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AI can streamline hiring, but the onus is on employers to remain accountable for fair, transparent and merit‑based decisions under Singapore’s Workplace Fairness Act and Tripartite Guidelines, writes Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
Employers – not algorithms – remain accountable for fair, transparent, and compliant hiring decisions that widen the talent pool and strengthen trust.
What fair hiring means
Fair hiring means assessing candidates on merit, using job-related requirements, and applying these 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 opportunities for people from diverse backgrounds, focuses on capability rather than personal attributes, and builds trust that hiring is fair and inclusive.
Putting fair hiring into action
Begin with a job analysis to define objective requirements. Incorporate these requirements into the job description, job advertisements and at every stage of the selection process. Use competency-based interview questions and keep records of key decisions to ensure choices remain consistent and aligned with the job requirements.
Integrating artificial intelligence (AI) into fair hiring practices
AI is increasingly used to draft job descriptions, source and screen candidates, schedule interviews and standardise candidate communications such as acknowledgements, interview invites, reminders and outcome notices. It can conduct video interviews and automate parts of the hiring process. The rapid rise 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. However, if not properly configured and monitored, AI can replicate biases from past data, obscure how scores or recommendations are generated, or possibly filter out qualified candidates with non-traditional profiles, potentially reinforcing bias.
Beyond the WFA and TGFEP, Singapore’s Info-communications Media Development Authority (IMDA) and Personal Data Protection Commission (PDPC) have introduced a framework that provides a foundation for the responsible use of AI, ensuring that AI-driven decisions remain fair, transparent, and explainable. 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?
1. Use job-related data only
When using AI tools in hiring, employers 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.
Providing clear, job-related inputs helps AI generate fair and consistent recommendations, which support a merit-based hiring process in line with the WFA and TGFEP.
2. Keep people in control
Let AI inform decisions, not make them. Recruiters and hiring managers should review and approve key stages of the hiring process. While AI tools can assist with screening or shortlisting, final decisions should always rest with people. Employers should also have a broad understanding of which factors influence the tool’s recommendations and whether they align with job-related criteria.
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 these tools are used in the overall hiring process.
Describe in simple terms what the AI assists with – such as screening, shortlisting, or interview scheduling – and reassure candidates that final hiring decisions are made by people, where appropriate. Provide a contact point for candidates to ask questions or appeal decisions if needed. These steps promote transparency and help candidates feel confident they are being assessed fairly and on merit.
Staying accountable when you use AI
Employers should keep fairness at the forefront and people at the heart of every hiring decision. This means leveraging technology to serve people and build trust in the hiring process. Ultimately, AI can support the hiring process, but accountability always remains with the employer.
The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) provides information and resources to help employers and HR professionals keep abreast of HR best practices. Visit tafep.sg to find out more.
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