⬇️ Inside this issue:

• Christi shares lessons learned from launching her first LER pilot(s)

• How microcredentials are being used around the world

• Industry Insider: Meet Chioma 

INTERESTING READS

🧠 AI literacy is the new digital driver’s license. Are we ready?

😵 How LinkedIn changed the HR game, and what’s next for them.

🕵️‍♀️ Today’s tech jobs are hiding in plain sight—and not where you think.

IMPLEMENTATION

Launching an LER from scratch: What I Learned After Three Attempts

Launching a Learning and Employment Record (LER) for the first time presents unique challenges and opportunities. After hundreds of hours of conversations with educators, employers, earners, and learners, my understanding of LER implementation has evolved significantly. Through my experiences working on three different but connected LER initiatives, I’ve learned valuable lessons that can help others embarking on this journey.

Lesson #1: Lead with a Human-Centered Approach

When I started working with LERs at Greater Spokane Inc. in 2022, my initial focus was on the technology part of the equation. Through a partnership with the Washington Student Achievement Council, we secured a $150,000 grant to implement an entire LER lifecycle.

At the time, little public information was available about LER platforms, so I spent significant time researching, meeting with technology providers, and securing a contract that met the grant's expectations.

Excited by the possibilities, I often led discussions by describing the technology itself.

However, I quickly realized that people did not connect with technical details. Saying “learning and employment record” or “LER” meant nothing to most, and explaining the backend features left them more confused than interested.

I kept asking for a short, compelling LER explainer video to help bridge this gap, but those resources were not widely available then.

What ultimately worked?

Shifting the focus to how LERs empower people resonated with leaders. Engagement improved once I started leading conversations with the impact on learners—how LERs could help individuals take ownership of their credentials and open career opportunities. This approach helped bring Eastern Washington University (EWU) and Providence Health on board, forming the foundation of our first successful LER pilot.

Lesson #2: Trust & Verification Are Essential

After securing EWU and Providence Health as partners, we worked closely with our technology provider, Merit, to define how LERs would function in real-world applications. EWU focused on documenting student experiences, while Providence Health created a job shadowing program where students earned verified digital credentials.

This process taught me that not all LER platforms are created equal.

Each organization has different needs, and selecting the right features—such as user accessibility, verification processes, and data ownership—is crucial.

Key questions to ask when selecting an LER platform:

• Does the platform support digital verification of credentials?

• Who owns the data once the contract ends?

• How user-friendly is the experience for students, employees, and employers?

• Can learners control which credentials they share and how they share them?

Considering these factors early can prevent implementation roadblocks later.

Lesson #3: Get Advice, Pilot, and Iterate

My exposure to different LER technology providers expanded after moving to a new role at EWU in 2023. I attended a Western Governors University (WGU) conference session where I learned about their partnership with iQ4 Corporation and the concept of a “digital achievement wallet.”

Excited, I began introducing LERs using the term “digital wallet” to make it more relatable—only to realize people immediately thought of financial wallets, creating more confusion.

This experience reinforced a key takeaway: learn from others before diving in.

Connecting with other institutions, attending LER learning sessions, and seeking advice from those further along in their journey are invaluable. When EWU launched its LER pilots in partnership with iQ4, we were better prepared to frame our messaging and implementation strategy.

Lesson #4: Don’t give up on what you believe in.

With more institutional buy-in and growing interest in digital credentialing, EWU joined the National Holistic Credit Mobility Acceleration Cohort in March 2024 to explore new ways of implementing LER adoption across our institution.

This time, we are starting with a human-centered approach, focusing on learner and employer needs to drive our implementation strategy. But that was only possible by not being afraid to "fail" and try, try, and try again.

The belief that LERs can create real change for people navigating education and career pathways fuels the innovation.

Remember, early adoption comes with challenges, but persistence and adaptability lead to meaningful impact.

