Microcredentials Are Growing Fast, Talent Hiring Platforms Need Updating

Learn more about the study here.

The rise of microcredentials has been a boon for learners and employers alike.

According to a recent Northeastern University report, learners who earn verifiable, non-degree online offerings such as microcredentials targeted to specific industries, sometimes struggle to enter the information into employers’ hiring platforms, like Workday, Oracle and Taleo.

In a perfect world, technology would streamline the communication process, but some hiring platforms favor information about traditional credentials over microcredentials. Additionally, when the software that powers hiring platforms extracts and shares data, some of the information about alternative credentials can be “lost in translation.” Employers first need to invest in customizing the platform to prioritize digital credential support for their job candidates.

The rise of microcredentials has been a boon for learners and employers alike. These quality, verifiable, bite-size, and low-priced online offerings have proliferated in recent years, offering learners additional options to better prepare them for the workforce. However, a recent report by Northeastern University suggests that employers’ hiring platforms and third-party intermediaries often act as barriers to matching the right talent to the right positions.

The report highlights that some hiring platforms favor information about traditional credentials over microcredentials, and when the software that powers hiring platforms extracts and shares data, some of the information about alternative credentials can be “lost in translation.” In addition, most of the employer respondents (72 percent) reported that they are more likely to hire a job applicant who has earned a microcredential, but most human resource technology companies indicate that their customers have not prioritized digital credential support.

The report recommends that employers invest in customizing hiring platforms to prioritize digital credential support and capture the richness of a candidate’s profile. Employers should also prioritize fields in their talent acquisition systems that allow candidates to identify skills, and afford recruiters the opportunity to verify the skills. Also, while, the rise of intermediaries that streamline the hiring process is a welcome development for both applicants and recruiters, it is imperative that the technology used by these intermediaries be updated to capture the valuable educational and skill information provided by microcredentials. Otherwise, candidates who have put in the effort to earn these alternative credentials may miss out on job opportunities, and employers may miss out on potentially valuable hires.

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