Expanded Intelligence, Human Talent and Candidate Experience

Julia (Magneto 365): “Coffee break with Magneto, a space to talk about Artificial Intelligence and the transformation of work. Hello, welcome to this new Magneto coffee break. We are very happy because today we have a very special guest, she is Catalina Restrepo, human talent manager at Grupo Sura. Tasting, welcome.”

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Catalina Restrepo (Sura Group): “Thank you, Julia. Thank you so much for joining us today.”

Julia (Magneto 365): “Here I'll tell you a little bit about Cata. Cata is a lawyer, she also holds a master's degree in economic law and public policy, and she has also specialized in organizational transformation and corporate governance. Cata, since 2019, has assumed the position of human talent manager of Grupo Sura and well, very cool because we have talked to many psychologists, but you are not our first lawyer, Cata, in this space. So, happy to have you here. And tell us a little bit about that trajectory at Grupo Sura and working from the talent areas in a company with a financial focus.”

Catalina Restrepo (Sura Group): “Yes, it's true, because it's a big challenge to work in a company that focuses on financial services, but as everyone knows, Grupo Sura places the human being at the center of the organization. For us, the most important thing is that human being who interacts with the environment. So, it's not financial services, it's not with 'o', but with 'i'. These are people interacting with the environment, and in an environment where financial services are the focus of the organization.”

Julia (Magneto 365): “Yes, Cata, I know and know that the topic is very important to you profitability, obviously because it is a financial issue, but they are a company with a central focus on an issue of sustainability. What does this mean, let's say, throughout the strategy, but also in that focus on human talent when we talk about sustainability?”

Catalina Restrepo (Sura Group): “In other words, profitability cannot be alien to sustainability. A company is not sustainable in a society where there is no harmonious development. And by this we refer to the balanced management of capital: we talk about financial capital, social capital, human capital and natural capital. And I come back and repeat to you, and I like what a former boss has always said and today Ricky who is in charge of the company, because at the head of the company, when we talk about balanced capital management we are not talking about one capital over another, but how we balance that view into a society so that we all win, not a society of winners and losers, but rather a society where we all win in the interaction with the company and society.”

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The Purpose of Putting People at the Center and Developing Talent

Julia (Magneto 365): “I love it, Cata, and I'm going to give back a little bit there. Right now in the presentation I said that you are a lawyer, that you also did your master's degree in the whole subject of economic law and public policies. And I love it because I like when I hear the purpose of the organization to have people at the center. How does Grupo Sura also contribute to this economic development and to those policies that have a much greater impact on the people who are here?”

Catalina Restrepo (Sura Group): “When we talk about people, we don't talk about people just as employees, we talk about people in those interest groups: society, shareholders, employees, opinion leaders, social leaders. Why? Because we always believe in The power of people. In other words, we observe the human being from potency, not from lack, from that human being how he can develop within a society. So, we talk about that delivery of permanent capacities to people. Well, when I talk about this I am very passionate, in what sense? When they tell me, 'you are in an area of human talent and not of human management'. It's not just words, and I always repeat, when we talk about talent we talk about the fact that there is always a possibility for every person in an environment, we talk about that power of that person. Talent always develops, resources run out, but talent always develops. The thing is that we always have to see that human being, what are the best qualities for that development, and that is the philosophy of human talent within the Sura Group.”

Julia (Magneto 365): “I love, Cata, what you tell me. In addition, because I see how it becomes tangible in a couple of actions that for sure, and I would like you to deepen, are part of the strategy not only of the organization, but also of development in general.”

Catalina Restrepo (Sura Group): “When I tell you that the human being is at the center of the organization, I am talking about that person who does not feel, we value that person who is not divided between Grupo Sura worker, mother, family member and friend, and we value that person in an integral way. So when we talk about that, we talk about the comprehensive well-being of the person, and we talk about his physical, emotional and financial well-being, always, always integrating that human being under that philosophy of well-being and under that philosophy that you don't break down, that there are no two people in an organization, there is only one, I always have to look at her as that integral being in all moments and stages of her life and professional development. That's why we always develop strategies based on culture, and when we talk about culture we talk about a concept that I really like, which is Enabling environment. What is the enabling environment for this organization to achieve its strategy and for this person to connect with the strategy? And when we talk, we talk about leadership, of ways of working —what forms of work favor that human being—, of total compensation —when I talk about total compensation it is a concept of fixed, variable compensation, well-being and benefits, it is not the concepts, but that I always integrate them to put the center of the human being at the center and iterate with all those concepts, which is ultimately the environment favorable for a person to develop in the best way within the organization or within a society.”

