Attracting the right calibre of candidates to join your business can feel like an ongoing battle. Hence 21 years McKinsey & Co. coined the phrase The War for Talent. We invite you to our TEQDay where we detail how Microsoft Business Applications fuelled by LinkedIn gives you the tools to win this battle.

3. Our day together
The D365 Talent
Journey TEQ Magic
Microsoft’s
Mission What our clients
say
3 Takes
on
Talent
Imperative Aims Technology Extend References

4. talent in ten

5. three takes on talent

6. take one

7. Talent and Reward in the Digital Age

8. 1 Define future demand
Today
2 Understand the market
3 Prepare your tools

9. 1. Define future demand

10. “We need to get ready for the industry of 2050, which will appear by 2025.” MCR client,
2017.
The future is fluid, and we need to adapt
Standing still isn’t an option
44%
50%
44%
of business leaders think that their industry will be disrupted within the next two years.
Microsoft white paper, December 2016.
The World Economic Forum reported “a lack of understanding of the disruptive changes
ahead, resource constraints, short-term profitability pressures, and lack of alignment
between workforce strategies and firms’ innovation strategies” as the biggest barriers to
managing change effectively. World Economic Forum: The Future of Jobs Report, 2016.
of the workforce will be made up of temp and contract workers by 2019, Accenture
reported on executive expectations. Moreover 79% of this contingent workforce will be
engaged in ‘dynamic projects’ as opposed to ‘static job functions’. Accenture Technology
Vision Survey, 2016.
of business leaders think their existing business models will cease to exist within the next
five years. Microsoft report: “Digital Transformation: The Age of Innocence, Inertia or
Innovation?”, December 2016.

11. 2. Understand the market

12. 3. Prepare your tools
Mature
business
Young
firm

13. What ‘career narrative’ fits the business?‘Traditional’ Fluid / Digital Age
“We will develop your skills to recognised industry
standards.”
- Roles are clearly positioned within a business
process and the organisational structure.
- Jobs are clear and fairly static.
- Underpinned by detailed definition of job
accountabilities and skills.
- Job families have well understood career
progression, increasing in skill and responsibility.
- Limited opportunity for different career routes.
“We recognise the fluidity of our business and markets, and we
value people with a wide range of experiences.”
- Self-direction, innovation and skills diversity are highly valued.
- Suits more fluid business models, positioning people in the
context of overall customer needs and business outcomes: seeks
to empower.
- Brings significant cultural implications: adoption of systems
and processes is not enough.
Are functional careers dead?
Source
MCR: Career promises and career
paths (2017)
3. Prepare your tools

14. Building functional capability
3. Prepare your tools

15. Are functional careers dead?
3. Prepare your tools
Wisdom from the Wall
The climbing wall is an ideal metaphor for career development, offering many interesting parallels and insights.
Climbing Wall Wisdom 4:
You can choose safer or
riskier moves, and more or
less secure foot-and-hand-
holds, depending on the
conditions that present
themselves.
“When my youngest child
became ill, I knew I couldn’t
keep up with the demands of
my business development
group. I have to make a
decision. I’m grateful that my
manager was open to helping
me find another position with
more regular hours. Now
that everything is settled at
home again, I’m happy to be
back to my previous frenetic
pace.”
- Director, Business
Development
Climbing Wall Wisdom 3:
Sometimes getting to your
ultimate destination
requires a move down the
wall a bit.
“I really wanted to work in
product development by
knew I’d never be
successful (or even
considered) because I
hadn’t spent time in the
trenches with the
customer. So, I
consciously downgraded
my job title to get the
experience that I needed.
And it all paid off in the
end.”
- Product Manager
Climbing Wall Wisdom 2:
There are countless ways
to get from point A to point
B.
“I’ve reinvented myself
several times over my
career. Moving from sales
to operations and now to
customer service sure
wasn’t the straightest path,
but I picked up exactly
what I needed along the
way.”
- Customer Service
Supervisor
Climbing Wall Wisdom 1:
The top doesn’t have to be
the goal. Frequently
getting across to a specific
spot is exactly what you’re
looking to achieve.
“I’m happy at my current
level. I don’t ever want the
headaches of being the
boss. But I also don’t want
to stagnate where I am. I
need to keep figuring out
the next challenge, the
next place. I can make
things happen.”
-Technician
‘Climbing walls’
Can combine well with ‘destination roles’, e.g. Director of Innovation,
and fluid routes to get to it

16. Source
MCR: ‘Outside In’ career paths design (2018)
Engaging externally and looking to the future
3. Prepare your tools

