Finding & Attracting Top MS Dynamics Talent
14 Permanent Dynamics HiresTalent’s NYC team of Microsoft experts who hired 14 Dynamics professionals. These hires included D365 Finance & Operations (F&O) Consultants, F&O Architects, Business Central (BC) Consultants, and Dynamics Team Leaders.
Reducing hire time from 2 months to 3 weeksWe designed an interview process which was quick and effective in a competitive market so Encore didn’t miss out on the best candidates.
Market mapping that mattersWith their knowledge of the niche candidate market, our Microsoft team was able to map out detailed competitor analysis to uncover key focuses.
Helping a Microsoft Dynamics Gold Partner find & attract top MS Dynamics talent
Encore has a core focus in ERP, CRM, Power Platform & Azure. When they needed to scale in the US Market, they called Talent’s team of Microsoft Experts in NYC to help. Compared to their decades of success in Canada, Encore’s presence in the US employer market was fairly small, so they needed a recruitment partner to help them source, attract and retain exceptional talent for business critical roles within their Dynamics consultancy teams.
Since May 2021, we have helped Encore build a team of Dynamics experts across North America for projects within supply chain and financial services and continue to support their strategic growth strategy over the coming years.
With 7 years dedicated to the MS Dynamics market, Talent’s Dylan Cohen was the perfect person to help Encore make a name for themselves as an employer of choice.
His reputation in the market has become invaluable – candidates trust him and when he contacts them to discuss a role, they usually want to hear about it whether they are looking or not. This is because, over the years he has taken the time to understand their ambitions, their pain points and why they might jump at the chance to work with a brilliant scaling company like Encore. Dylan was able to quickly showcase Encore’s employer brand proposition, becoming a strong brand ambassador in a competitive employer marketplace.
With their knowledge of the niche candidate market, our Microsoft team was able to quickly map out the who’s who of the industry through detailed competitor analysis, his own well-established network and regular engagement in the community through sources like the NAV User Group and membership with the IAMCP.
We’d spent some time analyzing Encore’s challenges and used market mapping data to uncover some key focuses that would help them attract the talent they needed. One of the contributing factors to the difficulty in finding candidates was that Encore’s total compensation offerings were very good, but candidates had trouble realizing how large the bonus scheme played into their total compensation.
One approach we took was to showcase the company’s bonus schemes during the candidate qualification stage. We were able to present an attractive proposition that exceeds industry standards, which in turn helped us attract strong candidates who we knew would be dedicated to helping Encore become a success in the US.
Faster Hiring Times
Loosing out on the talent you need can have a major knock-on affect that impacts everything from project delivery to ROI. This was starting to become the case for Encore whose average hiring timeline was 1-2 months. In a candidate short and highly competitive market, this was resulting in missed talent. This kind of thing can also cause some reputational damage in the candidate market – but we ensured this wasn’t to be the case for Encore.
We reviewed their current process which showed that there was too much time in-between interviews and a lot of decision makers involved in the process. This inevitably led to lengthy hiring processes which often resulted in candidates being snatched up by competitors before Encore could hire them.
We designed a process that incorporated a maximum of three interviews, all timed concisely, reducing the time to hire to three weeks.
We then reviewed our own qualification process and incorporated additional screening so that the client were confident that by the time they came to interview, the candidate was technically strong and would be a good team fit.
To support Encore’s and our own continuous improvement strategy, we gained feedback from candidates on their experience of the hiring process and continued the feedback loop throughout their first few months in the role.
This helped make improvements to Encore’s onboarding process and design a seamless recruitment experience that would retain candidates and ensure they were feeling confident and excited in their new role.