Customer Engagement & Dynamics CRM Forum

Attract new Employees with Dynamics 365 for Talent

By Stefano Tempesta posted Mar 09, 2018 09:01 AM

In my “Introduction to Dynamics 365 for Talent” post last February 7th, I introduced Attract, the recruitment module in Microsoft Dynamics 365 for Talent that guides candidate through key touchpoints during their recruitment process:
  1. Application confirmation
  2. Assessment and screening
  3. Interview timing
  4. Interview scheduled
  5. Decision

Attract is a tool for candidates and recruiters to quickly and easily share tasks and keep track of progress. In this post, I present how to create a seamless recruitment experience using Attract, step by step.

First steps

When launching Attract for the first time, a quick guided tour introduces you to the core functionality of the tool:
  • Collaborate in real-time: Keep everyone in the loop with preset questions, live updates, and hand-off notes between interviews.
  • Schedule interviews: Organize one-on-one or panel interviews quickly with automated scheduling and notifications.
  • Screen candidates: Get alerts for new applicants, assess them with proven tools, and track them the whole way.
  • Connect with LinkedIn: See job posts as published in LinkedIn and relative candidate applications.

You’ll be prompted to sign in with your LinkedIn account. If you do so, you’ll be able to connect Attract to LinkedIn and see job posts and pertinent applications from the Talent portal. Obviously, you can decide not to link Attract to LinkedIn, in which case you can simply enter new job vacancies from the Attract user interface.

A job post consists of a title and description, location and function, seniority level, skills required, employment type (Full-time, Part-time, Contract, Temporary, Volunteer). You can post the job publicly, so all candidates, internal or external, may apply, or internal only, for applications from within your own organization only.
The hiring process for the job is defined as: (a) Hiring team, and (b) Hiring process. In these two sections defined for a job post, you can identify who is involved in the hiring process, and who is responsible for the four stages of:
  • Application
  • Screening
  • Interview
  • Offer

Before making the job available for applications, you have to activate it.

Job application

Once a job is active, candidates may apply for it. Job applications are visible in the Candidates section for each job. You can also add candidates manually, individually or in bulk by uploading an Excel file.

Once an application is submitted, you can follow it step by step through the hiring process (Application – Screening – Interview – Offer). At each stage, you can check the candidate’s profile, add some notes and documents, and when all activities are completed, advance the candidate to the next stage.

Activities evolve around requesting the candidate's availability and scheduling interviews. It is possible to give the candidate a few dates to choose for their upcoming interview and then send them an email invite. When a candidate feeds their availability back, it is possible to schedule an interview on the selected date, by adding interviewers, checking their availability in their Outlook calendar, and booking an available room.
At the end of the interview process, you can manage feedback and, if positive, advance the candidate to the final stage of offer. The offer creation process happens outside Attract. Once you’ve sent the request to have an offer prepared, updating the offer status here helps track it until the candidate either accepts or declines it and their application can be closed.

The candidate experience

Candidates interact with Attract via email and by signing in the candidate’s portal in Talent. You don’t need to create an account to sign in in the candidate’s portal. All you need is a Microsoft account associated to the email where you receive communication about your application.
On application to a job posted in Talent, candidates receive an acknowledgment email, where they can follow the link to sign up in the candidate’s portal.

Future emails link directly to activities submitted by the recruitment manager, as defined in Attract. On sign in to the candidate’s portal, candidates can see the to-do activities along to the job description for the position they have applied for.

The entire process, managed in Attract and the candidate’s portal, produces important “telemetry” information stored in Talent, such as reaction time to emails and activities, advance of stages, availability of candidates and interviewers. This information can be possibly used for improving the performance of the hiring process, by measuring activities against set KPIs and emerging them on a PowerBI dashboard, for example. Something for another post to present!
1 comment



Feb 20, 2019 12:19 PM

The screenshots make this very helpful!