A rare policy consensus emerges as AI’s impact moves beyond innovation into governance and societal risk
Updated
May 5, 2026 5:42 PM
A mechanical hand reaching for the hand of flesh. PHOTO: UNSPLASH
A new survey from Povaddo, a policy research firm, suggests that concern about artificial intelligence is no longer limited to industry or academia. It is now firmly present within the policy community.
The survey draws on responses from 301 public policy professionals across the United States and Europe, including lawmakers, staffers and analysts involved in shaping and evaluating public policy. A majority of respondents—61%—say governments are falling short in addressing the negative impacts of AI.
There is also broad agreement that regulation needs to increase. In the United States, 92% of respondents support stronger AI regulation, compared to 70% in Europe. At a time when consensus is often difficult, the findings point to a shared view across policy circles that current frameworks are not keeping pace with technological development.
Differences emerge when looking at how AI is affecting national contexts. In the U.S., 57% of policy experts believe AI is already harming the labor market. In Europe, 34% say the same. U.S. respondents are also more likely to see AI as a greater threat to jobs than immigration, with 63% holding that view compared to 47% in Europe.
On misinformation, responses are closely aligned. A large majority of policy experts in both regions expect an AI-driven misinformation crisis within the next one to two years—87% in the U.S. and 82% in Europe. Many also believe that AI-generated or AI-amplified misinformation could affect elections and public health information.
Some respondents frame the risks in more fundamental terms. In the United States, 41% of policy experts say AI poses an existential threat to humanity. In Europe, 29% share that view. U.S. respondents are also more likely to believe that advances in AI could harm global security and stability.
The findings come as policymakers begin to respond more actively. In the U.S., Senators Josh Hawley, Richard Blumenthal and Mark Warner have introduced bipartisan legislation focused on AI accountability, including measures aimed at protecting workers and children.
In Europe, the introduction of the EU AI Act marks a more advanced regulatory approach. The framework sets out rules based on levels of risk and is widely seen as the first comprehensive attempt to govern AI at scale.
William Stewart, President and Founder of Povaddo, said: "What makes these findings so significant is who is saying it. These are the practitioners who work inside the policy process every day, spanning every corner of the policy world from defense to healthcare to finance, not activists or everyday citizens. These findings foreshadow real action. The current path of governments accelerating AI deployment while falling short on governance is not sustainable, and the people who know that best are the ones in this survey. You cannot have nine-in-ten policy insiders demanding more regulation and four-in-ten calling AI an existential threat without that eventually moving the needle in Washington and Brussels in terms of legislative or regulatory action".
Taken together, the survey reflects a shift in how AI is being discussed within policymaking circles. Concern is no longer limited to future risks. It is increasingly tied to current gaps in governance and the pace of deployment.
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Structured AI interviews and human judgment combine to address the global talent shortage
Updated
April 1, 2026 8:56 AM
ManpowerGroup World Headquarters in Milwaukee. PHOTO: ADOBE STOCK
As hiring pressures mount across global markets, ManpowerGroup is turning to technology to strengthen how it connects people to work. The workforce solutions major has announced a global partnership with Hubert, a startup focused on AI-driven structured interviews. The aim is simple: make hiring faster and fairer, without removing the human touch.
ManpowerGroup has spent decades operating at the center of the global labor market. The company works with employers across industries to fill roles, manage workforce planning and build talent pipelines. With millions of placements each year, it has a clear view of how strained hiring has become. A large share of employers today report difficulty finding skilled talent. At the same time, candidates expect more transparency, quicker feedback and flexibility in how they engage with employers.
Hubert enters this picture as a specialist in structured digital interviewing. The startup has built tools that allow candidates to complete interviews online, at any time, while being assessed against consistent criteria. Instead of relying on informal screening calls or resume filters, its system focuses on standardized questions tied directly to job requirements. The idea is to bring more consistency to early-stage hiring.
The partnership brings these capabilities into ManpowerGroup’s global operations. AI-powered interviews will now support the first stage of screening, helping recruiters identify qualified candidates earlier in the process. This does not replace recruiters. Final decisions and contextual judgment remain with experienced hiring professionals. What changes is the speed and structure of the initial assessment.
For employers, this could mean earlier visibility into job-ready talent and less time spent on manual screening. For candidates, it offers more flexibility. A significant portion of interviews on Hubert’s platform are completed outside regular office hours, allowing applicants to engage when it suits them. That flexibility can make a difference in competitive labor markets where timing matters.
The collaboration is also positioned as a step toward reducing bias. By evaluating each candidate against the same transparent standards, the process becomes more consistent. While no system can remove bias entirely, structured assessments can reduce the variability that often comes with unstructured interviews.
At its core, the partnership addresses a gap many large organizations are facing. They need scale and speed, but they cannot afford to lose the human judgment that good hiring depends on. Manual processes are too slow. Fully automated systems can feel impersonal and risky. ManpowerGroup’s approach suggests a middle path, where technology handles repetition and structure and recruiters focus on potential and fit.
The move also reflects a broader shift in the workforce industry. AI is no longer being tested on the sidelines. It is being built into the foundation of hiring operations. For established players like ManpowerGroup, the challenge is not whether to adopt AI, but how to do so responsibly and at scale.
By working with Hubert, the company is signaling that the future of recruitment will likely blend structured digital tools with human expertise. In a market defined by talent shortages and rising expectations, that balance may prove critical.