Adding value in the Microsoft Dynamics hiring space: Thoughts on an alternate model

In my recent article on headhunters in the Dynamics 365/AX space, I challenged companies involved in providing resources to explain their value-add to the industry. The fragmented services ecosystem and lack of a strong pool of individual consultants has created an opening for opportunists to exploit the job market while providing little value back to either employers or workers. And the problem, I warned, could get worse.

I ended that piece with a challenge to companies involved in the hiring process: justify your value in the market. As I have probed this issue in more detail in recent months, a set of core principles and characteristics have emerged that, thanks to the input provided by one team in the hiring space, I believe provides guidelines that all parties, whether employers, job seekers, or intermediaries, should follow to foster a constructive and growing hiring market in the Dynamics 365 ecosystem.

That is what this article is about!

A True VALUE-ADDED Model

A long time ago, I had heard about a group in the UK that was registering independent service providers globally.

In discussing a new program being created to cross train MVPs, the conversation turned to how do we get access for independent resources. Many MVPs do not work for partners, which makes access to the resources a bit more difficult. One of the other MVPs recalled that he had seen a Microsoft-recommended resource for independents, which turned out to be the 365 Talent Portal. We registered one of our group and were pleasantly surprised at the differences in their approach.