Discovery training
A first session to give the whole team the same foundation: what these tools can do, what they cannot, and the first few moves that save time from the next morning on.
Training by role
AI training for human resources
Your HR teams leave with a method they can apply to their own files the very next day: writing a job advert in minutes, working through a stack of applications without delegating the decision, producing an employment certificate that matches Swiss practice. All of it with a data protection framework set out in the first hour.
- More than 150 organisations supported across French-speaking Switzerland and France
- 4,500 professionals trained since January 2023
- 5.0/5 on Google (51 reviews)
- Maximum of 12 participants per session, at your offices or remotely
- Training delivered in French and English, German available
12participants max per session
An HR department starting to use generative artificial intelligence almost always runs into the same wall. On one side, writing and reading tasks that take up a disproportionate amount of time: a job advert to reword for the third time, forty applications to work through before Friday, an employment certificate to draft without getting a single formulation wrong. On the other, the most sensitive data in the organisation, the kind you do not paste into a consumer tool without knowing where it ends up. That is exactly what our AI HR training is for: embedding AI into day-to-day HR processes without ever delegating a decision that affects a person.
In practice, both problems already coexist. Some of your staff are probably already using AI on a personal account, with extracts from files they should not be putting there. Others rule out any use out of caution and keep losing hours on tasks a properly framed tool handles in minutes. Banning without offering an alternative does not remove the practice, it drives it underground, which makes it invisible, and therefore dangerous.
Our position fits in one sentence: AI proposes, people decide. It has every place in preparing, structuring and speeding up an HR file. It has no place in the decision itself, nor in handling candidate data that has no business being in a prompt. The useful question is never whether AI is reliable, it is what an undetected error costs on this particular process.
The cost of waiting
AI HR training: the real challenges and what they cost
Justifying the decision
This is the question that comes up most often, even before the one about data. If you use AI to shortlist, how do you justify your choice if you are audited? The European AI regulation classifies recruitment systems as high risk. The answer is methodological, not technical: produce a reasoned trail of the thinking, not an opaque score.
Bias in selection
AI changes recruitment, candidate selection and career management. That shift calls for thinking about ethical limits and potential bias, not for an act of faith in the tool. We train people in practical vigilance: diversify the criteria, reword instructions to neutralise discriminatory phrasing, validate every step with a human.
Employees' fear
Insecurity in the face of automation is real, and that is precisely where the HR function has a role. AI only has a positive impact if it is a lever for making work more human, not a surveillance tool. That framing has to be set at the moment of the training, not six months later.
Protecting candidate and employee data
HR data is among the most sensitive in the organisation. Pasting a named CV or an interview file into a consumer version of a chatbot is a disclosure of personal data that nobody approved. We train people on professional versions, on anonymisation techniques applied beforehand, and on the simple rule that prevents most incidents.
The missing time
Between administration, recruitment and supporting teams, an HR department is structurally short of time. Most of that workload is reading and writing, which is exactly what AI can speed up. What remains is knowing which tasks to let it loose on and which ones to keep well away from it.
Since January 2023
AI training for human resources: numbers, not promises
- More than 150 organisations trained across French-speaking Switzerland and France
- 4,500 professionals trained since January 2023
- 5.0/5 from 51 Google reviews
- Sessions delivered in French, English and German
5.0 out of 51 Google reviews
Train your teamsAI use cases in human resources
Four families, built from what we actually teach in the room and from what participants report using thirty days later.
| Area | Use cases worked through in the session |
|---|---|
| Drafting |
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| Research |
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| Analysis |
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| Other uses |
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Our method
AI training for Human Resources in Switzerland: we come to where your teams are
Training built on your real files, not on generic examples
Before each session we ask you for three or four genuine pain points: a file that keeps slipping, a document nobody has time to write, a manual step everyone copies from the last person. The exercises are built on those, never on a textbook case.
From the first hour we also set a clear rule about what may go through an AI tool and what must never leave your organisation. Your teams walk away with the habit, not just with the demo.
Our approach
We train HR professionals to put generative AI to work
We are not selling yet another HR tool. We train your teams to use the tools you already have, or are about to choose, with a method that treats data protection and human control as prerequisites rather than options.
Step {n} 01
1. Data protection first, on three levers
The contractual lever settles most of the risk for a modest monthly cost: a professional version with a data processing agreement, no retention and no training on your content. A free version offers none of the three. Then the technical lever: data located in Switzerland or in the European Union where available, single sign-on, fine-grained access rights. The classic HR trap: rolling out a paid copilot without first checking who has access to what in your document spaces, then discovering that payslips can be queried. Finally the human lever: a four-level classification of HR data and a usage charter short enough to fit on one page.
