Microsoft Dynamics® CRM Training

Introduction to the Talent App in Microsoft Dynamics 365

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This video will walk you through how the Talent app in Microsoft Dynamics 365 can help you attract and onboard new talent. We'll go over everything from signing in for the first time, to adding jobs and syncing them with LinkedIn postings, to adding applicants and walking through the hiring process. Before we begin, go to and sign in. If you haven't yet downloaded the talent app, check out to sign up for a free 30-day trial. The first time you sign in, you'll have a brief wait while everything is prepared for you in the background. While you wait, you'll see this screen. Click through the welcome message. As you can see, this just gives a brief overview of what the app can do for your business. If you use LinkedIn, signing in to your LinkedIn account will be beneficial, as you can create job postings and have them posted automatically on LinkedIn as well; you can sign in to LinkedIn now, or later on. Upon logging in, you'll see the Active Jobs page. You can change the view to see Closed Jobs, if desired, using the dropdown. As you can see, since this is the first time I've logged in, I don't have any active jobs. Let's start by creating one. Click New. Here, you have two choices: add a job individually, or import multiple jobs from Excel. For now, let's add a job individually. I'll show you how to import from Excel shortly, when we add applicants; the process will be the same for both. Enter text for Job Title, then choose your role from the dropdown list. For this one, let's say I'm the hiring manager. Click Add when finished. When the job appears in the list, click to open it. You'll notice that there aren't any details shown; this is because we haven't added any yet. Click Job Settings. Enter text for Job Location and Job Description. You'll see the External Source Details; this is for posts you made, say, on LinkedIn, that automatically linked to the Talent app. Since we're adding this job manually, we'll skip that section. Within the External Job postings section, click New. Choose Source name from the dropdown list. I'll choose LinkedIn. Then, paste the URL for the job posting on LinkedIn into the URL field. Click the link for the job along the top of the page to return to the job details screen. Here, you'll see any active applicants. We don't have any yet, but if someone had already applied using the LinkedIn post, they'd populate here. Let's build out the hiring team. Click the Ellipses, then choose the team members involved. Type their name, then click to select them when they appear. Choose their role from the dropdown list. Repeat as many times as needed to add entire hiring team, then click Done. One quick thing before we add applicants; you can click the Active applicants view name to choose Closed Applicants from the dropdown; this will help you see former applicants, if they've been rejected, or, for example, accepted a job. Now click New to add an applicant. First, let's add an applicant manually. Enter text for First and Last Name. Enter the individual's email. These are the only required fields, but if you have the individual's LinkedIn profile link, add that as well. This helps your HR and recruiting teams to get the most information possible all in one place. Click Add when finished. Now, let's add some more applicants via import. This is a great way to save time. Click New, then choose From Excel in the Add an applicant window. Click to download the applicant template. When the file downloads, click to open it. Click Enable editing. Enter as much information as you have for each applicant, then save the file to your computer. Close it, then click the blue button to import it into Dynamics 365. Find the file on your computer, click to select, then click Open. As you can see, it will show you if any of your candidates are duplicates. It won't add them a second time, so no worries about that. Here, it's telling me Victoria Withers is an existing candidate, so it only imported the other two. Click Done, and you'll see the candidates have been added to the Active Applicants list. Click an applicant name to open. Click Add within the Summary section to add things like resumes and references to the applicant's file. Then, again, click the blue button, find the file on your computer and click to open. Repeat these steps to add any additional files. When finished, choose file type for each of the files from their respective dropdown lists. I'll choose Other for Victoria's references, and Resume for her resume. Click Update when finished. If the applicant seems like a good fit, click Advance Stage. Now, you'll see a preview of the applicant's LinkedIn profile on the left, and you'll want to complete the Request Candidate Availability section. You'll select some dates to ask the candidate when he or she is available by clicking the calendar icon and selecting the first desired date. Repeat until all dates have been selected. Then choose the time zone from the dropdown menu and click Request. The candidate will receive an email asking them to select their available dates from the dates shown. Now, while we wait for the candidate to respond with dates, we can go through the other candidates. Back on the project page, we'll see all 3 of them. We can see that Victoria Withers has been advanced to the Screening stage. I'll click to open Joy Stanek, our next applicant. Say we've reviewed Joy's application and resume and decided she isn't the right candidate. We'll simply click Reject in the upper right corner of the screen. Choose the reason for rejection from the dropdown list, then explain in the Comment section. Click OK. Now, let's say Victoria has gone in and submitted the dates she is available. We can click her name to open her application again, and continue the hiring process easily. Click Use Confirmed Dates, and in the Choose the interviewers section, add anyone who should be interviewing the applicant, but isn't listed, using their name or email. I'll add Jose. If, after adding an interviewer, you decide that maybe it should just be a one-on-one interview, no worries, simply uncheck the name of the interviewer who you don’t need for this round. If you've selected more than one individual and want the order to remain the same when one on one interviews happen, check the box here. Click Invite Team. You'll receive an email letting you know you're one of the interviewers. Change options as desired in the Set Interview Options section, then click Find Schedule Options. Click to select the desired time slot, then click Send Request to Interviewers. When you receive the interview request in your email, you can either accept it, or Propose a new time, if the selected time doesn't work for you. For today, I'll accept the suggested time. After all interviewers have accepted the suggested time, return to the applicant's page and click Done. Next, invite the candidate to interview. You can uncheck this box if you don't want the candidate to receive information on who is interviewing them, but for now, I'll share the interviewer information, enter text for location and message, and click Send. The candidate will receive an email with the interview information, and details on what to do if they can't make it to the selected interview time. After you've had the screening interview, enter your notes, and advance the candidate to the next stage, if desired. You'll walk through the same steps for setting up the next interview. After the following interview, enter notes, strengths, and weaknesses, as well as choose whether or not you recommend the candidate be hired, and click Submit. If you recommend the candidate be hired, click Advance stage, then enter details of the offer, and click Prepare Offer. After speaking with the candidate, choose Offer Accepted or Offer Rejected. This will move the applicant from the Active applicants view to the Closed Applicants view, when you click the Offer tab, and will show his or her response to the offer. Now, when you click to open the applicant, you will have the option to start onboarding. This allows you to create a welcome guide for the new employee, enter information such as start date, and create a to do list for the new hire, for before they start, as well as their first days on the job. The Talent app has so much to offer your HR and recruiting teams. This is just a sneak peek into what it can do for your business. Thanks for watching this video by xRM!

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