Survey finds candidates and recruiters alike leaning on AI, as fairness rules loom
Half of the Singapore employers surveyed by recruiter Morgan McKinley use artificial intelligence (AI) to screen CVs, while nearly half of candidates use it to optimise their applications for applicant tracking systems (ATS), according to the firm's 2026 Global AI Report.
The findings suggest AI is becoming routine on both sides of hiring, as Singapore sharpens its expectations of how employers use it.
Some 50% of employers surveyed use AI for CV screening and analysis, and 50% use it to analyse interview videos or transcripts. A further 17% use it for passive talent sourcing. Meanwhile, 33% say they do not use AI in hiring, and 33% permit candidates to use it during recruitment.
Among Singapore candidates, 47% use AI to optimise CVs for ATS, compared with 35% globally. Some 63% use it to write or refine CVs and cover letters, 49% to prepare for interviews and 29% to apply for more jobs.
Candidates are also relatively comfortable with the practice. Some 13% say they would be significantly less likely to apply to an employer using AI screening, compared with 23% globally. A further 55% trust AI when it is used alongside human oversight, while 14% do not trust it in recruitment decisions, compared with 22% globally. Worldwide, only 5% would trust AI to make a hiring decision independently, versus 44% who would trust it alongside human decision-making.
The report also points to shifts in workforce planning. About 20% of Singapore employers surveyed describe their long-term workforce strategy as "automation-first", compared with 5% globally. Another 20% expect to recruit fewer graduates as AI automates some entry-level work.
"As candidates increasingly use AI in their job searches and employers adapt to new ways of assessing skills and experience, organisations will need to balance the benefits of AI with transparency and human oversight. Clear governance and investment in skills will be important as AI becomes more embedded across Singapore's workforce," said Ken Ong, managing director of Morgan McKinley Singapore.
Training lags adoption
Globally, 62% of employees surveyed use AI daily and 15% weekly. About 70% say it makes their work easier, but 46% worry it could replace their role. Among employers, 64% said AI has had no effect on headcount, 7% reported reductions and 13% said it had slowed planned expansion.
Only 25% of employees said their employer was actively investing in their AI upskilling, and 68% said they received inadequate or no training. ManpowerGroup's 2026 Global Talent Barometer, released in January, found a similar tension: regular AI use among workers rose 13% to 45%, while confidence in using technology fell 18%.
Accountability and the law
Singapore's Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) said in February 2026 guidance that employers, not algorithms, remain accountable for fair, transparent and compliant hiring decisions. It advised employers to give AI tools only job-related data and criteria, have recruiters or hiring managers review key stages, and explain how the tools are used.
The Workplace Fairness Act, Singapore's first comprehensive workplace anti-discrimination law, is not yet in force. Manpower minister Tan See Leng said in November 2025, that the ministry is targeting the end of 2027, subject to readiness. The law applies to employers with 25 or more employees, according to law firm DLA Piper.
Demand for AI skills is also rising. PwC's 2026 Global AI Jobs Barometer found that roles requiring AI skills made up 5.3% of Singapore job postings in 2025, up from 3.3% a year earlier. About 82% of those postings were for AI user roles rather than developers.
The Morgan McKinley survey drew 2,106 responses, including 144 from employers, across seven markets. Morgan McKinley said regional findings, particularly those from the smaller employer sample, should be considered in light of respondent numbers.
