Episode 158
Building a Talent Acquisition Team with Jim Riney & Ryan Southern
Jim and Ryan share how Friesen Nichols transformed hiring from gut-feel to skills-based selection, then scaled the approach across the entire organization. Learn the three core building blocks of skills-first talent strategy and why it matters in a market where one-third of engineering jobs go unfilled.
Episode Key Takeaways
Every role needs a defined functional responsibility set—the day-to-day tasks and capabilities required—not just a job title. This becomes the anchor for both performance measurement and interview design, allowing recruiters to assess whether candidates actually possess the tangible experience needed to drive those responsibilities.
Jim built the first recruiting team by identifying a critical skill: the ability to push back respectfully on hiring managers. Rather than hunting for experienced recruiters during the Great Resignation, he hired people with agency backgrounds or internal coordinators who showed change-management capability, then developed them through real, coached conversations with stakeholders.
The three-brick framework—functional responsibilities, behavioral competencies (EQ, communication, resilience), and intrinsic identity (values, drivers, natural traits)—creates a standardized architecture for roles. This allows organizations to identify gaps without requiring a perfect match, then make educated decisions about whether to hire, develop, or redesign the role.
Scaling skills-first hiring transforms TA from a procurement function into a talent business partner. Recruiters now advise hiring managers on gaps, collaborate with L&D on development plans, and participate in succession planning—turning acquisition into a joined-up talent strategy rather than three separate departments.
The civil engineering industry faces a structural talent crisis: one-third of all jobs go unfilled annually, and 51% of firms turn away work due to lack of talent. This urgency forces organizations to stop hunting purple squirrels and instead identify potential, then invest in rapid learning and failure cycles.
Frequently
Asked
Questions
What skills should I look for when hiring recruiters?
Beyond domain knowledge, prioritize the ability to push back respectfully on hiring managers and drive change management. Look for candidates with agency recruiting experience or internal coordinators who demonstrate stakeholder influence and willingness to challenge the status quo. These skills matter more than a perfect recruiting resume.
How do I implement skills-based hiring across my organization?
Start by mapping functional responsibilities for each role level through focus groups with current role holders. Define behavioral competencies (EQ, communication, resilience) and intrinsic identity pieces (values, drivers). Then use this framework to assess candidates and identify development gaps. Expect 7–8 months to map a large operations function.
What's the difference between skills-first hiring and traditional competency models?
Skills-first combines three elements: functional responsibilities (what they do daily), behavioral competencies (how they do it), and identity/values (why they’re driven to do it). This creates a standardized architecture—like LEGO bricks—that allows roles to be built from common components, enabling career mobility and clearer performance expectations.
How do I get hiring managers to accept candidates with gaps?
Frame gaps as managed risks, not disqualifiers. Use data to show which gaps are teachable versus critical. Partner with L&D to design targeted development plans before hire. When labor is scarce, hiring managers accept this trade-off if they understand the gap upfront and have support to close it.
How does skills-first hiring improve retention?
Employees leave when they don’t know what good looks like or what’s expected for the next role. Skills-first profiles clarify both. Combined with transparent career paths based on strengths and skills—not just vertical ladders—employees see growth opportunities and understand how to develop toward them.