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Employer Brand and Candidate Experience with Technology

Julia (Magneto 365): “Spectacular, Cata, and there you touch on a topic that is like that proposal, that goes beyond the value proposition to the employee, but there it really becomes very clear when I enter this organization that I connect with a purpose that goes beyond. I remember three years ago or so, when a Cata arrived talking to Magneto too, trying very hard to take care of that experience of the employee, of the collaborator, seeking to have a topic that would generate a lot of impact, a Employer brand so powerful, where sometimes people are also like, well, Grupo Sura, but there's also Sura. I would like you to tell us much more about that transformation in terms of the employer brand that you have been able to achieve today, and that we who see and share and have made all the resources with you, live in love with this company.”

Catalina Restrepo (Sura Group): “Well, first of all, thank you because they have truly been an invaluable ally in this development of our employer brand and our Jobsite. When you start designing strategies, you always have to be clear that the Principles are the beginning. And we talk about four principles in this organization: respect, transparency, fairness and responsibility. So, we always value under that umbrella and say, this new strategy meets these principles and this new way of making an employer brand visible meets these principles. How do we reach more people? How in a transparent way does a person participate in a process? How does a person in a process know what stage they are at? How does a person in a respectful way truly feel that they are participating in a process and that they are not just another one, but that they are being valued and their talent is being made visible within a process? How do I equally participate in a process? And I think and the team that accompanied this development that the jobsite we developed with Magneto complies with these principles and has been truly successful because Grupo Sura is the holding company of a business group, we have around 77 people employed in Grupo Sura, but that there are always people with the desire to get here. And the way in which we democratize that way of getting here is on a jobsite where everyone has access, if you have the talent, if you have the skills, if you have what I say to be here, the first thing is to be a good person and I say it with pride. And if you have these, you connect with these principles, you participate in a process that will surely be valued, you will be taken into account in a transparent way. And we really liked that connection with Magneto, which gave visibility and transparency to a process where people say, 'What part of the process will I go to? How do I participate? How do I make myself look before they meet me? ' So, there is the video. Nor can we do anything to be oblivious to new technologies and Magneto offers us these new technologies of Artificial Intelligence, the 'matches' that they make with the interests of people and positions, that permanent evolution that exists on our page where it becomes visible what positions there are, what state we are in, and if there are no positions also what is happening in the organization and what the organization values of people so that you can be present in that organization.”

Catalina Restrepo (Sura Group): “So it seemed like a super winning strategy to me. We keep statistics and you accompany us to arrive at statistics, how many people are running for each position, what happens to people who don't pass, because you also have to make a contribution to the academy and say where the weaknesses of the people who apply are. So it's not just how I attract talent, how I bring in the best talent, but How do I help develop the best talent for a country that needs employability.”

Julia (Magneto 365): “Overall, Cata, spectacular and I thank you very much for all the good comments too. It has been a pleasure for us and this team has enjoyed working around this whole strategy a lot. In that candidate experience, what is the role of technology? Yes, you're talking a bit like Magneto, but how do we live today based on technology, both for the external and for the internal? Because also, how cool is it to know how this selection team has adapted to that technology, that for them it will also be a memorable experience and so on.”

