Despite growing support for the use of artificial intelligence (AI) in recruitment, not everyone is ready to embrace this technology in their hiring strategies. The majority of employers in Malaysia do not intend to integrate artificial intelligence (AI) into their recruitment strategies this year, revealed a recent report from Hays. 

Among 832 Malaysian employers surveyed by Hays, it was discovered that 39.4% do not intend to implement AI in the upcoming year. Additionally, 29.8% stated that they have not yet adopted AI but are considering exploring its use in the coming year. 

Despite 83% of human resources personnel expressing support for the use of AI tools to aid in their tasks at work, as reported by Hays, a majority of employers in Malaysia remain hesitant to incorporate artificial intelligence into their recruitment strategies. 

In fact, 44% of respondents believe that their organisations have sufficiently embraced AI to ensure relevance in the future. Among the employers already utilising the technology in recruitment, the majority (17%) stated that they use it minimally. Another 11.5% reported moderate usage of AI in specific recruitment stages, while only 2.3% heavily rely on the technology.

Hays reports that employers primarily employ AI in recruitment for the following stages:

• Resume screening and shortlisting (54.3%)
• Candidate assessment and ranking (33.7%)
• Predictive analysis for candidate fit (31.4%)

Despite the adoption of AI, employers express reservations due to the absence of a standardised regulatory framework, budget constraints, and concerns regarding the technology's perceived lack of human touch and personalisation, as outlined in the report. 

More than half of the respondents (57.4%) also express concerns about the potential biases inherent in AI-powered resume screening, highlighting the need for addressing these issues before widespread utilisation. 

Despite this, 26.6% of AI users admitted to not actively assessing biases in AI recruitment tools. Additionally, only 26% of HR personnel surveyed reported having policies in place to govern the use of such tools. 

Marc Burrage, Managing Director of Hays Asia, emphasised the proactive role organisations must play in preparing for the increased integration of AI in recruitment processes. He stressed the importance of closely monitoring vendor biases and advocating for ethical considerations, particularly at the ASEAN level. 

"This involves closely monitoring the inherent biases with their vendors and considering ethical considerations being addressed at the ASEAN level," Burrage said in a statement.

Burrage further emphasised the need for strategic international collaboration to develop frameworks that address biases and foster trust in inclusive hiring practices. Such initiatives are essential for meeting the expectations of both employees and candidates regarding the use of AI in recruitment and job-seeking processes.