Recruit and Hire for Performance

This course will guide leaders as they prepare to hire new associates to their teams, and introduce the resources available to support them. The following sections will cover:

RH People Development Matrix

Vision is Everything

We believe Vision leads the leader - it ignites and fuels the fire within

Vision is about destroying today's reality to creats tomorrow's future

We believe Vision is Everything

Assess - Identifying needs and gaps


Identifying specific needs and gaps on your team sets the foundation for recruiting and hiring for performance. Knowing your team's strengths and weaknesses is an important responsibility as a leader of people.

When filling a new position, promoting from within RH, or backfilling a role, assess the following:

  • What skill sets are needed to fill in the gaps identified on the team?
  • What are the 'must have' and the 'nice to have' knowledge, skills and abilities for the role?
  • What is the career trajectory for the role? (Candidates will ask, so be prepared!)

Use your assessment and the resources available to you to craft compelling job descriptions.

  • The job description is a marketing document and should used to attract the "right" people.
  • Work with the Talent Acquisition Team and utilize the Recruiting tools on RestoNet to support your efforts.

Plan for the future - Building versus buying talent

Building versus Buying talent: Is it better to look for an internal candidate, or recruit externally?

Recruit - Attracting the "right" people

Attracting the right people starts with engaging the best talent in a limited pool. As you prepare to fill an opening on your team, take advantage of the many resources available to support you as recruit, interview, hire and onboard a new associate.

Check your knowledge below - do you know where to find the help you need?
  • These teams are available to help you write a compelling job posting to attract quality candidates.
    Talent Acquisition and People Teams
  • Recruiting tools and resources that you can refer to and download.
    RestoNet (People-->Talent Acquisition-->Recruiting and Onboarding)
  • When we hire the "right" people, our people refer the right people. This program can be leveraged to encourage your team to share openings with their personal and professional networks.
    The Employee Referral Program
  • This team can help recruit the best talent through job fairs, open houses at RH, and placing your opening strategically on job sites.
    Talent Acquisition Team

Interview - Productive interviews

For an interview to be most productive, be clear about your goals: you need to provide the candidate with information that they need, and you need to learn about them.

Set Expectations.

Offer the candidate some water and make them comfortable. Small talk can help put you both at ease.

Talk about the cadence of the interview process and what they can expect.

Tell them about the role, your team, and RH's history and culture.

Listen and Learn.

It is important to listen at least as much as you speak. Let the candidate ask questions and discuss their background.

Ensure that you are polite and engaged when listening. Remember, candidates will share their experience at RH with friends and colleagues. 

Use active listening skills: Listen to hear, not respond. Ask open questions and then follow up to ensure that you understand.

Selection - People Value Assessment Guide

"At the core of becoming who we want to be, we need to have an organization that reflects our People Value 100% of the time. People who reflect all eleven of the key behaviors, not nine, not ten, but all eleven. No exceptions." Gary Friedman

The Talent Assessment Guide has been curated to ensure that you are selecting the "right" people for RH. Review the Guide before your interview.

It is critical that every new RH associate is living 11 of 11 behaviors of Our People Value, and that they live Our Beliefs and Values.

During your interviews with candidates:

  • Introduce Our Vision, Our Values, and Our Beliefs.
  • Ask as many questions as needed to identify whether candidates align with Our Values.
  • Listen for clear examples of living Our Values and Our Beliefs and ask direct follow-up questions to be 100% confident that they are the "right" people.

Offers - Offer with meaning

When the ideal candidate has been identified, it is critical to have the right information in order to make a meaningful and successful offer.

During the interview stage, gather the information you need:

  • Know your budget. What can you afford to offer the ideal candidate?
  • At the end of a successful initial interview, ask the candidate what their current and expected compensation package looks like (salary, as well as bonus potential, time off, etc).
  • If they are reluctant to share this information, explain that we need to ensure that our budget aligns with their expectations early in the process so we don't waste our time or theirs.

When you are ready to make an offer:

  • Partner with the Talent Acquisition Team or People Team on compensation guidelines if you have questions.
  • Once an offer package is approved and prepared, extent the offer to the candidate over the phone. Voice your excitement about the potential of having them join your team.

Onboard - Onboard with intent

Once you've recruited and interviewed the ideal candidate, and they've accepted your offer, it's time to welcome them to RH.

Wrap up and Knowledge Check

Check each statement below as True or False to review what you've learned.

  • There are benefits and costs to both "buying" and "building" talent. Knowing the needs of your team will help determine which is the best fit for the position.
  • A standard job description template from the internet will be sufficient to attract top candidates.
  • The Talent Acquisition and People Teams are available to: help you craft a compelling job description, attract candidates through job fairs and other events, provide compensation guidelines, and guide you to more resources on RestoNet.
  • During an interview, it's important to most of the talking. You can get to know the candidate after you hire them.
  • Knowing a candidate's compensation expectations early in the interview process will help avoid wasting time.
  • When listening actively, you might ask a question, then nod while the candidate answers. When they are done, you might ask a clarifying question, or restate your understanding of what they said to ensure that you're on the same page.