Launching an LER is not  just about implementing technology—it’s about transforming how people access, manage, and leverage their credentials for career growth. By prioritizing people over platforms and embracing continuous learning, organizations can create impactful LER ecosystems that benefit learners, employers, and education institutions collectively.

NEW TOOL

🎯 Your Skills-Based Hiring Strategy Is Missing This…

You’re already championing skills-based hiring—but let’s face it, traditional tools aren’t keeping pace. Résumé screens, keyword matches, static tests? They barely scratch the surface.

Meet Skillfully, the AI-powered assessment platform built specifically for skills-driven hiring. Through dynamic, scenario-based simulations, Skillfully reveals candidates’ real-world capabilities—making skills validation faster, clearer, and more accurate than ever.

Why Skillfully should be on your radar:

✅ Real-world scenarios, not static tests: Candidates showcase actual skills in realistic, AI-driven simulations that adapt in real time.

✅ Proven results: Companies like Athena cut screening time dramatically (38 days saved per 1,000 applicants), boosted candidate quality, and scaled effortlessly.

✅ Transparent AI insights: Clear, auditable skill assessments that satisfy compliance and fairness standards, giving hiring teams confidence and candidates valuable feedback.

✅ Stronger candidate experiences: Every applicant receives personalized, actionable feedback—strengthening your employer brand and candidate relationships.

Skillfully isn't just another hiring tool—it's how top companies turn good intentions into measurable outcomes.

👉 Explore Skillfully and elevate your skills-based hiring approach.

DIGITAL BADGES

Microcredentials Around the World: How Different Countries Are Adopting Them

Microcredentials are having a moment, but like any hot new trend (see: oat milk, AI chatbots, and Y2K fashion comebacks), there’s a lot of hype without a lot of clarity.

Microcredentials are bite-sized, skill-focused learning experiences that prove you actually know how to do something and can demonstrate those skills and competencies in a professional context.

Although skills-based credentials aren't necessarily a replacement for traditional proxies for professional learning, many learners are choosing these bite-sized options instead of spending years earning a degree, people are getting job-ready skills in weeks or months—and countries around the world are taking notice. Some are going all-in with national frameworks, while others are letting employers lead the charge.

Here’s how five regions are making microcredentials work (or at least trying to).

New Zealand: The Overachiever

New Zealand didn’t just dabble in microcredentials—it built them into its entire education system back in 2018. That means these bite-sized qualifications are:

• Industry-approved (no fluff, real job value)

• Assessment-based (you actually have to prove you learned something)

• Stackable (earn multiple, build toward a bigger qualification)

By baking them into its national framework, New Zealand ensured microcredentials are respected and useful—not just digital participation trophies.

Europe: Trying to Make Microcredentials the New Euro

The European Commission is working on making microcredentials transferable across EU countries, so a credential earned in Spain holds weight in Germany, France, or anywhere else. Think of it as a passport for learning, giving workers more mobility and reducing the hassle of proving their skills across borders.

The goal? Positioning microcredentials as respected complement, supplement, or replacement for degrees for some kinds of learners.

Australia: Letting Employers Call the Shots

Australia is all about practical skills, so it’s no surprise their microcredential system is industry-driven. Employers say what skills are needed, training providers create the programs, and learners can browse options on MicroCred Seeker—a platform that allows lifelong learners to compare courses based on price, employer demand, and career impact.

If there’s a skills gap—say, in cybersecurity, AI, or construction—Australia doesn’t wait for universities to catch up. They create microcredentials to fill the gap fast.

Canada: Government-Funded & Future-Focused

Canada is taking the "let’s actually pay for this" approach. Programs like Quick Train Canada offer free microcredential courses in strategic sectors of the economy, like clean energy, healthcare, and skilled trades, helping people gain in-demand skills without financial or logistical barriers.

Instead of waiting for people to maybe enroll in training, Canada is incentivizing expansion of their skills-based ecosystem by funding programs that lead directly to jobs.

