The 5 Strategies Dynamics 365 Pros Use to Ace Competency Based Interviews

Whether you call it a competency-based, behavioural, or situational interview, it all comes down to the same thing: questions designed to demonstrate your professional strengths.  In an agile world reliant on technology, employers can’t afford to invest time and money into a Dynamics 365/AX pro who can’t integrate seamlessly into their new role.

Competency-based interviews provide hiring managers with an insight into candidate potential, by suggesting that their past behaviour will probably reflect what they’ve done in the past. By assessing previous situations and responses to problems, your new employer can go beyond your CV, and decide whether your attitude, work ethic, and methodology are suited to their company.

The good news? Showing your competencies isn’t as daunting as it seems. With a little preparation and the following 5 strategies, you’ll be ready to nail an interview.


Strategy 1: Know What They’re Looking For



The easiest way to make the right impression on a hiring manager is to know what they want from their Dynamics 365/AX candidate. Don’t worry, you don’t need to hone your mind-reading skills for this. Speaking to a specialist recruitment agency can give you a great insight. You can also look through the job description for any keywords like: “teamwork”, or “problem-solving”.

While different organisations will look for unique competencies in their hires, most will be searching for a Dynamics 365/AX team member who can break down the data silos in their organisation, and move their business forward with:

  • Technical Skills: Depth and breadth of knowledge are crucial for any technical hire. A Dynamics expert must know the Microsoft platform well and be able to demonstrate their skills using the latest version of the software.
  • Problem-solving abilities: As advanced as today’s technology can be, it’s not immune to errors. Show your potential employer you can respond well to challenges, and don’t panic when things go wrong.
  • Communication skills: Don’t overlook the importance of good communication. If you’re working as a CTO or project leader, you’ll need to be able to convey goals and expectations to the rest of your team. Show your communication skills by referencing previous leadership experiences and successes.


Strategy 2: Practice Everything

Once you know what your potential employer is looking for, you can begin to anticipate the questions they might ask you. For instance:

  • Describe a time when you used Dynamics 365/AX to improve collaboration in a siloed business environment.
  • Tell us about a company you helped with digital transformation, and how Dynamics 365/AX played a part?
  • How did you demonstrate ROI for your previous employer?

Use the language on the job spec, and the information gathered from your recruitment agency to write down a few possible questions and practice your responses to them. Make sure you have at least 5-10 stories that demonstrate different competencies that may be relevant to the company’s needs.  Remember, don’t just show that you’re fluent with the Microsoft network, demonstrate your soft skills too – like communication, teamwork, project management and leadership abilities.


Strategy 3: Develop Your Storytelling Skills



One of the key points that set competency based interviews apart from the standard hiring process, is that they dig into the details of what a candidate is capable of. Giving a good answer means not only understanding the business you want to be a part of but knowing how to tell a great story too.

As mentioned above, you can practice your narrative in advance. Prepare a selection of stories that you can use as examples. For instance, if you’re applying for a role as a Dynamics 365/AX architect, it makes sense that your hiring manager will want to hear about your organisation and leadership skills. Look for stories that demonstrate how you implemented the system into a DX strategy in the past.

Remember, it’s crucial to go into detail. To answer each question well, you’ll need to share not only qualitative data and quantitative data.


Strategy 4: Be a STAR

The best way to answer questions effectively in a competency-based interview is with the “STAR” approach. This acronym will remind you of the points you need to address when you’re responding to a question. For instance, a Dynamics 365/AX retail developer might be asked how they created a personalised shopping experience for a previous employer’s customers. A STAR response would look at:

  • S: The “Situation”: What were the problems with the buyer journey before
  • T: The “Task”: What did that company need you to fix or do to improve the situation?
  • A: The “Action”: What did you do to improve customer experience and reduce consumer churn?
  • R: The “Result”: How did your work contribute to the company’s end goals? Do you have any statistics you can share on customer retention numbers or satisfaction?

Practicing your answers with the STAR acronym will help you to convince an employer that you’re ready to tackle any challenge your new position brings your way.


Strategy 5: Think Outside the Box



Finally, while there are plenty of best-practices to follow for competency-based interviews, and you can practice your answers for days on end, many forward-thinking companies will be looking for a candidate who can show their creative side too.

Remember, it’s important to use “I” in your answers instead of “We” too. These questions are meant to assess your abilities, not the competencies of your previous team.

If you’re worried about shining in your next interaction with a potential employer, contact a Dynamics 365/AX recruitment expert and ask them for their tips on how you can make yourself stand out.