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Advocates Philippines
Philippine HR Leaders Remain Cautious On AI Hiring Decisions, Survey Finds
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A new survey by headhunting and recruitment agency Robert Walters Southeast Asia shows that most human resource leaders in the Philippines are still hesitant to rely on artificial intelligence for final hiring decisions.
According to the study, only 28 percent of HR leaders said they trust AI enough to make recruitment decisions without human oversight. While AI is increasingly being adopted in workplace systems, most companies still see it as a support tool rather than a replacement for human judgment.
The report suggests that organisations are still in the early stages of integrating AI into talent acquisition, with many carefully evaluating how it fits into existing hiring processes.
Kimberlyn Lu, Chief Executive Officer at Robert Walters Southeast Asia, noted that companies are taking a measured approach, focusing first on automation of routine tasks before moving toward more advanced uses. She said the real challenge lies in ensuring AI is implemented ethically and effectively within HR systems.
Despite the caution in decision-making, many companies already use AI in practical HR tasks. Around 45 percent of large organisations reportedly use AI for screening candidates, scheduling interviews, and drafting job descriptions. Meanwhile, 65 percent plan to invest further in AI and automation tools over the next two years, signalling continued digital transformation in recruitment.
Lu also emphasized that AI is reshaping HR work by handling repetitive tasks, allowing professionals to focus more on strategic and human-centered responsibilities such as employee engagement and leadership development. She stressed that AI should enhance—not replace—human expertise.
However, the report also pointed out key concerns among employers. Nearly half worry about data privacy risks, while others cite issues such as algorithmic bias and the possibility of incorrect AI-generated decisions.
Despite these challenges, the Philippine HR sector is expected to continue adopting a balanced approach—using AI for efficiency while keeping humans at the center of critical hiring decisions. The growing reliance on these technologies is also expected to increase demand for professionals skilled in data analysis and AI system management.
According to the study, only 28 percent of HR leaders said they trust AI enough to make recruitment decisions without human oversight. While AI is increasingly being adopted in workplace systems, most companies still see it as a support tool rather than a replacement for human judgment.
The report suggests that organisations are still in the early stages of integrating AI into talent acquisition, with many carefully evaluating how it fits into existing hiring processes.
Kimberlyn Lu, Chief Executive Officer at Robert Walters Southeast Asia, noted that companies are taking a measured approach, focusing first on automation of routine tasks before moving toward more advanced uses. She said the real challenge lies in ensuring AI is implemented ethically and effectively within HR systems.
Despite the caution in decision-making, many companies already use AI in practical HR tasks. Around 45 percent of large organisations reportedly use AI for screening candidates, scheduling interviews, and drafting job descriptions. Meanwhile, 65 percent plan to invest further in AI and automation tools over the next two years, signalling continued digital transformation in recruitment.
Lu also emphasized that AI is reshaping HR work by handling repetitive tasks, allowing professionals to focus more on strategic and human-centered responsibilities such as employee engagement and leadership development. She stressed that AI should enhance—not replace—human expertise.
However, the report also pointed out key concerns among employers. Nearly half worry about data privacy risks, while others cite issues such as algorithmic bias and the possibility of incorrect AI-generated decisions.
Despite these challenges, the Philippine HR sector is expected to continue adopting a balanced approach—using AI for efficiency while keeping humans at the center of critical hiring decisions. The growing reliance on these technologies is also expected to increase demand for professionals skilled in data analysis and AI system management.
May 25, 2026
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