Catalina Restrepo (Sura Group): “To me, I learned a concept of Artificial Intelligence that is not Artificial Intelligence but Expanded Intelligence. And Grupo Sura's selection team has taken it as an expanded form of an expanded team at Magneto to reach the people who best fit a profile. So, for us it has been a process that has generated facility, a process that has generated us efficiency, a process that has generated us Longer range, which for us is important because it is not the same thing that 10 physical resumes arrive so that you have a platform that reaches not only in Colombia but also to all the territories where we are present, to the 10 countries where we are present, that people who are mobile, that people say that it is possible to work in Grupo Sura if I am in Chile, in Mexico, in Peru, it is possible to introduce myself to a process. So, for us, the process has been super satisfying and what we always take care of, because we take care of those people, care, technology does not make it impersonal, but rather it gives everyone the possibility to participate equally in a process. So, for us it was a supreme winner.”

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Upcoming Strategies and Tips on Technology and Selection

Julia (Magneto 365): “Spectacular, Cata, I am very happy with the reach they have had, the revision of the process of evolution that you have had. What would also be those practices that you see, yes or yes, I have to implement now that we are on the whole 2025 strategy topic for that 2025 that you want to link to technology, whatever I want to say I want to bet on because this takes care of my candidate's experience in all that selection process or in terms of human talent in general?”

Catalina Restrepo (Sura Group): “To a process of being more visible in Grupo Sura's strategies as an investment manager. Why? So that the market and not only the employer market or the market for people looking for work, but the entire territory knows what Grupo Sura is doing, where Grupo Sura is going, because that also makes it a place where people want to be. So, it's important to open up more about this, what's happening, the good that's happening here, what you talk about about entrepreneurship, that we talk about well-being, that people really make it tangible and see that this is a place where knowledge is gained, where well-being is generated and where people develop.”

Julia (Magneto 365): “I love it, Cata, I think I'm going to steal a lot of that term you were talking about right now Expanded Intelligence. And here I would ask you, what would be like those tips and recommendations that you suddenly give to a team that has not yet transformed its selection process, that is suddenly still in a very traditional process or does not consider that it takes much care of that employee experience? What would be those recommendations that, in terms of change management, the topic of Expanded Intelligence seems spectacular to me?”

Catalina Restrepo (Sura Group): “First, Remove fear or let your guard down in the face of technology. Finally, technology came to improve and our quality of life, our quality of work, and that's the first thing we have to integrate into our thinking. Technology was not here to put an end to charges or to give up on anyone, as is commonly said in the market. Technology came to make our lives easier and that's the first thing we need to let our guard down, not be afraid of technology. Second, always Think differently, how do I always facilitate a selection process so that it is more transparent for everyone, because when people have a desire to get a job they want to know how they are doing, how they can participate and to have a refund made to them. Something that I think is respectful to people when they reach the end of a process is that they always give them a return. And here at Grupo Sura it is possible that people write to us through the platform and it has happened to us, they tell us, 'I want to know what happened to my process, why didn't I pass'. And at Grupo Sura, the selection people are open to giving that feedback because a process must be closed in a respectful way with everyone, with the one that happened and with the one that didn't happen, and because that is also a development process, not a selection process, but a development process for the people who are participating.”

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Closing and Final Reflections

Julia (Magneto 365): “Overall, a gift that they can keep in their work life and in their careers to consider in those future opportunities. Cata, any other topic with which you would like to close this cortical but substantial coffee break session, where I also think that I steal a lot of terms from what you were saying? The first thing is the Technology is unfinished. When I say unfinished, every day it will come and it will complement our lives. And from a tip for me, the people who work with me are How do we appropriate it, how do we make it part of culture, how do we make the most of it What we can get out of each development is because work is not what we thought before, work is going to change and we are going to focus on strategic and tactical issues and what is operational will be solved by technology.”

Catalina Restrepo (Sura Group): “Well, no, I really thank Cata for this space. I get along a lot, and I also see leadership with super possibilities, not leadership where there is an impotence to use work tools, but to give a reason to those tools where you have clearly generated an impact and the team enjoys all this experience of an employer brand, of generating a memorable experience for the candidate.”

Julia (Magneto 365): “Thank you very much to those who joined us in this session today. Thank you very much for sharing with us your questions, comments. Possibly we can have Cata in another session like this in the future, but we would also love to hear what other topics you would like us to talk about at these coffee breaks and what other guests we would like to see here. Thank you all for joining us, bye, bye.

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