Step {n} 02
2. AI proposes, people decide
On anything touching a decision about a person (shortlisting, appraisal, mobility, termination), we train for strictly preparatory use. The central exercise is an assistant that produces three distinct perspectives on how well a profile fits: that of a senior executive, that of a technical manager, that of an HR professional. The point is not the time saved, it is elsewhere: you end up with a reasoned trail that lets you justify your decision, which a score alone never allows.
Step {n} 03
3. A critical thinking module, added after a real failure
We trained an HR department of twenty people. The training worked very well, perhaps too well: a few months later the director called us back because candidate reports had become denser and denser, packed with information and empty of meaning. Some staff had stopped thinking before generating. We have since added a module on how to work with AI without delegating your thinking to it. The order matters: think first, AI second.
Step {n} 04
4. Spaced half-day support rather than a single session
A single session produces enthusiasm, rarely adoption. Half-day sessions spaced 1 to 3 weeks apart, with exercises requested between each session, let teams come back with their real files and their real difficulties. It is the round table at the second session that triggers daily use, not the first one.
This is AI HR training designed for teams subject to the Swiss nFADP: your HR teams save time on drafting and working through files, without ever losing control of what goes into a prompt or of the final decision.
Our AI HR training formats
Three ways in, depending on your team's starting level and the time you can free up for them.
Spaced half-day support programme
The complete path, from the foundation through to the most advanced uses in your field, delivered as half-day sessions spaced 1 to 3 weeks apart. A rhythm designed for busy managers: in between, your teams work through exercises on their real files, and we adjust the next session around whatever got stuck.
Highly specific workshop
One short slot, one tool, one precise task. The format to pick when the foundation is already there and a single use case still needs unlocking.
Example
ChatGPT to draft Swiss work certificates that follow local conventions, as an HR manager
90-minute workshop: CHF 1,000. Half day: CHF 2,000. Full day: CHF 3,000 to 3,500. Day of targeted workshops: CHF 2,500. Rates exclude VAT, apply per group session of up to 12 participants, and include travel costs. The spaced half-day programme is quoted on the half-day rate (CHF 2,000 per session).
Our track record in artificial intelligence training in Switzerland
+150
organisations supported
4,500
professionals trained since January 2023
5.0 / 5
on Google (51 reviews)
12
participants maximum per session
Scoping call, no commitment
Let us find the AI HR training format that fits your team
30 minutes to scope your need, quote within 48 hours.
Discuss your projectNo commitment, and the scoping call is not charged.
They trusted us with the AI training of their HR teams
HR Direction - Canton of Valais
HR Team - Radio Télévision Suisse (RTS)
HR team of a Geneva public institution
Human resources - INSOS Geneva
Why Maijin for your HR teams
We have trained HR people from the start
More than 150 organisations supported and 4,500 professionals trained since January 2023, including HR departments in pension funds, media, the public sector and industry.
We know what goes wrong
Our critical thinking module is not a rhetorical precaution: it was added after an HR training worked too well and candidate reports became unreadable. We tell that story in the room.
A maximum of 12 participants
That is what guarantees everyone works on their own files rather than on a textbook case. There is no minimum: training four people costs the same and allows far more tailoring.
Nothing off the shelf
The scoping questionnaire sent two weeks beforehand is what lets us build the session around your cases, your documents and your actual level.
Follow-up that does not stop at the door
A satisfaction survey every time, a commitment stated in pairs by each participant at the end of the session, and an open line for your questions afterwards.
AI HR training near you: Geneva, Vaud, Valais, Neuchâtel, Fribourg
This career path comes in five cantonal versions, each with the use cases and examples of the canton concerned.
Your AI trainers for Human Resources
Jean-Baptiste Berthoux
Chief AI Officer
An engineer by training, Jean-Baptiste gave his first AI coaching in January 2023. Drawing on his experience, he developed a unique pedagogy, the fruit of his field work and his mastery of the tools.
LinkedInRémi Vancayzeele
CEO
Serial entrepreneur, Rémi has 15 years of experience in managing complex projects. In 13 months, he trained more than 1,300 people and built the pool of trainers and consultants at MAIjin.
LinkedInFAQ: AI training for Human Resources in Switzerland
Yes, and that is the most common case. No technical prerequisite is required: the discovery training is designed for HR teams who are new to generative AI. We regularly train departments where some members have never opened such a tool, in the same room as colleagues who already use it daily. A skills questionnaire goes out to all participants two weeks before the session: it is used to calibrate the content and to form coherent groups. It comes with a setup sheet, which means no time is lost to installation on the day. Groups are capped at 12 participants and everyone works on their own files, anonymised beforehand, which lets us set the pace by the team's actual level rather than by a theoretical syllabus. In terms of equipment, a computer and an internet connection are enough; depending on the training, access to Microsoft 365 and Copilot may be requested.
