About this Episode
In this episode of Offer Accepted, host Shannon Ogborn welcomes Dr. Kalifa Oliver, Director, Employee Experience Analytics Strategy at Ford. Dr. Oliver brings her expertise in psychology and human resources to the table, discussing the importance of recognizing candidates as human beings throughout the hiring process. She emphasizes the continuum of employee experience, starting from the application phase and extending through the candidate's journey in the organization.
Kalifa dives into the challenges at the intersection of recruiting and employee experience. She highlights the often overlooked aspect of treating internal candidates with the same high-touch experience as external candidates. The discussion turns towards internal mobility within companies, exploring how organizations often fail to capitalize on the skills and talents of their existing workforce, leading to missed opportunities in talent retention and development.
The conversation concludes with Kalifa advocating for soft exit strategies in companies. She stresses the importance of providing supportive exits for employees, ensuring they leave without feeling traumatized or undervalued. This approach not only preserves the company's reputation but also fosters a positive, ongoing relationship with former employees who become ambassadors for the organization.
Dr. Kalifa Oliver, Director of People Analytics at Ford, emphasizes the crucial role of recruiters in shaping candidate and employee experiences, while also highlighting the value of internal mobility for retention and attraction. She advocates for people-centered design in decision-making processes, promoting proactive system design that prioritizes human-centered considerations in business operations.
- The Critical Role of Recruiters in Employee Experience - Highlighting the intersectional role of recruiters, Kalifa points out their unique position in shaping both candidate and employee experiences. She stresses that the journey of a candidate in a company is part of their growth and development. This insight underscores the importance of recruiters in enhancing the experience of specialized talents, who often have multiple options, and the need for a thoughtful approach to recruitment that considers the long-term journey of candidates within the company.
- The Value of Internal Mobility in Retention and Attraction - Kalifa emphasizes the significance of internal mobility in a company. She explains that internal mobility leads to better transition planning, retention of institutional knowledge, and overall employee satisfaction. Dr. Oliver notes that people generally prefer stability and dislike changing jobs, suggesting that companies with robust internal mobility options are more attractive to potential employees. This insight sheds light on the importance of internal growth opportunities and how they contribute to both employee retention and the attractiveness of a company as an employer.
- People-Centered Design in Decision Making - Kalifa discusses the importance of people-centered design in decision-making processes within organizations. She emphasizes the need to consider how decisions affect different groups, their impact, and the downstream consequences. Her approach suggests a proactive stance in system design, advocating for creating better systems from the start rather than being merely responsive and corrective. This mindset encourages breaking old systems and forging new paths that prioritize human-centered considerations in business operations.
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