17. Source
IT under pressure:
McKinsey Global Survey
(March 2014)
“There seems to
be little
realization that
the power is
shifting away
from the
employer to the
talent.” Microsoft
white paper,
December 2016.
Career development and reward matters to technology
professionals
Rewarding talent includes developing it

18. And high
performing firms
focus on these
things
Source
Cracking the digital code:
McKinsey Global Survey
(September 2015)
Rewarding
talent
includes
developing it

19. Recognise the challenge: it's really tough to secure some digital and tech skills given
current market demand. However it's not across the board so don't think there's a pay
premium for every tech role, far from it in fact.
Top tips
1
2
3
4
5
Don't feel beaten by the circumstances of your business: "Our business is too young",
''Our brand is too plain", "We're not agile enough", "We're too constrained in what we
can pay"... these are all things that we hear. Devise a strategy that works for your
business, playing to your strengths in the overall EVP and increasing the flexibility of
your reward strategy as much as you can. It will make a BIG difference.
Compete where the talent is. And that's not only London.
Assess technology's impact on non-digital and tech roles as well, and get your
workforce ready!
Build for the future: lay out clear career paths and align talent management,
succession planning, reward and mobility strategies.

20. take two

21. The War for Talent
Rachel Cowell

22. Who is in charge?
75.4% - current
employment rate, highest
since records began in
1971 (ONS, 2018)53% of recruiters and HR
Managers had to hire people
unqualified in order to fill the
position immediately (Fast
Company.com, 2016)
89% - Glassdoor users either actively
looking for jobs or who would consider
better opportunities.
(Glassdoor U.S. Site Survey, January
2016)
Top Trends for Future Recruiting
• 37% - More Diverse
Candidates
• 34% - Investment in
Innovative Interviewing Tools
• 33% - Company Mission Used
as a Differentiator
(LinkedIn Global Recruiting
Trends 2017)
87% of Millennials rate
professional career
growth and
developmental
opportunities as
important to them in a
job.
(Gallup 2016)
Nearly 80% of Millennials
look for people and
culture fit with employers,
followed by career
potential.
(Collegefeed, March 2014)

23. What challenges do we face?
• Growth of the business is dependant on our ability to continue to recruit
• The majority of hires are within entry level sales, with a focus on Grads
• Application rates have seen a notable drop compared to previous years
• Candidates are dropping out prior to Assessment Centres
• Assumption our brand is well known in the market
• Remuneration - trying to stay competitive
• Era of Glassdoor - employee and candidate reviews

24. What are we looking to do?
Build a strong Employer Brand - What do we want to be known for?
• Company Values
• Transparency with what we’re offering
• Bringing the culture to live
• Social content that is meaningful
• Become the ‘Destination Employer’
Explore new technologies - Innovate how we interact
• Job targeting mobile applications – headhunting
• Video Interviewing – screening
• Psychometrics – assessment
• CRM systems – engagement
• ATS – end-end recruitment process
• Social Learning Platform – employee development
Retention - How do we keep talent engaged?
• Tailored Performance Development Plans
• Reward and incentives
• Flexibility with choosing your benefits
• Recognition for how something is done

25. take three

26. NOUN /ˈtælənt/
"a recurring pattern of thought, feeling or behavior
that can be productively applied.”
-wikipedia

27. QuantiQ History fuelled by Talent
#1 Dynamics
Partner
‘Great Place
to Work’
Gold Microsoft Azure
Status
170 Heads
1991
2001 2007
2014
2018
Astons
Founded
NAVISION
Practice
Acquired by
Tectura Corp
Multi-National
$200m
Super SI
Launch
CRM
practice
Launch AX
practice
Acquired
By QuantiQ
Ranked by
Microsoft
#18 in the UK
62 Heads
2015
Microsoft‘s
Presidents
Club
100 heads
Launched UK’s
first
Dynamics365
Practice

28. Union mentality
Equal pay act enshrined
in law
Personnel
departments on the
rise
Organisation led market
Focus on
Development
Equality act into law
Employee engagement
the new mantra
Benefits cost rise
COLLECTIVES
Talent through Time
from collectives to individuals
INDIVIDUALS
Shift to a candidate
market
80
Culture eats
Strategy for
breakfast
Strong
management
principles

29. o Flexible
o Resourceful
o Asks
Questions
o Innovativeo Confident
o Leverage
Technology
o Bold RiskTakers
o LongTermThinkers
o Passionate
o Persistent
o Resilient
How Talent differentiates

