Recruiting isn’ t just an HR task; it’ s an organizational one that is legally regulated. A range of federal, state, and even local laws govern how you advertise roles, evaluate candidates, and make hiring decisions. Even the appearance of violating these rules can lead to brand damage, legal costs, and financial penalties. you can define the bona fide occupational qualifications( BFOQs): the non-negotiable requirements someone must meet to be considered for the job.
BFOQs typically fall into three buckets:
1. MENTAL REQUIREMENTS
• Ability to interpret technical schematics.
• Capacity to handle multiple work orders and prioritize under time pressure.
2. PHYSICAL REQUIREMENTS
• Ability to safely lift a specified weight( e. g. 50 lbs) regularly.
• Ability to stand, bend, or climb ladders for set durations.
3. KNOWLEDGE, SKILLS, AND ABILITIES( KSAS)
• Specific repair skills for certain equipment lines.
• Proficiency with a dealer management system or parts catalog.
For example:
• A field tech may need the ability to bend and stoop down to access components on large machines and knowledge of specific engines your dealership services.
• A warehouse associate might require the ability to lift palletized parts repeatedly.
The key is that every BFOQ is directly tied to an essential function— not to convenience, personal preference, or“ how we’ ve always done it.”
TIM KOIRTYOHANN, Managing Partner TSSI Recruit
STEP THREE Separate“ qualified” from“ high performers” with competencies
Being qualified doesn’ t automatically make someone a standout hire. To distinguish high-potential candidates from those who merely clear the bar, the manual introduces competencies: the behaviors and traits that correlate with superior performance.
In the equipment world, critical competencies might include:
• CUSTOMER FOCUS – resolves problems on the first visit, when possible, communicates clearly about delays, and follows up without being asked.
• SAFETY MINDSET – consistently follows lockout / tag-out, adheres to load ratings, and speaks up about hazards.
• DRIVING FOR RESULTS – hits service or sales targets, keeps accurate records, and manages time efficiently.
Unlike BFOQs, which are about“ can they do the job at all?”, competencies are about how well they’ ll do it, and in what way. Focusing on these is how you hire top professionals.
STEP FOUR Build a structured, defensible profile
To move beyond gut feel, each equipment role should have a simple, written profile that includes:
1. Essential functions
2. BFOQs( mental, physical, and KSAs) tied to those functions
3. Core competencies that distinguish top performers
With 20 + years of supporting businesses, including Sunbelt Rentals, Custom One Truck, and Reece USA, Tim Koirtyohann built TSSI Recruiting’ s US vertical to focus on equipment rental / dealership, fleet management, manufacturing or industrial operations. We specialize in helping you tell your story, attract, identify, and hire the right people to reduce turnover, increase revenues, and improving customer satisfaction.
You don’ t have to start with a blank page. You can use resources like O * Net to build a foundation then customize based on their own equipment lines, branch structure, and customer base.
Once you’ ve built the profile, stick to it when assessing candidates. If your top choice doesn’ t meet the stated qualifications, you may need to formally revise the job description rather than quietly lowering the bar— which can create fairness and compliance issues.
THE PAYOFF Performance, compliance, and brand
When every hiring manager in your organization uses competency-driven profiles, you get a triple benefit:
• BETTER PERFORMANCE You’ re measuring candidates against the behaviors and skills that actually drive uptime, customer satisfaction, and revenue.
• LOWER LEGAL RISK Decisions are grounded in clearly documented, job-related criteria instead of vague impressions.
• STRONGER EMPLOYER BRAND Candidates experience a process that feels fair, consistent, and professional.
In an industry where every unfilled technician bay or territory means lost revenue, you can’ t afford to rely on gut feel. Building legally sound, competency-driven hiring profiles turns recruiting from a gamble into a competitive advantage. EDM
IF YOU ARE INTERESTED IN LEARNING MORE OR TRAINING YOUR TEAM, PLEASE FEEL FREE TO CONTACT US AT
TSSIRECRUIT. COM
SPRING 2026 • EQUIPMENT DEALER MAGAZINE 15