Artificial intelligence: two out of three Swiss companies use it

Context

In brief

• First quarter 2026 data: AI in about two out of three Swiss companies
• 72% of companies using AI see a positive return
• Systems verify experience, skills, and geographical availability
• Experts call for transparency and human oversight

Key facts

• Source → RTS, based on Manpower data
• Period → first quarter of 2026
• Adoption → about two out of three Swiss companies
• Return on investment → positive for 72% of Swiss companies using AI
• Initial phases → verification of experience, skills, and geographical availability
• Benefits → team productivity, activity planning, and staff training

Manpower data for the first quarter of 2026 indicates that approximately two out of three Swiss companies were using artificial intelligence in human resources activities. This figure is reported by RTS based on data from Manpower, presented in the source as one of the leading operators in the recruitment sector.

The primary goal is to quickly manage the high volume of applications that can be received for a position. Some systems are used in the early stages of selection: they can verify essential requirements such as professional experience, required skills, and geographical availability. In this way, they help hiring managers review applications more quickly.

The first filter

The use of AI also concerns candidates. There are platforms capable of suggesting modifications to resumes or highlighting the most relevant skills for a specific offer. For this reason, the relationship between resumes and job postings becomes a concrete step in preparing an application: the platform can work on the profile based on the chosen position.

On the corporate side, the Manpower group reports that 72% of Swiss companies using AI declare a positive return on investment. The greatest benefits are reported in team productivity, activity planning, and staff training.

However, experts point out two risks: the lack of process transparency and the possible biases of algorithms. If trained on unbalanced historical data, these systems may favor certain profiles over others. Human oversight, specialists emphasize, remains fundamental.

Operational details

What’s Changing in the Selection Process

The data describes a transformation focused on the initial stages of the hiring process. The source does not describe a fully automated process: it mentions certain systems used in the early stages and emphasizes the need for human review. For companies, the practical result is faster processing of applications when a large number are received; for applicants, resumes can be prepared with the requirements verified by certain systems in mind.

This distinction avoids confusing speed with the final decision. The systems described help manage the initial screening, but experts call for transparency and human oversight. Therefore, this is not intended to be an automated process that replaces the judgment of managers; rather, it is a tool to expedite the initial screening.

The Resume Takes on a New Role

For the candidate, the use of AI is not limited to the formal review of the document. The platforms mentioned can suggest changes or highlight the skills most relevant to a specific job opening. The key operational aspect is the link between the profile and the position: consulting the annunci di lavoro codes allows one to identify the job opening against which to evaluate which skills to highlight.

For companies, the positive return reported by 72% of users is accompanied by reported benefits in team productivity, activity planning, and training. The source thus highlights two distinct aspects: on the one hand, the speed of the selection process; on the other, the use of AI in organizational work. In both cases, the issue of historical data remains unresolved. If this data is not balanced, it can skew the systems toward certain profiles. Transparency helps make the process understandable, while human oversight ensures that the evaluation remains under supervision.

Recommended tools

For an updated estimate, use the net salary calculator and the CHF-EUR exchange comparator.

Key points

How to Proceed

The practical approach varies depending on your role. Job seekers can use AI to refine their resumes; recruiters, on the other hand, should focus on the quality of the process and monitoring the results. The guidelines provided by the source primarily address the initial phase.

For Job Seekers

1. Start with a specific job posting. The platforms described suggest changes to your resume and highlight the skills most relevant to a given position. 2. Compare your profile with the essential requirements that can be verified in the early stages: professional experience, required skills, and geographic availability. 3. Review the result before using it, maintaining control over the content of your resume and how it aligns with the selected job posting.

These steps put into practice what the source attributes to these tools: assistance in preparing your profile for a specific position, not a description of the entire hiring process. The key reference remains the individual job posting and the relevance of the candidate’s skills.

For Recruiters

1. Use these systems in the early stages when the number of applications is high and certain essential requirements need to be verified. 2. Ensure the transparency of the process and consider the risk of bias when algorithms are trained on unbalanced historical data. 3. Maintain human oversight within the evaluation process, as recommended by the experts cited.

From an organizational perspective, the benefits highlighted by Manpower point to three key areas to focus on: team productivity, activity planning, and staff training. These are the areas identified by companies using AI. To search for a position and compare your profile with available job openings, check out annunci di lavoro.

Source: rsi.ch