United Overseas Bank (UOB) plans to recruit 1,000 young graduates over the next year despite growing concerns about the impact of artificial intelligence (AI) on entry-level jobs. The new hires will primarily fill permanent positions within personal financial services and antimony lending, as well as participate in early-career development opportunities through UOB’s Future Bankers Programme, Management Associate Programme, and internship initiatives.

The bank is also focused on equipping 5,500 managers across the region with leadership skills tailored for an AI-driven workplace, with training scheduled to be completed by the end of 2027. Additionally, UOB is expanding its Gig+U programme, which engages experienced professionals in customer-facing and sales advisory roles.

At UOB’s annual employee event, Better U, held on October 8 at the Employee Clubhouse in Boat Quay, Chief Executive Wee Ee Cheong addressed the evolving role of human employees amid the rise of AI technologies. He acknowledged that AI can automate many routine tasks traditionally performed by entry-level staff and recent graduates but emphasized the continued need for human judgment and interpersonal skills in roles such as sales and decision-making.

“So, do we stop hiring? No. We will continue to hire because you still need humans to sell, to make decisions. Young people need opportunities to gain experience, build expertise and develop their careers,” Wee said.

The bank also plans to provide comprehensive training to these new recruits, reinforcing its commitment to nurturing future talent. Among the early participants in the 2026 Future Bankers Programme are Russell Yong, 25, a business management graduate from Singapore Management University, and Shrutikhaa Katakam, 22, a computer science graduate from Nanyang Technological University. This two-year programme offers structured training, job rotations, and practical experience in wealth advisory and retail banking, with four cohorts enrolling about 100 participants annually.

Both Yong and Katakam highlighted the value of such programmes in building confidence and gaining industry insights. Katakam particularly valued opportunities to interact with UOB’s leadership, gaining firsthand exposure to their work styles and responsibilities, which helped her set expectations for her own career.

Regarding concerns about AI-driven disruption in the workforce, both emphasized the importance of maintaining an open mind. Katakam noted that developing both hard technical skills and soft skills like communication and problem-solving remains critical. She pointed out that while AI can generate information, human expertise is essential for verifying its accuracy and engaging effectively in the finance sector, which is highly client-facing.

Yong observed that employers increasingly expect fresh graduates to have relevant experience, such as internships, before entering the workforce. He added that AI intensifies competition, with routine tasks becoming automated and requiring new hires to find ways to contribute beyond these roles.

UOB’s approach underscores a strategic balance between embracing technological advancements and investing in human capital development amid a transforming financial services landscape.