Only 28% of PH HR leaders trust AI hiring

Only 28% of human resources leaders in the Philippines are confident in allowing artificial intelligence to make final hiring decisions without human supervision, according to new research from Robert Walters.

The finding shows that while AI is becoming more common in workforce functions, HR leaders still see its strongest value in automation, data processing, and administrative support rather than in replacing human judgment.

Robert Walters, a recruitment and talent advisory firm operating in the Philippines, said companies are still assessing how AI can be strategically and ethically used in talent acquisition.

The report said HR teams increasingly recognize AI’s usefulness in managing heavy workloads, particularly when it allows recruiters and HR staff to focus on higher-priority work.

“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,” said Kimberlyn Lu, chief executive officer at Robert Walters Southeast Asia.

As a supporting tool, AI is already being used by 45% of large organizations for HR tasks such as screening candidates, scheduling interviews, and generating job descriptions.

The report also found that 65% of companies plan to invest in AI and automation technologies for HR functions over the next two years, pointing to continued digital transformation in talent management and recruitment.

“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. The real value of AI lies in augmenting, not replacing, the expertise of human recruiters and HR managers,” Lu said.

The cautious approach reflects broader concerns about privacy, bias, and accountability in AI-assisted hiring.

The National Privacy Commission says the Data Privacy Act of 2012 applies to the processing of personal information by natural and juridical persons, including personal information controllers and processors.

Robert Walters said 48% of employers are concerned that AI use could compromise data confidentiality.

Another 30% said AI could perpetuate unfair conclusions because of algorithmic bias, while 23% said AI can still make errors despite its ability to analyze large volumes of data.

Legal and employment observers have also warned that employers may still be held accountable when recruitment tools trained on historical data produce biased outcomes.

Robert Walters said companies in the Philippine HR sector are moving through a strategic, two-step approach to AI adoption.

First, companies are optimizing AI tools for high-volume tasks that match operational needs.

Second, they are keeping human supervision at the center of critical hiring decisions, reflecting the low confidence in AI’s final judgment.

The trend is also expected to increase demand for professionals with AI-related expertise.

Robert Walters said data analysts and data engineers will be indispensable in managing, auditing, and optimizing AI systems used in HR and recruitment.