Hiring technical professionals is one of the most consequential decisions any business will make, particularly when recruiting across specialist Microsoft technologies such as Dynamics 365, Power Platform, Azure, and .NET. The impact of a single hire can be significant because two things happen here: 

1. The right developer can accelerate delivery, strengthen systems, and elevate team performance. 
2. The wrong hire can slow progress, increase technical debt, and disrupt collaboration across your organisation. 

On top of this, technical hires often have access to sensitive data, important systems, and long-term projects, which makes getting the right person even more important. That’s why a clear, structured, and consistent interview process is absolutely important.  In this article, we outline a practical, recruiter-friendly framework to help you make more confident hiring decisions in today’s highly competitive Microsoft talent market.

Why hiring can’t be left to technology alone

AI screening tools, automated scoring systems, and algorithm-based hiring platforms are very common. However, they cannot replace human judgment, particularly when hiring for any role. Automated tools may be useful for initial filtering, yes, but they struggle to evaluate real-world problem-solving, stakeholder communication, and practical experience with complex platforms like Dynamics 365 or Azure. At Pearson Carter, hiring is driven by human expertise in the Microsoft ecosystem.  Our consultants work closely with both clients and candidates to understand technical requirements, team dynamics, and long-term business objectives. Something no algorithm can fully replicate.

What great hiring processes actually look like

An effective interview process should achieve four things:

1. Clarify exactly what you need in a role
2. Attract high-quality Microsoft specialists
3. Assess both technical and interpersonal skills
4. Enable confident, well-informed hiring decisions

Equally important is candidate experience. Top Microsoft professionals are often evaluating multiple offers at once.  If your interview process feels slow, disorganised, or irrelevant, you risk losing strong candidates before you even reach an offer stage. And that’s why you need a well-designed process to secure talent. 

Step 1: Create a clear interview structure

Before speaking to candidates, align internally on:

• How many interview stages you will run
• Who will be involved at each stage
• How you will assess technical capability
• How you will evaluate cultural fit
• What success looks like for the role

Consistency is key. When every candidate goes through a similar process, your team can compare fairly and make better decisions. For Microsoft roles in particular, interviews should reflect real-world challenges. For example:

• Dynamics system migrations
• Power Platform automation builds
• Azure infrastructure troubleshooting
• Power BI dashboard design

Generic coding tests rarely reflect the realities of these roles.

Step 2: Keep the process efficient (avoid the interview fatigue)

Candidates, especially those with Dynamics, Power Platform, or Azure expertise,  are in high demand. Long, drawn-out interview processes often result in lost talent. Best practice is to limit interviews to three to four meaningful stages that each serve a clear purpose. Be transparent from the start about what the process involves and how long it will take. This builds trust and keeps momentum moving.

A three-stage framework for technical hiring

Below is a practical interview model you can apply to most technical roles.

Stage 1: First conversation & role alignment

This initial conversation should focus on:

• Relevant Microsoft experience
• Availability and working preferences
• Salary or contract expectations
• Time zone alignment
• Experience with similar projects

We strongly recommend conducting this via video to assess communication style, professionalism, and engagement. This stage is also a good opportunity to explore:

• How candidates collaborate remotely
• What tools they are used to (Teams, Jira, Azure DevOps, etc.)
• Their preferred working style

Stage 2: Practical technical assessment

Instead of generic coding tests, design a challenge that reflects your real environment, such as:

• Building a Power Automate workflow
• Debugging a Dynamics integration issue
• Designing a Power BI dashboard
• Solving an Azure performance problem

Make sure to:

• Explain what the assessment involves in advance
• Set a clear time limit
• Provide feedback afterwards

This approach is fairer, more realistic, and gives you better insight into how candidates actually work.

Stage 3: Team interview & technical deep dive

At this stage, your shortlisted candidates should meet key stakeholders to discuss:

• Their current projects and technologies
• Their strengths and development areas
• Experience with similar business challenges
• Preferred methodologies and tools
• Experience working in remote or hybrid teams

This is also where you assess cultural fit. Traits like how they communicate, collaborate, and align with your company values. Tip: Aim to involve all key decision-makers in this meeting to avoid unnecessary extra rounds.

Making the final decision

After interviews conclude, gather structured feedback from all interviewers before deciding. If a candidate is strong, make a decision. Top Microsoft professionals rarely stay available for long. If you choose not to proceed, provide constructive feedback where possible. This helps protect your employer brand and maintains relationships within the Microsoft community.

Build a hiring process that secures top talent

Hiring in the Microsoft ecosystem requires clarity, speed, and technical understanding. A thoughtful interview process helps you:

• Attract stronger candidates
• Reduce hiring risk
• Improve team performance
• Make more confident decisions

If your organisation is struggling to hire Dynamics 365, Power Platform, Azure, or .NET professionals, Pearson Carter specialises in connecting businesses with top-tier Microsoft talent across the globe. If you’d like support refining your hiring approach or sourcing specialist candidates, our team is here to help.