareworks.com Deanna Hinkle Senior Recruiter With a sharp mind and a decade and a half of experience, Deanna brings a fast-paced learning style and a passion for people to her new role. Motivated by the impact she can have on someone's career, she thrives in collaborative environments and enjoys working with a diverse range of professionals. Beyond the office, Deanna is known for her exceptional memory (years-old events in vivid detail!), and enjoys catching a movie, cheering on her favorite team, or spending time with family. Inspired by Benjamin Franklin's "Don't put off till tomorrow what you can do today," Deanna embodies a proactive and results-oriented approach. Email: deanna.hinkle@peopleshareworks.com Binita Javiya Operations Manager With over 10 years of HR experience, Binita is a strategic problem-solver passionate about fostering growth within teams. Known for her quick thinking and ability to craft innovative solutions, she thrives in collaborative environments. Outside of work, Binita enjoys traveling, gardening, and surprising loved ones with her party planning expertise (she's the secret weapon behind every family celebration!). Binita believes strong teams create strong results. Email: bjaviya@peopleshareworks.com Maryssa Petty Direct Hire Recruiter Leveraging 12 years of experience with 3 in staffing, Maryssa thrives on finding meaning in her work. An adaptable problem-solver, she embraces change and thrives in collaborative environments. When not connecting talent with opportunity, she unwinds with family, a good book, or cheering on the Atlanta Braves. (Bonus: Maryssa is a speed reader!) Fueled by the belief her work contributes to something greater, Maryssa brings a positive and results-oriented approach. Email: maryssa.petty@peopleshareworks.com Madeleine Plummer Lead Recruiter Leveraging her 9 years of experience, including 2 in staffing and a background in hospitality, Madeleine thrives on building connections and helping people find their perfect career fit. A talented chef in her own kitchen, Madeleine enjoys exploring Chicago on foot, catching the latest films, and spending time with family. Inspired by Brian Tracy's belief that “Success is not a miracle. Nor is it a matter of luck. Everything happens for a reason, good or bad, positive or negative,” she brings a positive and results-oriented approach to PeopleShare. Email: madeleine.plummer@peopleshareworks.com Elizabeth Ordway-Aguiar Lead Recruiter With 6 years of staffing experience and 8 years total, Elizabeth thrives on guiding people through career transitions. An adaptable learner, she empowers individuals by coaching them through the interview process. Beyond the office, Elizabeth enjoys the thrill of downhill skiing, explores new horizons with her Corgi in tow (kayaking!), and unearths history - her first job was as a mine tour guide! Motivated by "You will never win if you never begin," Elizabeth embraces the dynamic world of staffing and the unique challenges it presents every day. Email: elizabeth.ordwayaguiar@peopleshareworks.com