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How to Build a High-Performing Recruiting Culture by Celebrating the Team

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Summary

In this article, John Vlastelica, a former corporate recruiting leader, shares strategies and best practices used by Okta's SVP of Talent Acquisition, Brett Coin, to build a strong team culture and successful recruiting function. Coin led many conversations with his team as they were growing, and shifted the culture to focus on team wins instead of individual wins. He also implemented recognition and rewards programs, such as a rotating Recruiting Cup, People’s Choice award, and team swag. Additionally, he invested in career development, and encouraged his team to recognize hiring managers and partners in other departments. Vlastelica concludes by encouraging leaders to define their cultural norms with their individual recruiting team members, and to reward the "hiring is a team sport" mentality.

Q&As

What strategies did Brett Coin, SVP of TA at Okta, use to build a strong team culture?
Brett Coin used strategies such as highlighting how his team was winning, rewarding team goals over individual goals, creating recognition programs, rewarding hiring managers, investing in career development, and involving his team in the recognition and rewards they'd get.

How did Brett Coin reward and recognize his team to create a successful culture?
Brett Coin rewarded and recognized his team by creating a rotating Recruiting Cup that moved from team to team based on achievement of team goals, creating annual peer-to-peer rewards, creating a swag store, recognizing hiring managers, and giving TA managers the ability to get hiring managers swag.

What advice does John Vlastelica, a former corporate recruiting leader, offer to create a culture of recruiting ownership?
John Vlastelica suggests getting the TA leadership team together to define how they want to be seen by the rest of the business, defining cultural norms with input from individual recruiting team members, asking the business to fund results-focused rewards, and bringing leaders into staff meetings to talk about the context for hiring targets and to recognize the team's hard work.

What strategies did Brett Coin use to help his team hit their recruiting goals?
Brett Coin used strategies such as shifting accountability for req allocation and department goals to the TA managers, rewarding the whole team for hitting a department goal, creating a team mindset where recruiters were saying things like, "I know we're behind by five fills for the quarter. Where and how can I help?", and investing in growing people.

How did Brett Coin ensure his team was achieving not only capacity-based goals, but also business goals?
Brett Coin ensured his team was achieving not only capacity-based goals, but also business goals by aligning published hiring goals to the business goals, improving candidate experience ratings, improving offer accept rates, and improving employee engagement scores.

AI Comments

👍 This article provides great insight into how to create a high-performing recruiting culture by celebrating the team. It provides great tips on how to recognize and reward individual and team achievements.

👎 The article focuses too much on spending money on rewards and recognition and not enough on developing a culture of collaboration and personal growth.

AI Discussion

Me: It's about how to build a high-performing recruiting culture by celebrating the team. The article talks about how the Okta TA team grew from 27 people to 175 people over 3 1/2 years and how they shifted the culture to focus on team goals instead of individual goals. They also implemented recognition and reward programs and invested in developing their team's skills.

Friend: Wow, that sounds like a great way to build a strong team culture. It seems like it would be a great way to increase team morale and productivity.

Me: Absolutely. The article also emphasizes the importance of partnerships with hiring managers to hire the best talent and improve the candidate experience. I think it's really important to recognize the value of team wins and to reward both the team and individuals for their contributions. That way, everyone is motivated to work together to achieve the common goal.

Action items

Create a team goal-oriented culture by shifting accountability for req allocation and department goals to the TA managers and rewarding the whole team for hitting a department goal.
Develop a recognition program that rewards individual and team performance, such as a People’s Choice award, a Learn It All award, a Do the Right Thing award, a Rookie of the Year award, and a Collaboration award.
Invest in career development for team members, such as providing external training and mentoring, and creating a swag store to recognize team members for demonstrating core values.

Technical terms

Talent Leadership: The role of a leader in a company's talent acquisition team, responsible for developing and managing the team's culture, recruiting strategies, and goals.
TA Leaders: Short for Talent Acquisition Leaders, these are the people responsible for leading a company's talent acquisition team.
TA Managers: Short for Talent Acquisition Managers, these are the people responsible for managing a company's talent acquisition team.
Recruiting Team: A group of people responsible for recruiting and hiring new employees for a company.
Okta: A U.S.-based cloud software company.
Reqs: Short for Requisitions, these are the job openings that a company is looking to fill.
Hiring Manager: A person responsible for managing the hiring process for a company.
HRBP: Short for Human Resources Business Partner, this is a person responsible for providing HR support to a company's business units.
NPS: Short for Net Promoter Score, this is a measure of customer satisfaction.
Talent Connect: A LinkedIn event for talent leaders and recruiters.