Hiring the right people isn’t about luck — it’s about clarity.
Most business owners don’t struggle to find candidates; they struggle to find the right ones. The problem usually starts with unclear roles, vague job descriptions, and a hiring process that focuses on tasks instead of outcomes.
Here’s how to fix that.
Start with Your Mission
Before you post a job or open LinkedIn Recruiter Lite, define why your company exists.
Use this simple Mission Statement Framework:
Our mission is to [WHY]
by [HOW],
so that we can [WHAT].
This single sentence grounds every hiring decision. It helps potential candidates connect emotionally to your “why” — not just your open position.
Write a Job Description That Sells, Not Lists
A job description isn’t paperwork; it’s a sales letter.
You’re selling the opportunity — not just the tasks. The best candidates aren’t scrolling job boards for another paycheck; they’re looking for a mission that matters and a role that moves them forward.
Here’s the CLEAR Framework for crafting a powerful job description:
Step 1: Clarify the Role
Define why this position exists.
- What is the key function of this role in the company?
- How does it contribute to success?
Step 2: List Responsibilities
Outline the key tasks and priorities.
- What must the person do regularly to succeed?
- Which 3–5 tasks are most critical?
Step 3: Establish Results
Define success in measurable terms.
- What metrics will prove the role is working?
Step 4: Align Requirements
List the skills, experience, and traits needed to thrive.
- What specific expertise is non-negotiable?
- What personal qualities align with your company values?
Step 5: Review and Finalize
Ask yourself:
- Does the opening line grab attention?
- Does it include your values?
- Does it sound exciting?
A great job post makes people say, “That sounds like me.”
Build a Clear Offer
Once the role is defined, spell out what’s in it for them.
Top performers want growth, security, and recognition.
Include details about:
- Compensation: Salary, performance bonuses, or equity options
- Benefits: Health coverage, RRSP or retirement plans, paid leave
- Career Growth: Training, mentorship, and promotion paths
- Culture: Shared values, collaboration, inclusivity
- Recognition: Feedback and rewards for impact
- Job Security: Transparency, stability, and growth potential
- Work–Life Balance: Flexibility, remote work, and time off
When you’re clear about value, you attract candidates who value clarity.
Create a Qualification Document
This helps you (and your hiring team) evaluate candidates consistently.
Step 1: Define Criteria
- Need to Haves: Core, provable skills and experience
- Nice to Haves: Desirable but non-essential extras
- Intangibles: Personality traits, attitude, and culture fit
Step 2: Outline Logistics
Include salary range, bonuses, working hours, location, and reporting structure.
Step 3: Craft Pitch Points
Highlight what makes your company special — your mission, values, team culture, and growth trajectory.
Step 4: Define the Interview Process
Outline each stage, the people involved, and what you’re testing for.
A clear process builds confidence — for both you and the candidate.
Finding Candidates: Build a Pipeline, Don’t Post and Pray
Use LinkedIn Recruiter Lite to identify people who already have the skills and mindset you need.
Send a personalized cold DM that feels human:
- Lead with your mission.
- Mention why you think they’d be a fit.
- Include proof — like strong Google Reviews or testimonials that show why your company is trusted.
- Add an incentive: performance bonus, professional development budget, or unique perk.
When done right, this kind of outreach opens conversations with people who would never apply cold.
Why Training and Onboarding Matter
You’re not just hiring talent — you’re building a team.
That means creating a structured onboarding roadmap that sets new hires up for success:
- Clear 30-, 60-, and 90-day goals
- Access to training materials and mentorship
- Regular check-ins for feedback and progress
Investing in development tells employees, “We believe in your future here.”
Your Hiring Funnel
Treat hiring like any other process you measure.
1️⃣ Post your job on LinkedIn and Indeed.
2️⃣ Build a grading system to score candidates objectively.
3️⃣ Interview at least 25 people. This gives you pattern recognition — you’ll know what “great” looks like.
4️⃣ Select the best 6–8 for a paid trial (about $200).
5️⃣ Compare results, not resumes. Pick the winner.
6️⃣ If no one fits, refine your search and run it again.
Metrics to track:
- 25 conversations completed
- 6–8 paid trials started
- Payments made after trials
- 1 hire made
The goal isn’t to hire fast — it’s to hire right.
The Payoff: A Team That Rows in the Same Direction
When your mission is clear, your roles are defined, and your hiring process is disciplined, you don’t just add people — you build alignment.
Everyone knows why they’re here, what success looks like, and how their work moves the company forward.
That’s when growth feels easy — because everyone’s rowing in the same direction.
At Argento CPA, we help founders design systems for clarity — not just in their finances, but in their teams, too.
If you’re ready to build a hiring process that attracts top talent and fuels long-term growth, let’s talk.