30. To attract Talent, first you have to retain it….

31. o Actions
o Target maturity & experience
o Social engagement
o Promotion of company
values
o Promotion of growth &
career opportunities
o Build reputation
o Direct recruitment team
o Nurture market resource:
remain connected
o Psychometric testing
o Competency testing
o Offer empowerment
Attracting Talent
o Highly Competitive
o Limited resource
o Poor commercial
behaviors
o Escalating
compensation
o Too many recruiters /
headhunters

32. GRIT
ANGELA DUCKWORTH
Talent +Effort = Skill
Skill + Effort = Success
Successful people innovate, challenge, persevere and overcome

33. Technology
empowering people

37. Digital Feedback Loop

38. Digital Feedback Loop
Customers Products People

39. Digital Feedback Loop
Customers Products
Data and
insights
People

40. Microsoft Dynamics 365
FinanceSales
OperationsMarketing
Service
Talent
Customers Products
People
Dev Tools
Azure IoT HockeyAppPower BI AIPowerApps Azure

41. Azure
Unified processes and data: Dynamics 365

42. Unified processes and data: Dynamics 365

43. Unified processes and data: Dynamics 365 LinkedIn

44. Unified processes and data: Dynamics 365 LinkedIn Partner Solutions

45. Cloud Data AI

48. D365: what’s new

49. SupplyChain
management
Project Management
Dynamics 365
Business Central
BUSINESS PROCESSES
Microsoft FlowPowerApps Common Data ServicePower BI
CLOUD
Microsoft Dynamics 365 Business Central
£
£
Reporting & Analytics
Operations ManagementFinancial
Management
Sales & Service
management

50. Automatically pull systems and processes
together to manage financials, sales, service, and
operations.
Connect with 3rd party applications like payroll,
banking, CRM, or industry-specific systems.
Deploy a single, comprehensive solution
Supply Chain
management
Project Management
Dynamics 365
Business Central
£
£
Reporting & Analytics
Operations ManagementFinancial
Management
Sales & Service
management

51. Automate and
secure business
processesStreamline business processes with easy-
to-create workflows. Track cash flow and
secure purchasing, credit authorization,
and vendor payment processes.
Ensure compliance with audit trails and
enterprise-level security.
Automate and secure business processes

52. Desktop, laptop, tablet, or phone
you get the same powerful
capabilities and rich functionality
Get one experience that’s
consistent and secure across
Windows, iOS, and Android.
Work where your business takes you

53. Create quotes, process orders, and
submit invoices without leaving Outlook.
Access live data directly from Microsoft
Excel to update items, sales orders, and
purchase orders.
Customise outgoing documents such as
quotes and invoices in Microsoft Word.
Manage, quote to cash, all within Outlook

54. make smarter decisions

55. Centralise data from finance, sales, service and operations
to get an accurate view of your business.
Real-time data updates help you spot trends, prevent
issues, and deliver great customer experiences.
Get an end-to-end view of your business

56. Predict when and what to replenish with
built-in intelligence, sales forecasts and
dynamically updated inventory levels.
Get recommendations on when to pay
vendors to use vendor discounts or avoid
overdue penalties.
Manage budgets and monitor progress
with real-time data on available resources.
18 units sold
Guide employees to optimal outcomes

57. Orchestrating data across activities, records,
and communications with customers to
drive insights on what’s important today
across the Sales app
o Relationship assistant
o Auto capture (email)
o Email engagement
Embedded intelligence

58. Focus on the right opportunities
Access the risk and trends of your pipeline with
relationship health status
Stay on top of your relationships
Determine if you are spending your time on the right
opportunities, stakeholders, and activities
Engagement overview
Diagnose and understand your stakeholder engagement
and learn how to strengthen the engagement
Discover new relationships
Find who are the top contacts for Accounts &
Opportunities and who in your team can best help
Relationship analytics

59. Customer Service Dashboards
Customer Service Hub dashboards are a one-stop
workplace where agents and supervisors review their
workload and take actions to resolve issues.
Streamlined Reviews
Dashboards make it easier to review and act on
information and make it easier to apply additional filtering
to quickly narrow down what is most actionable and
urgent.
Knowledge Articles
Author and publish knowledge articles. Also monitor the
status of articles using interactive knowledge management
dashboards.
Customer Service

60. Embedded PowerApps
Include your own no code PowerApps directly in the user
interface
Vendor Collaboration
Manage the RFQ process with your vendors in their own
portal access to the D365 system
Mobile
Project timesheet entry enhancements on mobile devices
Intelligent Insight for Credit & Collections
Alerts
Create notifications of events to be delivered to your
workspace or email
Finance & Operations

61. LinkedIn
Tight integration to Linked In for job postings and
applications
Custom Fields
Add user defined fields on forms without the need for a
single line of code
Attract
Add user defined fields on forms without the need for a
single line of code
Talent

