KUALA LUMPUR, JULY 22 — The Malaysian Employers Federation (MEF) urges employers to strengthen the verification process and maintain human oversight in hiring as artificial intelligence (AI) is rapidly changing hiring practices.
MEF President Datuk Dr Syed Hussein Syed Husman said the AI-based recruitment method had significantly improved the efficiency of the recruitment process through the ability to screen job applications faster, identify suitable candidates more effectively and reduce administrative workload.
He said, however, the increasing use of AI among job seekers has created new challenges that could affect the integrity of the recruitment process if not handled carefully.
Among the main concerns, he said, is the increasing use of AI-generated resumes, cover letters and other application materials that may exaggerate or inaccurately portray a candidate’s qualifications, skills and work experience.
“Although applicants always strive to present themselves in the best possible way, generative AI now allows for very neat and convincing job applications to be produced quickly, thus making it difficult for employers to assess a candidate’s true capabilities,” he told Bernama in a recent exclusive interview.
Syed Hussein was commenting on a recent Bernama report, citing the National Background Screening Risk Index (NBSRI) which revealed that 15 per cent of screened job candidates had at least one discrepancy in their records, including inaccurate employment history, false qualifications and identity-related issues.
The index, compiled by background screening experts Venovox Sdn Bhd based on approximately 300,000 screening data points spanning 20 industries, found that discrepancies identified included inaccurate employment history, false qualifications, identity-related issues, financial irregularities and reputation-related concerns.
Syed Hussein also highlighted the emergence of deepfake technology and digital identity manipulation as a growing threat, especially as remote and hybrid hiring becomes more common.
He said employers face greater risks such as identity impersonation during virtual interviews, altered video displays, synthetic voices and other forms of digital fraud, raising concerns about the authenticity of candidates and the reliability of the online recruitment process.
“AI should serve as a tool to support the hiring process and not replace human judgment. Employers need to avoid over-reliance on automated screening systems and continue to involve human assessment at key stages of the hiring process,” he said.
To strengthen the integrity of recruitment while maintaining the efficiency of the process, Syed Hussein said MEF recommends that employers use stronger identity verification measures, including verifying official identification documents and conducting live video interactions or face-to-face assessments for appropriate key positions.
He said the federation also encouraged employers not to rely solely on resume-based assessments, but instead combine multi-level assessment processes such as technical tests, skills assessments, work samples, case studies and competency-based interviews to verify the true capabilities of applicants.
Syed Hussein said greater emphasis should also be placed on verifying academic qualifications and employment history through reference checks, verification of qualifications and verification of previous work records.
He said recruiters and hiring managers need to be equipped with the knowledge and tools needed to detect AI-related manipulation by identifying inconsistencies between application materials, interview performance and demonstrated competencies.
“While innovation should not be stifled, appropriate safeguards need to be implemented to maintain trust in the recruitment process and protect both employers and truly qualified job seekers,” he said.
— BERNAMA
