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Job seekers queue for interviews from various partner companies offering work locally and overseas during a job fair at SM City Marikina.
Miguel de Guzman
MANILA, Philippines — Human resource (HR) leaders in the Philippines remain wary of relying on artificial intelligence (AI) for final hiring decisions, with only 28 percent expressing confidence in using the technology for the task, according to global recruitment specialist Robert Walters.
A survey by Robert Walters found that only 28 percent of HR leaders in the country are confident in using AI to make final hiring decisions without human oversight, despite the technology’s growing integration into workforce functions.
“The real value of AI lies in augmenting, not replacing the expertise of human recruiters and HR managers,” Kimberlyn Lu, CEO at Robert Walters Southeast Asia, said.
“AI is reshaping the HR landscape by automating routine, high-volume tasks. This shift allows HR professionals to focus on strategic human-centric activities, such as employee engagement, change management and high-level negotiations,” Lu added.
The recruiter noted that companies are still evaluating the role of AI in talent acquisition. While HR leaders remain cautious about the use of AI in hiring decisions, they recognize the technology’s benefits, including streamlining administrative workloads and enabling teams to focus on higher-value, strategic tasks.
“While the initial phase of AI adoption focuses on automating routine tasks, the real work lies in strategic evaluation. Companies are taking a deliberate, measured approach to ensure these tools integrate effectively and ethically within their existing talent frameworks,” Lu said.
Meanwhile, about 45 percent of large organizations currently use AI for HR tasks such as screening candidates, scheduling interviews and generating job descriptions.
Furthermore, 65 percent of companies surveyed by Robert Walters plan to invest in AI and automation technologies to assist in HR functions over the next two years.
Respondents to the survey also revealed concerns among HR professionals about AI use, including the possibility of compromising data confidentiality.
Other respondents noted that AI may produce “unfair” conclusions about prospective talent due to algorithmic bias, according to Robert Walters.
At least 23 percent of the respondents recognized that AI can still make errors despite its ability to analyze vast amounts of data, the company added.
“Companies are adopting a strategic, two-step approach to this digital transformation. First, they are optimizing AI tools to handle high-volume tasks that align with their operational needs,” Robert Walters said.
“Second, they are firmly prioritizing human supervision for critical decisions, reflecting the current low confidence in AI’s final judgment,” it added.
“Moving forward, the Philippine HR sector must remain highly intentional,” Robert Walters said. “This rising trend also advents the demand for skilled professionals with extensive knowledge and experience in AI.”
