Only 28% of HR leaders in the Philippines trust artificial intelligence to make final hiring decisions without human supervision, according to new research from Robert Walters.
The findings highlight a growing but cautious adoption of AI across the country’s HR sector, where companies are increasingly using automation tools while still prioritising human judgement in recruitment decisions.
The recruitment and talent advisory firm found that 45% of large organisations already use AI for HR functions such as screening candidates, scheduling interviews, and generating job descriptions.
At the same time, 65% of companies plan to invest in AI and automation technologies for HR operations over the next two years.
Human oversight
Kimberlyn Lu, chief executive officer, Robert Walters Southeast Asia, said, “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.”
The report said HR teams are increasingly relying on AI to manage repetitive and high-volume tasks, allowing professionals to focus on more strategic responsibilities.
“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 added.
Privacy concerns
Despite rising investment in AI, concerns around privacy, bias, and accountability continue to slow wider adoption.
According to the report, 48% of employers fear AI tools could compromise data confidentiality. Another 30% believe algorithmic bias may lead to unfair hiring outcomes, while 23% said AI systems can still make mistakes despite analysing large volumes of data.
The concerns come as companies remain subject to the Philippines’ Data Privacy Act of 2012, which governs how personal information is processed by organisations and individuals.
Industry observers have also warned that employers could still be held accountable if recruitment tools trained on historical data produce discriminatory or biased outcomes.
Two-step strategy
Robert Walters said companies in the Philippines are adopting a two-step strategy for AI integration in HR.
The first step focuses on using AI for high-volume operational tasks. The second keeps human supervision central to critical hiring decisions, reflecting limited confidence in AI’s independent judgement.
The firm added that the shift is expected to increase demand for professionals with AI-related expertise, particularly data analysts and data engineers responsible for managing, auditing, and optimising AI systems used in recruitment and workforce management.