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AI in recruitment in the APAC region

Insights from Hays' latest recruitment trends analysis in Malaysia.

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51.7% of job seekers leveraged AI tools like ChatGPT and Bing during their recent job hunts.
17.0% currently employ AI sparingly in recruitment.
26.6% of employers using AI in recruitment do not actively assess biases in their AI tools.

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Hays, a leading recruitment firm in Malaysia, has recently delved into hiring trends, unveiling insights into the utilisation of Generative AI by employees and hiring managers throughout the recruitment journey.

Based on a comprehensive survey encompassing 2,014 skilled professionals and 832 employers across Malaysia, findings revealed that 51.7% of job seekers leveraged AI tools like ChatGPT and Bing during their recent job hunts.

The integration of Generative AI in professional settings has notably empowered adept candidates in navigating the competitive landscape of job acquisition. Platforms such as ChatGPT offer invaluable assistance, ranging from resume evaluations to interview guidance and even simulated interview experiences.

Despite the enthusiasm of global CEOs towards harnessing Generative AI’s potential in the workforce, its adoption within recruitment processes remains in its infancy stage. Among Malaysian employers surveyed, 17.0% currently employ AI sparingly in recruitment, with an additional 29.8% expressing intent to explore its integration in the forthcoming year. However, 39.4% have yet to incorporate AI into their recruitment strategies.

Organisations must play in preparing for the increased integration of AI in recruitment.

Among employers who have embraced AI in recruitment, the top three applications include resume screening and shortlisting (54.3%), candidate assessment and ranking (33.7%), and predictive analysis for candidate suitability (31.4%).

While a significant majority (83.0%) of human resources professionals endorse the use of AI tools to enhance work efficiency, only 44.0% believe their organisations have embraced AI sufficiently to remain competitive in the future.

This reluctance stems partly from the absence of a standardised regulatory framework, budget constraints, and concerns regarding the loss of personal touch and customisation – challenges notably highlighted by Malaysian employers in AI implementation within recruitment.

Addressing biases inherent in AI-powered resume screening remains a critical concern, with 57.4% of Malaysian respondents expressing apprehension. Notably, 26.6% of employers using AI in recruitment do not actively assess biases in their AI tools, while merely 26.0% of human resources personnel receive policies regarding AI tool usage from their managers or organizations.

Marc Burrage, Managing Director of Hays Asia, emphasises the proactive role organisations must play in preparing for the increased integration of AI in recruitment. This involves vigilant monitoring of biases in AI systems, alongside addressing ethical considerations at the ASEAN level. Collaborative efforts on an international scale could facilitate the continual development of necessary frameworks, crucial for fostering trust in inclusive hiring practices amidst growing expectations from both employees and candidates regarding AI utilisation in recruitment and job-seeking processes.

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