Hey Mr/Miss Tech Hiring Manager, Is It Time You Developed Your Interview Skills?

Hiring managers play an important part in driving the success of any technology company.

As a hiring manager, it will be up to you to make sure that your business has the talent it needs to support a successful digital transformation. Unfortunately, the chances are that you don’t get a lot of time in your day-to-day schedule to practice your interviewing techniques.

If you’re ready to start looking for your new Dynamics professional, but you’re concerned that your interviewing skills need polishing, you’ve come to the right place. Adapt has helped countless hiring managers find the ideal Dynamics 365/AX talent.

Here are a few things you can do right now to upgrade your interview experiences.


1. Start with Research



You expect your Dynamics stars to research your company and plan the best path to success before they begin their ERP implementation project. In a world where failing to plan means planning to fail, make sure you have all the information you need before you launch the interview process.

Begin your research with an in-depth examination of the job description. This document will include some of the vital details you’ll need to answer questions like:

  • What kind of attitude will the candidate need to fit with our company culture?
  • What skills are necessary right now, and which can be trained later? For instance, your Dynamics pro might only need an MSCA right now, but you may want them to get their MSCE qualification later.
  • Which softy skills are necessary for this role? Dynamics stars often need strong communication skills, leadership potential and agility to thrive.


2. Build your Questions Around Competencies

Your in-depth evaluation of the role you’re recruiting for will help you to find critical competencies to test for in the interview.

Competency-based interviews provide a more in-depth evaluation of each candidate, by allowing you to predict how they will respond to future challenges based on their past behaviour. For instance, if you’re hoping to improve customer experience through the implementation of an ERP system, you can ask: “How did your last Dynamics project improve customer service?”

Make sure that you standardise the interview as much as possible, as this will make it easier to select the right candidate at a later stage. For example, you might work with a specialist agency like Adapt to design a checklist for scoring each competency. For instance, Dynamics experience might give candidates a 5 out of 5, while basic ERP knowledge would give a 3 out of 5.


3. Be Thorough with Active Listening



With the right recruitment team by your side, there’s a chance that you’ll interview dozens of people for the same role. When you’re working through a standardised process each time, it’s easy to just “go with the flow” and check out mentally during some of your interviews.

To make sure this doesn’t happen, focus on active listening strategies. For instance, make notes throughout the conversation, highlighting keywords and information that will support your decision later. These notes will give context to the quantitative scores you give each candidate.

At the same time, active listening ensures that you don’t end up making “snap judgements” based on surface qualities like the way your candidate dresses, or their mannerisms.


4. Be Aware of Your Body Language

Taking notes supports your active listening strategy, but it also shows your potential employees that you’re interested in what they have to say. The more your candidates feel that you respect them, the more likely they are to say “yes” when you offer them the job.

Remember that candidates often feel nervous in a job interview. By working on your body language, you can take the first step towards putting them at ease. The more comfortable people feel talking to you, the more likely it is that their true nature will shine through. This will make it easier for you to make decisions about how people fit with your company culture.

Good body language best practices include:

  • Keeping your posture open – don’t cross your arms or legs
  • Maintaining regular eye contact
  • Smiling frequently and nodding to show you’re listening


5. End the Interview on the Right Note



Finally, it’s important to make sure that your candidates leave the interview feeling positive about your company. The experience people have during an interview can affect your company’s employer brand, and determine how likely you are to attract talent in the future.

  • Make sure that your candidates know when they can expect to hear back from you about a decision. If you promise to call on Monday, make sure that you follow through – even if it’s just to tell someone that you’re still making your determination.
  • Asking your candidate for any questions they might have: This shows that you’re willing to give as much information as you can about the role.
  • Walking the candidate out of the office with a smile and a handshake – you can even let them know how the interview went if you want to.





About Adapt

Adapt provide enterprise application talent solutions which deliver positive commercial outcomes. If your business outcomes depend on specialist talent in Dynamics AX, Dynamics CRM or Salesforce, we will work with you proactively to deliver the people you need, when you need them, for the best long term results.

We are truly independent. We are called Adapt for a reason, we think the recruitment world is changing, and recruitment needs to too. So we do things our way – focusing on outcomes which interest our customers.

We are only on this planet for a short time, so we are going to stick to our values and what we love doing.

If you are looking for the right new team member, for your company or, want to take your career to the next level call us on +44 161 791 1723 or email us here