62. Model Driven Apps
Define site maps, add dashboards and include entities
Entity Form Designer
Model-driven entity forms are a critical component in any
Dynamics 365 application and are now available for
standalone model-driven apps built with PowerApps.
Business Process Flows
Create and edit process flows
PowerApps Integration
Pass data back from Flows triggered within PowerApps
PowerApps
Flow

63. CDS
The Common Data Service underpins all data exchange
within the D365 applications. Improved admin tools for
data integration management.
Power Query
Create, populate, transform, and enrich standard entities
defined in the Common Data Service
Extended Reach
Additional connectors have been added, expanding
capabilities in tools such as PowerBI
Common Data Services

64. marketing

65. Microsoft Dynamics 365 for Marketing
Reporting Dashboards Surveys Embedded Power BI Configurable
Event management
Webinars using
ON24
Events portal Attendance tracking
Speaker
management
Embedded
intelligence
Multiple lead
scoring
Dynamic
segmentation
Customer insights Notifications
Lead Nurturing Campaign designer 360 degree view
Behaviour based
lead nuture
Lead prioritisation
Multi-channel
campaigns
Email Marketing
Landing pages &
Forms
Webinars, phone
calls and in-person
events
LinkedIn Connector

66. show me the software
D365 for Marketing

67. Email marketing
Segment your
leads/customers
Intelligence &
Analytics
Website integration to
track and score leads
Personalised
customer marketing
experiences
Voice of the
Customer Surveys
Capabilities
Customer Journeys to target
key customer demographics
What’s new: Marketing

68. Customer Journeys
Drag & drop marketing campaign orchestration tool to
plan and manage customer journeys
Toolbox
Customisable activities and actions to segment, action
and control the customer journey.
Customer specific branching
Branching logic to provide customised journeys for each
customer and the actions they choose during a
customer journey.
Customer journeys

69. Email marketing
Drag & drop email marketing design tool for custom
email design with defined content blocks
Templates
Out of the box templates for varying design purposes
such as event marketing
HTML driven
Complete HTML backbone to all marketing emails with
visual inbox preview capabilities
Email Marketing

70. Customer touch points
Website and email marketing landing pages to attract
prospects to provide details
Fields
Embeddable fields that map to lead information within
D365 that update or create on submit
Subscription management
Allow customers to update their contact preferences or
subscriptions to marketing collateral
Landing Pages

71. Customer Segments
Definable custom segmentation of prospects and
customers by key field data.
Website integration
Integration into websites to track lead activity and relate
back to D365 records
Lead scoring models
Define lead scoring models to rank participation and
activity to promote ‘sales readiness’
Segmentation / Lead Scoring

72. Manage events
Create and manage custom events and webinars
Track locations and facilities
Manage the physical locations and layouts of your event
Monitor customer attendance
Provide customer attendance badges and records of
attendance
Post event survey
Use Voice of the Customer surveys to query event
attendees
Event Management

73. Event portals
Events can be managed via D365 portal
to show sessions, speakers and
schedules
Track sign in and session tracks
Allow attendees to self serve their event
schedule
Configurable
Use portals to enhance your event
offering, providing attendees with
pertinent information regarding their
attendance
Event Portal

74. Dynamics 365 for Marketing

75. we do Talent

76. Insight
Get the right analytics, for the right action
Inspire
Ensure alignment and impact
Thrive
Foster a culture of excellence
Hire
Win the War for Talent
Onboard
New rules for engagement
Learn
Fast track development and growth
Changing Workforce
Dynamics
New models demanded by digital
natives, team centric models and
open talent economy
Talent
Relationships
Fresh approaches to winning top
talent with analytics, video &
passive recruitment techniques
Culture &
Engagement
Desire to consciously and
continuously shape culture and
prioritise employee engagement
HR Process
Transformation
Drive to automation and
technology, and application of
advanced sales and marketing
practices to win Talent
People

77. Talent experiences to engage and empower your employees

85. extend and enhance

86. Scenarios: Extend and Enhance

87. Scenario 1: Create User Account in Azure AD for new hire
1. Build PowerApp
2. Create Flow to automate process
3. Embed PowerApp in Talent application
4. Complete process for new hire

88. Scenario 2: Report on Bradford Factor for Employee Sick Leave
1. Use Leave data from Talent and enhance
data
[Separate Absences]2 x [Days Absent]
2. Create Report

89. Scenario 3: Create Employee Self-Service HR Bot
1. Create Bot Service in Azure
2. Create new QnA Service
3. Configure Bot
4. Communicate with Bot in Teams

90. Scenarios: Extend and Enhance