Alternative and micro

The aftereffects of the COVID-19 pandemic have created a major labor shortage in the US, in an event known as “The Great Resignation.” Around 50 million people left their jobs in search of better employment, in terms of compensation, work-life balance, or workplace culture. According to the US Chamber of Commerce, the sectors that have the highest numbers of job openings are healthcare, professional services, trade, and hospitality.

Such a high number of job vacancies provides opportunities for people who want to pivot their career, either in the same or a different industry. Many of these people have been in their current career for several years, or even decades, but would want to shift to a different role. Rather than going back to college and studying to get a new degree, which is expensive and time-consuming, many people who would like to upgrade their careers are turning to micro-credentials, which are rapidly gaining popularity among jobseekers and acceptance among employers.

According to HRCP, a Utah-based provider of human resources study materials, alternative credentials include certifications such as the Senior Professional in Human Resources (SPHR) examination, which serve as proof of an individual’s skills in a certain field. For the past 28 years, HRCP has been preparing test-takers for various HR industry certifications.

Meanwhile, micro-credentials, which are often offered online and on-demand, allow people to learn knowledge or skills in bite-sized chunks at their own pace. After they pass an evaluation, they will earn a credential for a very specific skill or area. Through HRCP’s Micro HR platform, learners can stack these credentials, and they can earn a digital badge once they've obtained a certain set of micro-credentials. Digital badges can be displayed on the person's resume, email signature, or social media as proof of their achievement.

HRCP Co-founder Laura Middleton says that micro-credentials are able to provide education, training, and skills for a wide variety of people in a wide variety of life situations. This includes younger members of the workforce who don't have an appetite for the traditional college education route, as well as underserved populations who can't afford higher education. This allows them to focus specifically on knowledge and skills that would be helpful in getting the job they desire, as well as obtaining proof of these skills that are recognized by a growing number of employers.

“The way we are looking at education is changing, and many universities are starting to recognize this. However, not all organizations are on board. We believe that HR professionals need to recognize that the way that they screened employees in the past has to change. They need to consider whether a college degree is really needed for a particular job vacancy,” Middleton says.

Obtaining these credentials can help individuals advance their careers within their current organizations by qualifying them for more senior-level positions. This can also benefit an employer in a situation where there's a shortage of qualified candidates for a role. They can look for somebody who is already employed with them and upskill them through micro-credential courses. Aside from boosting the employee's career, this also allows the employer to fill the vital positions that they're having a hard time hiring for.

Middleton says that the HR industry is greatly benefiting from the growing popularity of micro-credentials, allowing professionals to remain up-to-date on best practices and changes in laws and regulations through taking HR-focused micro courses. This is especially important since the pandemic ushered massive changes to how people work, including the increased popularity of remote work, the need to furlough some employees, and, in some areas, a four-day work week.

There are also other recent social developments that impact HR professionals, such as the increased focus on diversity, equity, and inclusion (DEI) and efforts to stamp out sexual harassment and discrimination from the workplace.

“When an organization invests in its employees, that gives the employees more incentive to stay with them. Just like in other fields, such as the tech industry, HR professionals need to stay up to date on all of the current developments in their field. I believe earning micro-credentials is the future, and it is a valuable way for them to keep up to date. I would advise that companies invest in their HR professionals by providing them with opportunities to develop their knowledge and skills by earning micro-credentials and digital badges. Supervisors, managers and anyone who works with or manages people would also benefit from earning HR focused micro-credentials,” Middleton says.