Kuala lumpur: The Malaysian Employers Federation (MEF) has called on employers to strengthen verification processes and maintain human oversight in recruitment as artificial intelligence (AI) rapidly transforms hiring practices. MEF president Datuk Dr Syed Hussein Syed Husman emphasized the necessity of these measures in ensuring the integrity of recruitment processes amidst the rising use of AI technologies.
According to BERNAMA News Agency, AI-powered recruitment tools have significantly improved hiring efficiency by enabling employers to screen job applications faster, identify suitable candidates more effectively, and reduce administrative workloads. However, Dr Syed Hussein cautioned that the growing use of AI by job seekers has introduced new challenges that could undermine recruitment integrity if not addressed carefully.
One of the key concerns highlighted by him is the increasing use of AI-generated resumes, cover letters, and other application materials that may exaggerate or misrepresent a candidate's qualifications, skills, and work experience. 'While applicants have always sought to present themselves in the best possible light, generative AI now allows highly polished applications to be produced quickly, making it more difficult for employers to assess a candidate's genuine capabilities,' he told Bernama in an exclusive interview.
Syed Hussein was commenting on a recent Bernama report which cited the National Background Screening Risk Index (NBSRI) as revealing that 15 percent of job candidates screened had at least one discrepancy in their records, including inaccurate employment histories, falsified qualifications, and identity-related issues. The index, compiled by background screening specialist Venovox Sdn Bhd using approximately 300,000 background screening data points across 20 industries, found that discrepancies identified during screening included inaccurate employment histories, falsified qualifications, identity-related issues, financial irregularities, and reputational concerns.
He also highlighted the emergence of deepfake technology and digital identity manipulation as a growing threat, particularly as remote and hybrid recruitment becomes increasingly common. Employers, he noted, are facing greater risks such as impersonation during virtual interviews, altered video feeds, synthetic voices, and other forms of digital deception, raising concerns over the authenticity of candidates and the reliability of online hiring processes.
'AI should serve as a tool to support recruitment rather than replace human judgement. Employers should avoid over-reliance on automated screening systems and continue to involve human assessment at critical stages of the hiring process,' he said.
To strengthen hiring integrity while maintaining recruitment efficiency, Dr Syed Hussein said MEF recommended that employers adopt more robust identity verification measures, including validating official identification documents and conducting live video interactions or in-person assessments for critical positions where appropriate. He also encouraged employers to move beyond resume-based evaluations by incorporating multi-stage assessment processes such as technical tests, skills assessments, work samples, case studies, and competency-based interviews to verify applicants' actual abilities.
Syed Hussein added that greater emphasis should also be placed on verifying academic qualifications and employment history through reference checks, credential validation, and confirmation of previous work records. Recruiters and hiring managers should be equipped with the necessary knowledge and tools to detect AI-related manipulation by identifying inconsistencies between application materials, interview performance, and demonstrated competencies.
'While innovation should not be discouraged, appropriate safeguards are necessary to preserve trust in recruitment processes and protect both employers and genuine job seekers,' he concluded.