AI in Recruitment: Fair Hiring First, Technology Second

Your questions about AI in recruitment answered

What does fair hiring mean?
How does AI fit into fair hiring practices?
How can employers uphold fairness when using AI in recruitment?

What fair hiring means

Fair hiring means assessing candidates on merit, based on job-related requirements, and applying those criteria consistently to all candidates.

In Singapore, employers are expected to comply with the Workplace Fairness Act (WFA) and abide by the Tripartite Guidelines on Fair Employment Practices (TGFEP), covering both the legal requirements and the guiding principles for fair and merit-based employment.

This approach widens access to roles for people from diverse backgrounds, focuses on capability rather than personal attributes, and builds trust in fair and inclusive hiring.

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What fair hiring looks like in practice

Start with a thorough job analysis to establish clear, objective requirements. Reflect these requirements in the job description, job advertisements and every stage of selection. Ask competency-based interview questions and keep records of key decisions so hiring choices remain consistent, explainable and tied to the job requirements.

How the use of artificial intelligence (AI) fits into fair hiring

AI is increasingly used to draft job descriptions, source and screen candidates, schedule interviews, standardise candidate communications (such as acknowledgements, interview invites, reminders and outcome notices), conduct video interviews and automate parts of the hiring process. The rapid growth of generative and algorithmic tools makes it easier to match roles and engage candidates at scale.

When used responsibly and aligned with genuine job requirements, AI can reduce variability in repetitive tasks and boost efficiency. If it is not set up and checked properly, it can potentially:

Repeat bias from past data
Make it hard for the employer and HR to see how a score or recommendation was formed, or
Filter out qualified candidates with non-traditional profiles, entrenching bias.

Beyond the WFA and TGFEP, Singapore’s Info-communications Media Development Authority (IMDA) and Personal Data Protection Commission (PDPC) have made available a framework that provides a foundation for the responsible use of AI, ensuring that AI-driven decisions remain fair, transparent, and explainable.

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Employers may refer to this framework for added assurance while keeping their hiring practices anchored in the fairness principles under the WFA and TGFEP.

How can you uphold fairness when using AI?

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1. Use job-related data only

If employers use AI tools in hiring, they should ensure that only job-related data and criteria are provided to the system. The information used should be based on the job analysis and description, and aligned with the actual requirements of the role.

Candidates should be assessed on their skills and ability to perform the job, not on personal characteristics or unrelated factors. Using clear, job-related inputs helps AI generate fair and consistent recommendations, supporting a merit-based hiring process in line with the WFA and TGFEP.

2. Let people be in control

Let AI inform decisions, not make them. Recruiters or hiring managers should review and approve key stages of the hiring process. AI tools can assist with screening or shortlisting, but final decisions should always rest with people. Employers should also have a broad understanding of which factors influence the tool’s recommendations and whether these align with job-related criteria.

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Keep a record of decisions made at each hiring stage to provide clear evidence of how outcomes were reached. Proper documentation supports accountability, protects employers, and builds trust in the process.

3. Be open with candidates

The TGFEP highlights the importance of fair and transparent communication with job applicants. When using AI tools in hiring, employers can apply this principle by clearly explaining how such tools are used in the overall hiring process.

Describe in simple terms what the AI helps with (for example, screening, shortlisting, or interview scheduling) and assure candidates that final hiring decisions are made by people, where appropriate. You should also provide a contact point for candidates to ask questions or appeal decisions if needed. These steps promote transparency and help candidates feel confident that they are being assessed fairly and on merit.

Staying accountable when you use AI in recruitment

Employers should keep fairness at the forefront and people at the heart of every hiring decision. This means using technology in ways that serve people and strengthen trust in how hiring is done. Ultimately, while AI can enhance and streamline the hiring process, final accountability for recruitment decisions rests firmly with the employer.

This article is contributed by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). To learn more about Recruitment Practices and the Tripartite Standard on Recruitment Practices, visit tafep.sg.

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