Progress with responsibility: How AI makes recruiting more human

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AI Automation in Recruiting: Efficient, Compliant, and Human

AI automation in recruiting is no longer a topic of the future for many companies—it is a lived reality. Especially with high application volumes, short hiring deadlines, and operational roles in logistics, retail, or healthcare, AI helps speed up processes and significantly relieves recruiting teams.

At the same time, uncertainty is growing: How can AI be used in recruiting without violating GDPR, the Swiss revDSG, or the EU AI Act? And how does the process remain fair, transparent, and human?

At PastaHR, we have designed AI automation to work exactly where it creates real value: by relieving your team of repetitive tasks without losing human control.

Why Traditional Recruiting Processes Are Reaching Their Limits

Many recruiting teams today struggle with structural problems that hinder success, especially in frontline jobs:

Long Time-to-Hire: In operational roles, hours often decide the acceptance.
High Administrative Effort: Manual data entry ties up valuable resources.
High Drop-out Rates: Traditional forms and email communication are often too cumbersome for mobile target groups.
Rising Costs: Dependence on external staffing agencies is increasing.

What AI Automation at PastaHR Really Means

At PastaHR, AI automation doesn't mean delegating decisions. It means automating repetitive processes so you can focus on what matters most: the people.

We use AI specifically where it supports recruiting teams—without "black-box" decisions:

AI-Generated Summaries: The AI structures profiles and summarizes information clearly. There are no automated ratings or rejections—only clear, explainable recommendations and transparent documentation of every step.
AI-Powered Funnel Optimization: The AI analyzes where applicants drop out. Optimization happens together with you, so every improvement remains traceable.

Legal Certainty: AI in Recruiting & Legislation

GDPR (EU) & revDSG (Switzerland)

Both laws clearly regulate the use of AI. We support you in meeting the requirements:

Transparency Obligations: Clear information about the purpose and scope of data processing (Art. 13/14 GDPR).
Human Intervention: The right to a human review of automated processes (Art. 22 GDPR / Art. 21 revDSG) is standard with us.
Data Protection Impact Assessment (DPIA): We provide the necessary documentation for your risk analysis.

EU AI Act: Recruiting as a High-Risk Area

The EU AI Act classifies AI in human resources as "high-risk." This requires strict human oversight, explainability, and the documentation of all AI-supported processes. PastaHR is modularly designed to integrate these requirements directly into your workflow.

The PastaHR Foundation: Three Pillars for Responsible AI

AI Governance – Responsibility Through Control: We rely on the "Human-in-the-Loop" approach. Final decisions always lie with humans. Continuous logging ensures that all processes remain traceable for audits.
AI Security – Technological Excellence: We use leading AI models from Google and OpenAI (via Microsoft Azure) with end-to-end encryption. Through bias mitigation and fairness dashboards, we actively counteract distortions.
Privacy & Compliance – Enterprise-Level Security: PastaHR is ISO 27001 certified. Your data is processed exclusively in Switzerland, the EU, or the EEA and is never used to train external models.

Measurable Results from the Field

Automation with PastaHR is not an end in itself but delivers verifiable success:

Axpo Systems: Over 150% more qualified applications.
Balgrist University Hospital: 65% more qualified applications and a time-to-hire reduced by over two weeks.
Manor: Over 1,000 applications via WhatsApp in just a few weeks, fully automated transfer into the ATS.

Quick Guide: Using AI Safely in Recruiting

Aspect	Why it matters	Implementation with PastaHR
Transparency	Trust & legal certainty.	Clear explanation of automated steps in the dialogue.
Human-in-the-Loop	GDPR & EU AI Act compliance.	Built-in human approval steps.
Audit Trails	DPIA & evidence.	Continuous logging of all AI steps.
No Auto-Rejections	Avoid discrimination.	No automated rejection system.
Regular Audits	Long-term compliance.	ISO 27001 Certification & Templates.

Conclusion: Automation that Makes Us More Human

The decisive question is not whether AI is used, but how responsibly it is designed. Used correctly, AI automation sustainably improves processes: faster hires, less administration, and more fairness.

Choose a partner who views data protection and traceability as the foundation of their technology.

Want to use AI in recruiting in a legally secure and practical way?

Sources: EU Artificial Intelligence Act, GDPR, Swiss revDSG, ISO 27001 Standards, PastaHR Case Studies.

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