The TopClass Blog

Microcredentialing is the topic of a growing number of webinars, conference sessions, and articles these days. Its rise in popularity makes sense given the need for members (and everyone else) to learn about new practices and acquire new skills to remain relevant—no matter what level position they hold.

If your association doesn’t yet offer microcredentialing, you’re missing out on the revenue and engagement opportunities your competitors are seizing.

The  Rise of Skills-Based Microcredentialing

Because the workplace is constantly changing, the technology and practices members use now are different from five years ago. And five years from now, they’ll be different again.

Members need new knowledge and skills to remain relevant. Employers in many industries are worried their employees don’t have the skills the company needs to stay competitive.

Microcredentialing programs help employers bridge these skills gaps. They teach the skills people need to find a job, keep a job, and get promoted to a new job.

🏅 Microcredentialing basics

A microcredential recognizes the demonstrated mastery of a narrow scope of knowledge, skills, or abilities after a learner successfully completes a series of modules or a course.

A digital badge is the visual representation of a microcredential. Badges are displayed on LinkedIn profiles, websites, and email signatures. The metadata contained in a digital badge verifies the learner’s mastery of a skill or set of skills. It includes data about the learner, credential, issuing organization, issue and expiration dates, criteria to earn the credential, and a web address with supporting information.

Microcredentials are stackable. By earning a sequence of microcredentials, stacking one upon another and building skills upon skills, learners demonstrate their mastery of a larger knowledge and skill set. They can advance from one microcredential to another along a learning pathway that leads to a certificate or certification.

👩‍🎓 Why learners participate in skills-based microcredentialing programs

Learn the skills needed to get hired or promoted. 

Microcredentials teach practical skills people can apply right away. These programs are especially valuable if the skills are not taught in high school or college, or are usually taught in more comprehensive, lengthier programs.

Stand out in the job market and at work. 

Microcredentials and digital badges help jobseekers differentiate themselves. These accomplishments prove they’re committed to growth and investing their time in professional development.

If employees worry about job security, microcredentials demonstrate their commitment to high performance by continually learning and improving their skills.

Show employers their qualifications. 

Microcredentials prove the learner has the skills employers are seeking. Digital badges show exactly what skills and knowledge they bring to a new role.

Offer an alternative to certification.

Many professionals, especially those in the early stage of their careers, don’t meet the eligibility requirements for more comprehensive certification programs. Microcredentialing programs help them earn the knowledge and CE credits needed for those credentials.\

Fit in with their busy lifestyle and lean budget.

The focused curriculum of a microcredentialing program requires less of a learner’s time than degree and certification programs. Learners can easily balance working (or job hunting) and studying for a microcredential.

Microcredentials are an excellent choice for people with limited budgets. They’re a safer value in an uncertain economy.

Explore a new career without a big investment.

When a jobseeker is uncertain about a career path, a microcredentialing program is an affordable and low-commitment way to explore possibilities in a new industry or profession.

👩‍💼Why employers appreciate skills-based microcredentials

Identify job candidates with specific skills. 

Because microcredentials and digital badges vouch for the mastery of specific competencies, employers can narrow down the field to people who have them. Credential holders are safer, promising hires.

Solve workforce training challenges.

Employers rely on microcredentialing programs to provide focused training to employees who need to improve their skills.

Provide an affordable alternative. 

Microcredentials are a cheaper option than degree programs or bootcamps. They help stretch an employer’s training budget, perhaps even to employees whose positions don’t normally qualify them for professional development support.

Enhance the company’s reputation. 

Microcredentialing programs are an affordable way to foster employee growth and improve employee satisfaction. This commitment to professional development enhances a company’s reputation on employer review sites.

Find a trusted training partner.

Many companies lack the resources to provide skills training to all their employees. Offer employers a corporate learning portal where they can track employee participation and progress in your education and credentialing programs.

🏢 How your association benefits from microcredentialing programs

Expand your audience. 

Many industry professionals need new skills to remain relevant. As the workplace changes, they must enhance their technical skills and improve their soft skills.

Jobseekers and early-career professionals must prove their mastery of basic skills to get ahead. You’re teaching them what employers want their new hires and existing staff to know.

Generate leads for programs and membership. 

Microcredentials serve as a stepping stone to other education and credentialing programs. They give learners a sense of accomplishment and motivation to continue their learning journey.

Develop an engagement plan for microcredentialing alumni. Continue to build trust with them by keeping them informed of new content and programs related to their interests.

Keep up with or ahead of the competition.

For-profits, non-profits, and higher education are getting into the microcredentialing business because the market demand is there.

Demonstrate your value to employers.

Microcredentials help attract new talent to your industry. They help to bridge skills gaps by upskilling new and existing industry professionals.

Invite employers to serve on an advisory council that helps you identify training needs and design new programs.

Respond more quickly to emerging needs. 

Because of their limited scope, microcredentialing programs don’t take as long to design, develop, and deliver as online courses. Their modular structure allows for timely updates if you need to switch content in and out.

Generate revenue. 

These programs on their own are inexpensive, compared to traditional education. But when a learner stacks one upon the other, the dollars add up. You’re also creating a future audience for in-person and online education and credentialing programs.

Associations have an advantage in the credentialing marketplace: a trustworthy reputation, brand recognition, and relationships with employers.

🏅 Next steps for getting started with microcredentialing

Invite employers to serve on an advisory council. Get their help in identifying existing and looming skills gaps as part of a needs assessment.

Find out how much industry executives, human resources professionals, and recruiters know about your credentialing programs. Turn their attention your way through meetings with company representatives, virtual town halls and webinars, and targeted marketing campaigns. Explain what your credentials represent—the skills they teach and validate—and how your credentialing programs help them find the right employees and fill skill gaps on their staff.

Increase your microcredentialing knowledge too with the Institute for Credentialing Excellence’s microcredentialing toolkit. If your current learning management system doesn’t support microcredentialing, check out our Ultimate Guide to LMS Selection and Implementation—you’ll learn everything you need to know to make a better choice.