Sessions

Alternative credentials – not 2- or 4-year degrees - are a way for learners to signal a skill or competency to employers.  The number of these credentials has skyrocketed recently as providers recognize that learners – particularly those who have been displaced by economic factors or do not have the means to attend a post-secondary institution including people of color, those with history with the criminal justice system, opportunity youth, people with disabilities -– need a way to get the skills employers demand.  In addition, during the pandemic many learners had the time to get additional credentials as they reassessed their employment opportunities. However, many employers have been slow to utilize these credentials instead relying on more traditional criterion – degrees and extensive work experience - resulting in a continued skills gap.  SHRM and SHRM Foundation recently completed research on alternative credentials revealing some important findings on how senior management, hiring managers, HR professionals and workers perceive alternative credentials and that provides insights on how alternative credentials can be used more effectively to provide employers with the talent they need and address issues of diversity, equity and inclusion. 

Learning Objectives:

• How can a better understanding of alternative credentials help in finding talent.
• How can HR professionals and hiring managers work together more effectively to better use alternative credentials in hiring.
• Why are alternative credentials critical for meeting DEI&A targets.