It does not leave your organisation. We work on your real documents, but anonymised beforehand: names, contact details, dates of birth, social security numbers, health-related mentions and anything that could re-identify a person are removed before a single prompt. No named candidate file passes through a tool that is not under contract, and in session we only use professional versions, the ones that contractually guarantee no retention and no training on your content. What we teach first and foremost is precisely the habit of anonymising: that is what protects you day to day, long after we have left. What stays with you afterwards is a classification of your HR data and a usage charter short enough to fit on one page, both built during the session and binding on the whole team. Your obligations under the Swiss nFADP and, if you handle data on European residents, under the GDPR remain yours: we train your teams to meet them, we do not take them over.
By never handing it the decision. Our rule never changes: AI proposes, people decide. In practice that means the tool may extract skills from a file, structure a comparison or articulate an argument, but no application is set aside without a human reading it, and no inference about personality or a protected characteristic is tolerated. We train three reflexes: make the assessment criteria explicit before involving the tool rather than letting it guess them, have several distinct perspectives produced on the same profile so disagreements surface, and keep a reasoned trail of the thinking. That trail is what lets you justify a decision if you are audited, which a score alone never allows. The same discipline applies to factual content: a work certificate, an answer drawn from your staff regulations or a labour law question is checked at source, and we train your teams to require the model to flag what it cannot find rather than fill the gap. A text produced by an AI is never a reference: yours remain your regulations, your collective agreement and your lawyer.
Yes, and that is in fact the starting point. Before the first session we set out with you the classification of your HR data and the rule for what may or may not pass through an AI tool, under the revised FADP and, if you handle data on European residents, under the GDPR. We also address the justifiability of the decision, which is the question that comes up most often, ahead even of data: the European AI regulation classes recruitment systems as high risk, and the answer we teach is methodological rather than technical, producing a reasoned trail of the thinking rather than an opaque score. Finally, the written work specific to French-speaking Switzerland is treated as a discipline in its own right, starting with the work certificate, its established formulations and what they actually signal to the reader. The training adapts to your compliance framework, it does not replace it: your internal directives remain the reference, and we help your teams work within them.
Yes, the training uses your real environment. We train on the tools you already use or are about to choose, not on an in-house tool. In practice: ChatGPT and ChatGPT Work, Microsoft Copilot, Claude, Gemini, and your internal HR systems where they can be brought in. The choice matters less than people think: at professional level, the gap between two tools is smaller than the gap between a trained user and an untrained one. An organisation already running Microsoft 365 has good reason to start with Copilot, for reasons of rollout cost more than performance.
A full day costs CHF 3,000 to 3,500, a half day CHF 2,000, a targeted 90-minute workshop CHF 1,000 and a day of targeted workshops in 90-minute slots CHF 2,500, excluding VAT, travel costs included. The spaced half-day programme is quoted on the half-day rate (CHF 2,000 per session). These amounts are per group session, up to 12 participants: the price does not depend on how many people are in the room, which makes a small group particularly good value since it allows deeper tailoring for the same budget. The preparatory 30 to 45-minute scoping call is not charged.
Three common formats. The discovery training, one day to give the whole department a shared foundation and the first moves that save time from the next morning. The spaced half-day programme, our recommended format, which goes from the foundation through to HR workflows. The sessions are spaced 1 to 3 weeks apart, a rhythm designed for busy departments: in between, exercises on your real files keep the attention going and we adjust the next one around whatever got stuck. And the highly specific workshop of 90 minutes, one tool for one task: ChatGPT to draft Swiss work certificates that follow local conventions, as an HR manager, for instance. The right format is settled in a 30 to 45-minute scoping call, at no charge.
French and English. German is available on request and is arranged beforehand during the scoping call. Course materials and the prompt library are delivered in the language of the session, and can be supplied in a language other than the one used to deliver it when the team is linguistically mixed.
Yes. Between the sessions of a programme, your teams practise on their real files and come back with what got stuck: we correct the prompts and adjust the templates. Every session ends with a commitment that each participant formulates in pairs, which makes usage verifiable at the following session, and with a systematic satisfaction survey. A line stays open for your questions once the training is over. Departments that want the practices to hold then move on to days of targeted workshops or to support in structuring usage across the department. It is the round table at the second session that triggers daily use, not the first.
We do not deliver an academic curriculum: we install working practices. The difference is in the format: 12 participants maximum, your own anonymised files rather than a standard deck, and a programme built from the scoping questionnaire sent two weeks in advance. It is also in what we tell the room: our critical thinking module was added after an HR training that had worked too well, where candidate reports had become denser and denser and empty of meaning because some staff had stopped thinking before generating. We have trained HR departments from the start, in pensions, media, the public sector and industry, with a 5.0/5 rating from 51 Google reviews.
Tailored quote
Train your teams in AI
Get in touch with Jean-Baptiste and Rémi, they will be glad to answer your questions
- A 30 to 45-minute scoping call, at no charge
- A programme built around your three priority pain points
- Your confidentiality constraints settled before the first session