'An impressive CV no longer guarantees job-readiness or genuine qualifications'
As artificial intelligence (AI) becomes increasingly common in applicants’ CVs, digging deeper during the recruitment process is becoming even more crucial for recruiters in Singapore, according to one expert.
"AI tools can certainly improve efficiency and accessibility for jobseekers, but it can also introduce layers of complexity to the hiring process," says Jenn Low, Recruitment Talent Consultant at SEEK Singapore, in an interview with HRD Asia. "With more applications being AI-assisted, CVs are becoming increasingly polished, yet not always reflective of a candidate’s true capabilities."
Low notes that AI-generated CVs in Singapore have risen sharply—from 23% to 43% in the past year—demonstrating the growing use of AI in crafting job applications.
However, she cautions against taking such documents at face value.
"In one SEEK case study, 30% of shortlisted candidates were unable to provide even the most basic required licence, highlighting the risks of relying on keyword matching alone," says Low. "Employers must therefore be cautious; an impressive CV no longer guarantees job-readiness or genuine qualifications."
More than half of professionals in Singapore are actively seeking new jobs, according to a previous report.
Despite the surge in AI use by jobseekers, Low stresses that the technology should not be seen as a threat by recruiters.
She points out that job applications per posting in Singapore have soared by 146%, "rendering traditional screening methods time-consuming and unsustainable."
"In a tight labour market where nearly half of job vacancies are made up of new roles, companies – especially SMEs – are under immense pressure to recruit effectively despite limited resources," says Low.
"To match the right talent with the right opportunities, companies need to leverage AI tools to streamline early-stage assessment and improve decision-making."
However, Low warns that recruiters must verify the accuracy of the information candidates provide early in the hiring process—or risk consequences.
"Hiring decisions based on incomplete or misleading information can have serious consequences – from being financially costly, to impacting internal morale and productivity.
"To mitigate these risks and ensure better matching between candidates and roles, employers should prioritise validation at the earliest stage of recruitment. Doing so not only protects the organisation but also helps build stronger and more capable teams by ensuring the best-fit candidates advance through the hiring process."
AI is reshaping hiring in Southeast Asia at a rapid pace, according to a previous LinkedIn report.
Although AI is becoming an integral part of recruitment, Low emphasises that hiring decisions shouldn't rely on technology alone.
She notes that candidates’ expectations of potential employers have shifted significantly. "Today’s candidates are looking for more than just competitive pay – they’re prioritising work-life balance (67%), flexible work arrangements (31%), and company culture (28%)," she says, citing data from the Decoding Global Talent Report 2024: GenAI Edition.
"This shift means that employers must adapt. It is no longer sufficient to assess candidates solely on their technical skills or polished CVs. Employers need to consider whether a candidate is aligned with their company’s values, adaptable to change, and equipped with critical thinking and problem-solving abilities – qualities that are not always obvious from surface-level applications."
"A forward-looking recruitment strategy combines AI-driven screening with deeper, competency-based assessments. This might include structured interviews, situational judgement tests, or culture-fit evaluations that provide a fuller picture of a candidate’s potential."
To truly find candidates who are the right fit, Low advises focusing on mindset and values.
"A strong hire isn’t just someone who ticks the skills boxes – it’s someone who brings the right mindset, adaptability, and values that align with your organisation," she says.
"Beyond skills-based hiring and reviewing CVs, it is essential to have meaningful face time through interviews and interactions – a ‘vibe check’, if you will – to truly assess whether a candidate is the right fit. While first impressions carry weight, it is only through deeper engagement and meaningful interactions that employers gain true insight into a candidate’s potential and overall suitability for the role."
The rapid integration of AI into business operations is redefining talent strategies across the Asia-Pacific, yet many companies are approaching the shift with caution, according to one expert.
