"Talent Search"

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How is the "Talent" verified by Microsoft Dynamics 2012 if your HR DEpartment could give two Craps is it's true or made up? it's Talent"? since Linkedlin says it's true it must be gospel?

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Vilmos Kintera 46,149 on at

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If you are talking about Dynamics 365 for Talent, which is a freshly released standalone product, it is not yet integrated with AX 2012. That has separate Talent Management though:

mbs.microsoft.com/.../MSDYN_HCMTalentManagementAX2012

www.meritsolutions.com/.../talent-management-in-microsoft-dynamics-ax-2012

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no, i'm talking how is the "talent" is verified on Microsoft Dynamics 365 which i thought was part of the Whole enchilada of Dynamics 2012. If some Brainy person puts a bunch of Bull feathers on their resume and submits it to get his/her foot in the door.Who does the checking? or is it checked at ALL? Want to know why? because some one with 28 years experience was TRUMPED by someone half his age and only 2 years of experience. as being more qualified with 2 years of experience. sound like age discrimination? my wife had it too, 4 years ago to someone half her age because she didn't wear short skirts and 5 inch heels in a real estate office.

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Vilmos Kintera 46,149 on at

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Your questions seems to be mixing different products and areas of products with their features, and business methodologies, so it is challenging to answer.

High level introduction video for Dynamics 365 for Talent (if that is the product which you are after for details):

www.youtube.com/watch

Detailed demo on the recruitment and selection process:

www.youtube.com/watch

To be honest, it does not matter what people put on their LinkedIn profile, or paper-based Curriculum Vitae/Resumé - it is always down to the headhunter/recruiter, then the human resources employee, finally the technical or business key users' screening process to validate people with true skills, and weed them out on the grounds of made-up knowledge and references.

I cannot tell much for your specific case, but since I am working in professional services and IT, the typical company composition looks like younger people tend to be junior/mid-level functional consultants and developers, while more experienced people in the age bracket of 30-45 are occupying the mid-to-senior and senior positions, while age bracket above 45 is typically for the business decision maker and project management tier. If someone is made redundant based on age, then it is the HR and company policy which needs to be looked at rather than what a product offers for talent management.

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Vilmos Kintera 46,149 on at

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Please take your time to verify answers by ticking the checkbox next to each helpful answers in order to close the topic and assist other users with similar problems.

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Weaveriski 23,620 Moderator on at

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You still need humans to interview, verify references, check resumes and ultimately make the decision. Nothing to do with software, this just records the data and presents it.

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