Microsoft has changed how professionals prove their skills, and hiring managers are starting to feel the impact.
The new skills-based certification model focuses on what people can do in real work, not what they can memorize. Instead of broad exams that test every feature in a product, professionals now earn small, scenario-driven credentials that show applied ability.
This shift affects how companies screen candidates, measure readiness, and plan long-term growth.
Why the certification model changed
Technology moves fast. Cloud updates arrive every month, and static exams fall behind quickly. Microsoft’s new model uses Applied Skills assessments that test performance on live tasks. Each badge confirms the person can carry out a defined project, such as automating a process in Power Automate or building an AI prompt in Copilot Studio.
For hiring managers, this change makes it easier to match candidates to open roles. You can see evidence of practical experience, not just classroom learning.
What hiring managers should now look for
Traditional certifications like PL-200 or MB-300 still matter, but they tell only part of the story. Skills-based credentials provide a clearer picture of how a professional works day to day.
When reviewing resumes, hiring managers can check three things:
- Breadth: Role-based certifications show general understanding across a product area
- Depth: Applied Skills badges prove someone has practiced specific tasks
- Currency: Recently issued or renewed badges confirm that the person is current with the latest version
Together, these elements give a more accurate view of real ability.
The Nigel Frank Microsoft Careers and Hiring Guide reports that 89% of Microsoft professionals say certifications help them perform better in their roles, and 83% believe credentials make them more attractive to employers. For managers, this shows that certified candidates tend to stay motivated and invest in their own growth.
Hiring skilled people is still the most important factor in project success. Nigel Frank helps companies find Dynamics 365 and Power Platform professionals who have both the credentials and the experience to deliver measurable business results.
How certification supports internal growth
Certification no longer stops after onboarding. Many companies now fund ongoing credentialing as part of career planning. Managers can track which skills teams have and which gaps remain.
A data analyst with Power BI experience can earn Applied Skills badges in data modeling or DAX functions. A Power Platform developer can add credentials in governance or automation. Each badge adds depth and confidence to the team.
Continuous learning also helps retention. Employees who see clear progress paths are more likely to stay and share knowledge with others.
Screening for real skills, not keywords
Resumes often include every tool a candidate has ever touched. Hiring teams need proof of proficiency. The new credential model helps by providing evidence of task-level experience.
For example, if a candidate has an Applied Skill in building a Copilot extension, you can be confident they’ve done that work in practice. If they hold only a broad Dynamics 365 certificate, you may need to test their hands-on knowledge in an interview.
This reduces guesswork and shortens the hiring cycle. Managers can prioritize candidates who already meet the functional need.
Building a team for continuous change
The biggest benefit of skills-based certification is flexibility. As Microsoft releases new AI features or governance tools, professionals can earn new badges quickly. This keeps teams aligned with platform updates without waiting for large exams or long study cycles.
Companies that encourage certification can move faster when new technology arrives. They don’t need to retrain entire departments. They already have a workforce that learns by doing.
Hiring people who value that mindset builds resilience into the team.
