From CV to Culture
How to Build a Recruitment Funnel That Works.
By GoAudits Limited | www.goaudits.co.ke | info@goaudits.co.ke
In the fast-paced world of hospitality, the difference between an average experience and an exceptional one often comes down to the people delivering the service. And that’s where recruitment becomes a strategic asset—not just a process. At GoAudits Limited, we help hospitality businesses build recruitment funnels that attract, assess, and retain the right talent from CV to culture fit.
Why a Recruitment Funnel Matters
A recruitment funnel is a structured approach to hiring that filters candidates through stages—from attraction to onboarding—ensuring only the best-suited individuals make it to the final stage. Without a clear funnel, businesses risk hiring based on urgency, gut feeling, or superficial criteria.
A good funnel helps:
Save time and reduce hiring mistakes
Improve quality of hires
Increase retention rates
Strengthen employer brand
1. Define Your Ideal Candidate Profile
Before posting a job ad, clearly define the skills, experience, and personal attributes your ideal hire should have. In hospitality, this includes:
Strong communication skills
Team player attitude
Flexibility and reliability
Customer service mindset
Alignment with company culture and values
GoAudits can support you in building custom candidate profiles tailored to your specific business goals.
2. Attract with a Strong Employer Brand
Top talent wants to work for top employers. Your recruitment funnel starts with how you're perceived by potential candidates.
Tips:
Craft compelling job ads with purpose-driven language
Highlight team culture, career growth, and employee benefits
Use visual storytelling: photos or videos from your workplace
Promote jobs on relevant platforms (LinkedIn, job boards, industry forums)
We can help you audit and improve your employer branding strategy to attract the right audience.
3. Screen for Skills and Attitude
A great CV may not reveal everything. Design your screening process to assess both:
Hard skills (experience, certifications, languages)
Soft skills (personality, problem-solving, customer empathy)
Use tools like:
Pre-screening questionnaires
Phone interviews
AI-powered assessments
Trial tasks or sample service scenarios
At GoAudits, we recommend structured screening templates and interview scorecards to remove bias and ensure fairness.
4. Interview with Intention
Structured interviews aligned with the role and culture can predict on-the-job performance. Include:
Behavioral interview questions
Scenario-based tasks
Team interviews to assess fit
Cultural alignment questions like: “What kind of environment brings out your best work?”
Pro Tip: Let your company values guide the interview process—not just the resume.
5. Decide Based on Data and Fit
Avoid the trap of hiring based only on "gut feel." Combine:
Interview scores
Reference checks
Trial results
Personality or fit assessments
A candidate who scores slightly lower technically but thrives in your work culture may be the long-term asset you need.
6. Onboard Like You Mean It
The recruitment funnel doesn’t end with a job offer. A proper onboarding program boosts productivity and retention.
Ensure your new hires:
Understand their role and expectations
Are introduced to your company values and team culture
Receive the tools and training they need to succeed
At GoAudits, we also support clients in building onboarding and training frameworks tailored to the hospitality industry.
Let GoAudits Help You Build the Right Team
At GoAudits Limited, we specialize in helping hotels, restaurants, resorts, and lodges streamline their recruitment processes. From job design to candidate evaluation and onboarding, we ensure your team is built for excellence—from CV to culture.
📞 Call us: 0720981198
📧 Email: info@goaudits.co.ke
🌐 Website: www.goaudits.co.ke
Great service starts with great people. Let’s help you find them.