The real challenge is not job cuts, but the reorganisation of work. «AI will replace employees.» We have been seeing this headline for months. Many companies are currently assessing which tasks can be automated and what efficiency gains can be realised through artificial intelligence. However, a more nuanced picture is now emerging.
What’s Happening in The Market
A new trend is doing the rounds in the market: «AI Boomerang»: companies that have cut jobs due to expected gains from AI or automation are now refilling some of these roles. Fast Company also picked up on this recently.
A recent study by Robert Half, surveying 2,000 US hiring managers, provides evidence for this. 32 per cent of respondents stated that their company had cut jobs due to AI or automation and subsequently recruited for them again.
Gartner also expects this trend to be reversed: by 2027, around 50 per cent of companies that have replaced customer service or operational roles with AI are expected to partially revise their strategy and rely more heavily on human staff once again. Ford has recently announced that it is bringing back 350 engineers because its AI tools are failing.
Another prominent example is Klarna. The company significantly reduced its workforce and actively promoted the idea that AI could take over many tasks. However, as customer satisfaction and acceptance of AI declined, Klarna was forced to react and rely more heavily on human support once again. Similar changes of course are also becoming apparent at other technology companies such as Swisscom and Salesforce.
What Does This Mean for Switzerland?
We are not currently seeing Swiss companies cutting jobs across the board due to AI. Rather, many organisations are facing the challenge of integrating AI effectively into existing roles and processes
It is becoming clear that whilst AI automates tasks, it does not automatically replace entire roles. It is precisely in areas where contextual knowledge, empathy, judgement or responsibility are required that people remain indispensable. Successful companies therefore do not rely on an ‘either/or’ approach, but on an intelligent interplay between people and Technology.
Three Developments That HR Should be Focusing on Now
1. AI Isn't Automatically Cheaper
Public debate often focuses on the potential for cost savings. Less attention is paid to the ongoing operations, integration and compliance costs of AI solutions. Added to this are the costs associated with governance, data protection, quality assurance and the continuous monitoring of systems. Even if individual processes become more efficient, this does not automatically mean that AI is cheaper than human labour in the long term. The real added value only arises when Technology functions reliably and is meaningfully embedded in existing processes.
2. Routine Tasks are Disappearing – But Not Work Itself
AI is increasingly taking over repetitive and standardised tasks. This is changing job profiles and creating scope for more challenging tasks. For HR, this means redefining roles and providing targeted development for staff. The crucial question is not which jobs can be replaced, but which skills will make the difference in the future.
3. The Underestimated Challenge: The Talent Pipeline
We view developments in entry-level positions as particularly critical. Many traditional junior tasks – such as research, documentation or administrative work – can already be supported or automated by AI today. This boosts efficiency in the short term. In the long term, however, another question arises: where will career starters gain their first experience in future? Those who do without junior roles today risk a shortage of specialists and managers tomorrow. Companies should therefore carefully consider how they can develop young talent even in an AI-supported working world.
Where is This Trend Heading?
- At HR Campus, we are convinced that the discussion should not centre on whether AI will replace people. It should focus on how we can reshape work.
- AI will take on many tasks in the future. At the same time, human skills such as judgement, creativity, empathy and collaboration will remain crucial.
- The future therefore does not belong to companies with as few employees as possible. Rather, it belongs to companies that use Technology to empower their employees – and thus become more successful together.
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