Half of Singapore employers surveyed by recruiter Morgan McKinley use artificial intelligence to screen CVs — and a near-equal share of job seekers (47%) rely on AI to optimize applications for applicant tracking systems, according to the firm's 2026 Global AI Report.

The findings land as Singapore prepares its first comprehensive workplace anti-discrimination law, the Workplace Fairness Act, which Manpower Minister Tan See Leng targeted for the end of 2027, subject to readiness.

What does the data show?

The survey drew 2,106 respondents across seven markets, including 144 employers in Singapore. Beyond CV screening (50%), Singapore employers reported using AI to analyze interview videos or transcripts (50%) and for passive talent sourcing (17%). One-third (33%) said they do not use AI in hiring, and 33% permit candidates to use it during recruitment.

Singapore candidates outpace their global peers in several AI practices. Some 63% use the technology to write or refine CVs and cover letters, 49% to prepare for interviews, and 29% to apply for more jobs at greater volume.

How are candidates responding to AI screening?

Concern about algorithmic screening runs lower in Singapore than elsewhere. Just 13% of Singapore candidates said they would be significantly less likely to apply to an employer using AI screening, compared with 23% globally. Some 55% trust AI when human oversight is part of the process. Only 14% of Singapore candidates distrust AI in recruitment altogether, compared with 22% globally.

Worldwide, the picture is more cautious: only 5% would trust AI to make a hiring decision independently, versus 44% who would trust it alongside human decision-making.

Where does accountability sit?

Singapore's Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) issued guidance in February 2026 making clear that employers — not algorithms — remain accountable for fair, transparent and compliant hiring decisions. The guidance advises employers to feed AI tools only job-related data, require human review at key stages, and explain how the tools are used.

The Workplace Fairness Act, which law firm DLA Piper has said will apply to employers with 25 or more employees, is not yet in force. Larger employers will need to align their hiring AI with the law once it takes effect.

What about the training gap?

Workforce adoption is moving faster than employer investment in skills. 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. Some 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 to 45%, while confidence in using technology fell 18%.

Is AI reshaping 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 absorbs 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," Ken Ong, managing director of Morgan McKinley Singapore, said. "Clear governance and investment in skills will be important as AI becomes more embedded across Singapore's workforce."

Are AI skills reshaping job demand?

Demand for AI skills is climbing. 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 developer roles.

Morgan McKinley noted regional findings, especially those from its smaller employer sample of 144, should be read in light of respondent numbers. The combined picture points to a hiring market where AI is already routine on both sides — but employer training budgets, governance guardrails, and the statutes that govern algorithmic decisions have not yet caught up.