Microsoft’s approach to certification is changing, and with it, the way employers evaluate Dynamics 365 and Power Platform talent is evolving too.
Traditional certification paths once defined who was qualified to implement, configure, or manage Microsoft systems. Now those credentials are being redesigned to better reflect real-world skills and on-the-job readiness. Through role-based learning paths and the new Microsoft Applied Skills framework, professionals can validate their ability to solve specific business problems, not just show theoretical knowledge.
For hiring managers, this shift means recruiting for demonstrable capability rather than check-box credentials.
Why Microsoft changed its certification approach
Cloud technology evolves too quickly for static learning models. A certification earned several years ago may not reflect today’s Dynamics 365 capabilities, especially as AI and Copilot integrations continue to expand. Microsoft’s new framework addresses this challenge by making certifications more modular, scenario-driven and focused on real business outcomes.
The emphasis has moved from memorizing features to applying them. Candidates are now evaluated on their ability to perform role-specific tasks such as building Power BI dashboards, configuring Power Automate flows, or optimizing Copilot-enabled workflows.
For employers, that creates a stronger connection between certification and capability. Instead of asking whether someone holds a credential, leaders can ask which specific skills it validates.
1. Applied Skills give employers clearer insight
The Microsoft Applied Skills model introduces shorter, task-based credentials that measure how well professionals can complete practical assignments. Each credential verifies a focused ability, like deploying a Power App, managing security policies, or connecting Dynamics 365 to Microsoft Fabric for analytics.
This gives hiring managers a clearer view of what candidates can do immediately. Instead of broad qualifications that cover multiple products, Applied Skills provide precision by identifying proven competencies.
For business leaders, this makes recruitment more targeted. Teams can now search for candidates with Applied Skills that match their project goals, whether they’re focused on governance, AI adoption or app development.
The technology continues to evolve, but people still determine success. Nigel Frank helps organizations find Dynamics 365 and Power Platform professionals who can demonstrate real-world expertise through verified and practical skills.
2. Role-based paths create more focused career development
Microsoft’s PL and MB certification paths are now structured around roles including functional consultant, developer or solution architect rather than specific products. This reflects the way most organizations actually operate.
A functional consultant certification, for example, focuses on connecting business processes to technology, while a developer certification tests the ability to customize and extend applications. These credentials create a direct link between learning and workplace performance.
According to the Nigel Frank Careers and Hiring Guide, professionals who combine certification with hands-on experience are among the most in-demand Dynamics 365 and Power Platform candidates across North America and the UK. For employers, this combination signals both technical readiness and practical understanding.
This approach also helps organizations plan workforce development. Leaders can use certification frameworks to map skills gaps, design internal training programs and build structured career paths that support retention and growth.
3. Continuous validation keeps skills relevant
With cloud updates arriving frequently, continuous learning has become essential. Microsoft’s certification model encourages professionals to keep their skills up to date through renewable credentials and shorter, ongoing assessments.
This benefits both professionals and employers. Businesses gain confidence that certified staff are current on new features, while employees can maintain credibility by renewing and expanding their certifications over time.
For instance, a Power Platform administrator might first earn an Applied Skill in data governance and later pursue one in AI Builder or Power Automate optimization. Each new credential adds adaptability and depth to their profile.
Ongoing validation helps organizations stay agile. As Microsoft expands AI and automation across Dynamics 365, teams with up-to-date certifications can adopt new tools faster and with fewer integration challenges.
Upskilling at this pace requires professionals who are proactive about development. Nigel Frank connects organizations with Dynamics 365 and Power Platform professionals who stay current with evolving Microsoft standards and bring fresh capability to every project.
What this means for hiring leaders
For executives and hiring managers, Microsoft’s certification updates are an opportunity to refine recruitment and workforce strategies. Instead of prioritizing static credentials, businesses can evaluate candidates based on verified skills and measurable results.
This approach makes hiring more agile. Leaders can identify specialists for targeted initiatives, like Copilot deployment, Power Platform governance, or legacy migration, by focusing on the Applied Skills that align with those goals.
It also supports stronger retention. When professionals can pursue certifications that match their ambitions and demonstrate their value clearly, they’re more likely to stay engaged and continue developing within the organization.
The result is a more skilled, motivated and future-ready workforce.
