Nearly 40% of Swiss companies already use artificial intelligence in their hiring process. This is no longer an HR forecasting topic; it is an established practice.
Some human resources directors use paid conversational agents to prepare interview questions and build assessments for managers. This is the case at Fondation Saphir, one of Yverdon's largest employers, where the tool is now used for management recruitment. Recruitment tasks that add no value no longer require human intervention to be carried out.
For candidates, the consequence is direct: interview questions are increasingly tailored based on the exact wording of the job advertisement and the profile sought. A generic answer that is not aligned with the specific skills requested is less convincing than it was two years ago. Recruiters save time during screening, but shift the demand for precision to the conversation that follows.
This week: take the job advertisement that interests you most, ask a generative AI tool to submit five interview questions based on that text, then prepare a quantified answer for each one. This is the method some recruiters now use to assess you.
LinkedIn post idea: "40% of Swiss companies use AI to recruit. I tested the same logic before my next interview: asking an AI for the likely questions based on the job advertisement I am targeting. Here is what this reveals about my own blind spots."