Our Talent Attraction and Retention Strategy allows us to have employees who are personally and professionally committed.
GRI (103-1) Having happy, committed and trained employees in their jobs is the best way to turn our clients into true fans. For this reason, at Celsia we dare to be different; we embrace diversity and design strategies to attract, develop and retain human talent, in which we include tools that promote inclusion, where opportunities and working conditions transcend gender gaps and are the same for all our employees, for whom we permanently improve their working conditions and environment.
GRI (103-2) Improving the quality of life of our human talent and their families in this time of so much uncertainty is the purpose of our Employee Experience Programs, as we are convinced of the power that transformation has for our society and – ultimately – for our Organization, where the Celsia culture is felt and lived in each space, and it is one of our differentiating factors in the market. We focus on generating memorable moments for our employees, from their incorporation process to the Company, making sure that everyone lives our culture on a daily basis. We work hard to make Celsia a great place to work, in order to attract the talent we need to achieve the Company’s goals.
Celsia culture is based on four pillars, which are present in our DNA and which we live daily:
GRI (401-2) We seek that our employees have different benefits that fit their needs and which seek to positively impact their quality of life.
We take measurements and pulses of the work environment and the commitment of employees to ensure that our work environments are healthy and safe, and understand what really commits each employee to remain in our Company. This allows us to ensure that our value proposition to the employee and action plans are effective and that their experience is satisfactory.
At Celsia, we Measure ourselves to continue improving and growing constantly; for this reason, we evaluate employee performance to enhance and highlight their skills and be aware of opportunities for improvement.
Below, we present the turnover and mobility figures of our employees during the year, broken down by nationality, geographical area, age groups, gender and job category:
The following are the numbers of voluntary and total resignations, segmented by each of the geographies where we operate, age groups, gender, job category and nationality, in addition to the respective average and total cost of hiring, destined to the recruitment and selection processes of new employees.
At Celsia, we know that human talent is the heart of our Company: People are a fundamental factor in meeting our Organizational Objectives.
We seek that promotion and development opportunities are active within the Organization. These are the vacancies that were filed by internal candidates:
These are our short-, medium- and long-term challenges:
From the Organizational Development team we work on several projects directly or indirectly helps to attract the best talent to the organization. On our various fronts, we have goals and projects, such as:
Deploy the Culture 2.0 inside the Company. For this we focus on:
Celsia Culture: The way of doing things in the Company, understanding that it is the best way to establish it as a pioneering, innovative, disruptive, empathetic and value-generating company for all our Stakeholders.
Cultural Fit: A test to identify the characteristics of the Celsia Culture and, thus, evaluate it in new hires during the selection process.
Employee Engagement: Perception of the type and quality of relationships and feelings that the Company produces in our employees.
Equipares Seal: The Equipares Seal is a certification program that recognizes companies and organizations that effectively implement the Gender-Equity Management System. This certification is awarded by the Colombian Ministry of Labor and the Presidential Council for Women’s Equity, with the technical support of the United Nations Development Programme (UNDP).
MEGA: Large and Ambitious Goal (Meta Grande y Ambiciosa) that provides strategic guidelines to the Organization.