What Hiring Managers Are Getting Wrong in Dynamics Interviews. And How to Fix It.

Hiring top Microsoft Dynamics talent is more competitive than ever. Whether you’re looking for a D365 CE Consultant, a Finance & Operations Developer, or a Power Platform expert, the best candidates are in demand, often juggling multiple offers.

At Shape IT Recruitment, we’ve been in the Dynamics space long enough to see where hiring managers stumble and where strong candidates walk away.

Here’s where interviews often go wrong in Dynamics hiring and what to do instead.

1. Over-Prioritising Niche Product Experience

Yes, it’s helpful if your ideal candidate has direct experience with your exact Dynamics module, your customisations, and your third-party integrations. But when that becomes non-negotiable, you drastically shrink your talent pool.

The fix: Focus on transferable knowledge. A consultant who’s worked in D365 Sales can often pivot into Customer Service. A developer who knows the Microsoft stack will learn your specific workflows quickly, especially if they’re strong in X++, JavaScript, or Azure. Flexibility is often more valuable than exact experience.

2. Technical Tests That Miss the Mark

Too many Dynamics interviews include generic coding tests or high-level questions that don’t reflect real-world use of the platform. Worse still some hiring managers skip technical assessments entirely and rely on gut feel.

The fix: Keep it relevant. Instead of boilerplate exams, ask candidates to walk you through a recent Dynamics project:

• What was the business challenge?
• How did they configure/customise Dynamics to solve it?
• What trade-offs did they face?

This reveals far more about their expertise, logic, and communication skills which matter just as much as their certifications.

3. Not Selling the Project or Client

Many Dynamics professionals are contractors or consultants they’ve seen dozens of implementations. If you want them to be excited about your opportunity, you need to give them a reason.

The fix: Be clear on:

• What makes your project unique or complex?
• Are they coming into a greenfield implementation or a messy legacy system?
• What’s the long-term vision for the platform?

If you’re working with a Microsoft Gold Partner, highlight it. If you’re upgrading to the latest version or integrating Power Platform, say it loud.

4. Dragging Your Feet

This one’s universal, but especially painful in Dynamics recruitment: the best talent won’t wait. Many of them are speaking with agencies, consultancies, end users, and they know their value.

The fix: Streamline your process. If you’re excited about someone, let them know fast. Don’t lose your next Senior Functional Consultant to another offer because of internal delays.

5. Failing to Recognise Soft Skills

In the Dynamics world, communication is everything, especially for functional consultants, project managers, and business analysts. A technically brilliant hire who can’t manage stakeholders or translate business needs will cause more problems than they solve.

The fix: Assess soft skills just as seriously as hard ones. Ask candidates how they’ve handled a difficult client or project bottleneck. Listen for empathy, clarity, and leadership.

Final Thoughts

Microsoft Dynamics professionals are not only in short supply — they’re also smart, selective, and time-poor. The interview is your chance to engage them, not filter them out.

At Shape IT Recruitment, Dynamics is our niche and we know how to position your role to attract top-tier talent. From CE to F&O, from Power BI to Azure DevOps, we connect you to people who don’t just tick boxes but move projects forward.

Let’s talk if you’re hiring for a Dynamics role, we’ll help you get it right the first time.