How to Build an Employer Brand That Attracts and Retains Dynamics 365 Talent
In an age of digital transformation, companies of every shape and size are turning to technology candidates for help streamlining and improving their business strategy. Microsoft Dynamics is one of the most innovative tools to emerge in this new space, offering the opportunity to improve customer experience, enhance productivity and maximise revenue by unifying ERP and CRM workflows.
The only problem is, finding the right talent to initiate and manage your Dynamics 365/AX experience isn’t easy.
The Benefits of an Employer Brand
As the demand for specialised technology skills increases, supply is struggling to keep pace. The result is an environment where organisations simply don’t have the support they need to embrace their future.
Fortunately, there is a solution. With the right employer brand, you not only increase your chances of convincing candidates to accept your job offer but improve your Dynamics 365/AX retention rates too. In fact, LinkedIn shows that strong brands deliver:
- A 43% reduced cost-per-hire
- Twice as many applications per listing
- The opportunity to convince 84% of people to switch jobs
So, how do you use employer branding to your advantage?
1. Audit Your Existing Reputation
Every company has a brand. Unless you have only just launched your business, then the chances are it already has a reputation both online and offline. The first step in making your company more appealing is to find out how people perceive it today. For instance:
- Does your website look old and outdated? This may turn off tech-savvy Dynamics 365/AX specialists who are keen to work with an imaginative and forward-thinking business.
- What are your reviews like? When people talk about your business on social media and sites like Glassdoor, is their response positive or negative? If it’s negative, what can you do to start fixing the problems? For instance, if your employees complain about a lack of flexibility, can you implement a remote working strategy?
- How do your existing people feel about you? Send out an anonymous survey to discover how current members of staff felt about working with you. Do they like their job now, but didn’t enjoy the hiring process? Do they think your onboarding system has room for improvement?
The more information you get, the easier it will be to create a focused plan with your HR team and specialist recruitment agency.
2. Personalise the Experience for Employees & Candidates
The people in your workforce want to know that they’re more than just a number to you. Personalising their experience both as a potential hire, and a staff member can nurture a commitment that makes candidates more likely to accept your offers and remain a long-term part of the team. Consider:
- Mapping out a development plan: Let your Dynamics 365/AX employee know where their role can take them in the years ahead. Can they be responsible for leading a team of data scientists, implementing new information strategies, or work on your customer experience campaigns?
- Rewarding and recognising team members: When a project team accomplishes a goal for your business, make sure that you celebrate that win. People like to know that their efforts are appreciated. A ticket to a tech event, a day away from work, or even a team night out are all great ways to show you appreciate all their efforts.
- Nurture relationships: Remember that 58% of employees say that their relationship with other members of their team is important. Show that you’re an employer that cares about their team. Talk to staff, not just about work, but about personal milestones and accomplishments too.
3. Concentrate on Strong Communication
The Dynamics 365/AX pro in your team will need to have an easy way to communicate with other senior leaders, like the head of marketing, information, and sales. A strong strategy for communication not only ensures that everyone in your organisation has the support and guidance they need to excel in their positions, it also helps to develop a company culture too.
Clear and open communication means issues are raised without fear of consequences. Building on this, you can also encourage colleagues to share feedback on what’s working well and how things can be improved. This will help your business to grow and improve over time.
Let your team members know what they can do to improve their work with regular reviews and encourage them to review management in return.
In a talent-short market, employers will benefit by demonstrating that they are willing and open to listening to their employee’s concerns and respond appropriately.
4. Be Consistent with Your Image
In a fast-paced environment brimming with constantly-evolving technology, it’s hard for any agile business to stay the same for long. However, there’s a difference between creating an employer brand that’s stagnant and outdated and establishing consistency in your image. A consistent company remains true to the key values it outlines in its company culture. For instance, you might decide that your brand values creativity, out-of-the-box thinking, and accountability.
Though the communication strategies you use and campaigns you implement might change in the years ahead, your focus on those key values must remain the same. This helps to ensure that you have a foundation in place for a high-performing team, based on shared ideals and expectations.
Your new Dynamics 365/AX team member is already out there, looking for a company to commit to. Your employer brand and support from your specialist recruitment team is how you convince them to choose you over a competitor.