“We don’t just invest in technology – we invest in our people.”
Sandra, Spuerkeess is known for stability and tradition. At the same time, you focus heavily on innovation in your HR strategy. What was the reason for rethinking the topic of internal mobility?
Sandra: Spuerkeess has always successfully adapted to changing market conditions. However, in today’s working world, it is not just a question of adapting, but of actively helping to shape things. The impulse came from the realization that our greatest potential lies in the people who already work for us. If we help them to develop further and explore new paths within the organization, we not only strengthen employee loyalty, but also the innovative strength of the entire bank.
You have decided to work with Zortify. What convinced you to integrate this particular technology into your HR processes?
It was important to us that any technological solution reflected our values: human, ethical and future-oriented. Zortify convinced us with an approach that combines personality diagnostics with scientific depth and ethical AI. It’s not about automating decisions, but about empowering people to understand themselves better – and to develop career prospects that suit them.
You once said that your aim is to shape internal mobility as a “culture” and not just as a “process”. What exactly do you mean by that?
A process is something you carry out. A culture is something you live. We wanted to do more than just publish internal job advertisements. We wanted our employees to develop the courage to try out new things, see themselves differently and perhaps discover unexpected talents. The job fair was a catalyst for this, Zortify a mirror. Together, a space was created in which development was possible – at eye level and with appreciation.
How has the combination of AI diagnostics and human interaction changed the role of your HR department?
Our HR department has become more visible, more strategic and stronger as a result of this project. It now acts not only as an administrator of resources, but also as a partner at eye level – for executives, for talent and for management. The use of technology in combination with our human-centered mindset has given it new weight. You could say that HR has become an enabler of transformation for us.
You are now also using Zortify in other areas. How is this changing your HR practices?
Zortify provides us with new perspectives in the selection of talent, in high-performance teaming, and in leadership development. The objectivity of the data helps us to make better, more holistic decisions. And it helps our employees to think about themselves in coaching sessions or development meetings – in depth, not just on the surface.
Many companies are discussing the use of AI these days. What advice do you have for other managers when dealing with this topic, especially in the HR context?
My advice would be: don’t see AI as a trend, but as a tool. And don’t use it to replace people, but to strengthen them. The technological solution must fit your corporate culture, not the other way round. At Spuerkeess, technology is a means to enable more humanity and individuality, not less.
What surprised or impressed you most in this project?
The openness of our employees. Many of them took the opportunity to reflect with great curiosity. They showed the courage to think about new roles and develop themselves further. This has shown me once again: If we trust our people and have confidence in them, they grow beyond themselves. And that is exactly what a future-proof organization needs.