**The big picture:** Unisys has been named a Global Leader in ISG's 2026 Generative AI Services report for the third consecutive year, excelling in both strategy and deployment for midsize providers. **Why it matters:** This recognition underscores the growing importance of integrating AI into core business operations, impacting how companies strategize, develop, and deploy talent and technology solutions. **Between the lines:** - Unisys' AI framework centers on a Develop–Transform–Orchestrate model, emphasizing AI and data-readiness assessments. - The company's Intelligence Accelerator platform applies a shared enterprise context across cloud, applications, data, and security. - ISG highlighted Unisys' "operations-grounded" approach, linking AI strategy directly to solutions and services. **Staffing & HR impact:** Staffing firms and HR leaders must adapt to AI-driven operational shifts, requiring new skill sets in talent acquisition and development for AI integration roles. This trend will influence recruiter mobility and the demand for specialized AI talent. **The bottom line:** AI's move from experimentation to scaled operational integration is a critical trend for workforce strategists to monitor.

**The big picture:** A new study reveals most enterprises still rely on human oversight for AI-enabled processes, especially in HR and customer engagement, due to the complexities of human behavior. **Why it matters:** Designing AI agents for people-centric functions like HR requires a nuanced approach beyond pure efficiency, as errors carry significant reputational and regulatory risks. **Between the lines:** - 73% of enterprises use humans-in-the-loop for AI-enabled employee training and coaching. - Human-centric processes are less deterministic and more sensitive to perceived bias than 'thing'-centric processes. - The cost of AI errors in HR (e.g., underpaying) can far outweigh the probability of error. **Staffing & HR impact:** HR leaders must prioritize robust governance and risk management for AI tools, understanding that perceived fairness and compliance are paramount over raw predictive accuracy. This impacts talent acquisition, compensation, and employee relations strategies. **The bottom line:** Effective AI in HR demands a 'think different' approach, prioritizing human-centric design and error consequence over mere efficiency gains.