Candidates with Skilled Credentials Are Qualified by Expertise

Consider the credentials.

Walmart SHRM Foundation
 
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The rise of
skilled credentials

They aren't alternative, they're imperative to building a diverse workforce.

Not Alternative, But Skilled

Skilled credentials are imperative to our workforce. To support this name change and its message, we encourage you to join us as a thought leader of work, workers and the workplace, and to refer to these important recognitions of achievement as "skilled credentials."

Making Skilled Credentials Work

Making Skilled Credentials Work: A New Strategy For HR Professionals

People who hold skilled credentials bring value to the workplace, according to executives (87%), supervisors (81%) and especially HR professionals (90%).
DOWNLOAD: MAKING SKILLED CREDENTIALS WORK REPORT
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NEXT STEPS FOR EMPLOYERS

Employers, HR professionals and hiring managers can ensure skilled credentials fulfill their potential for talent identification by following these steps:

  • CREATE ALIGNMENT between senior executives, hiring managers and HR professionals on the value of skilled credentials and how they should be evaluated and utilized in hiring and upskilling decisions.
  • SHARE SUCCESS STORIES and best practices of hiring those with skilled credentials to motivate adoption of new norms, including building a more diverse talent pipeline.
  • PROVIDE EDUCATION for HR professionals and hiring managers to make skilled credentials a part of inclusive hiring strategies.
  • DEVELOP INCENTIVE PROGRAMS that reward these initiatives.

MOST COMMON TYPES OF SKILLED CREDENTIALS U.S. WORKERS HOLD:

52%
Training
Certificates
48%
Course Completion Certificates
38%
Industry or Professional Certificates
Misconceptions About Skilled Credentials

Misconceptions About Skilled Credentials

Workplace leaders may be holding back because of certain misconceptions about skilled credentials, including that:

  • They are "alternatives" to something.
  • They have less value than traditional degrees.
  • There are too many credentials, and evaluating them is complicated and time-consuming.
  • They are not necessary to hire top talent.
  • They are a fad of the current labor market.