United States: The Wild West

The U.S. doesn’t have a national microcredential strategy—it’s a choose-your-own-adventure model. Big players like Google, IBM, and Microsoft are handing out microcredentials that act as fast tracks to well-paying jobs, while workforce platforms like SmartResume and Credly are helping employers recognize, elevate, and celebrate skills-based credentials while helping employers make sense of them.

The result? Some companies love them, some ignore them, and some don’t know what to do with them—but momentum is growing, especially in tech, healthcare, and business.

What This Means for the Future of Work

Microcredentials are the Netflix binge of learning—quick, targeted, and perfect for when you don’t need the whole degree, just the best parts. Around the world:

• New Zealand made them official

• Europe is creating cross-border recognition

• Australia is letting industries take the lead

• Canada is funding workforce-driven training

• The U.S. is seeing rapid institutional and employer adoption (but no central system yet)

No matter the model, one thing is clear: microcredentials aren’t just a trend—they’re the future of workforce development. If you’re an employer, educator, or job seeker, the best time to start paying attention was yesterday and the second best is right now.

KNOW YOUR RIGHTS

⚠️ Yes, You Can (Still) Advocate for Skills & Equity—Here's How

Excited for the upcoming Skills Summit, but a little anxious about recent Executive Orders and federal actions affecting your participation?

You're not alone—and the community’s got your back.

National Skills Coalition is hosting a timely, essential webinar with legal expert Allen Mattison of Trister, Ross, Schadler & Gold PLLC. Allen specializes in helping nonprofits and advocates stay legally compliant while actively engaging policymakers.

This webinar will cover:

✅ What recent federal actions mean for attending or participating in advocacy events, including the Skills Summit.

✅ How to confidently navigate diversity, equity, and inclusion (DEI) topics in policy discussions.

✅ Practical tips on mitigating risks while maximizing your advocacy impact.

Join today’s webinar for clarity, confidence, and compliance:

📅 Tuesday, April 1

🕒 3:00 PM ET

👉 Reserve your spot and advocate worry-free.

VOCABULARY

Skills-based hiring

noun

A hiring approach that prioritizes what a candidate can do over where they went to school. Instead of using degrees as a proxy for talent, employers assess practical skills, experience, and problem-solving ability—especially in fast-changing fields like tech and healthcare.

The shift gained traction post-pandemic, as employers grappled with talent shortages and rapidly evolving job requirements. By focusing on capabilities over credentials, skills-based hiring opens doors for nontraditional candidates and helps companies fill roles with the right talent, not just the right pedigree.

🧐Thania’s translation: “Remember how celebrity parents were bribing their kids’ way into top college? Or that one friend who coasted into a big tech job thanks to their Ivy League degree—not because they were the best, but because they had the right zip code and last name? Skills-based hiring flips that script. It helps level the playing field so people get hired for what they can do, not just where they’ve been.”

☕️ Robert gives you the scoop: “Skills-based hiring challenges outdated learning, recognition, and hiring norms. It’s not anti-degree—it’s pro-ability. This approach recognizes all the ways people learn and apply skills, from classrooms to kitchens to community projects. It’s how we get the right people in the right roles, faster—and finally give credit where it’s due.”

Improve your skill-based hiring vocabulary at Learn & Work Ecosystem Library.  Search by topic | glossary.

BY THE NUMBERS

INDUSTRY INSIDER

Meet Chioma Aso-Hernandez

Chioma is a seasoned UX Researcher and anthropologist with experience in user research, design, and product development across multiple industries. She is passionate about the interplay between design, identity, and technology, utilizing inclusive design to create impactful, meaningful, and accessible digital experiences for all.

We’re huge on networking and connection at Skills Scoop. Each week, we want to feature professionals at all stages of their journey to foster a community where everyone can learn, share, and grow together. Want to be in the spotlight or know someone who should? Fill out this form and let’s make it happen!

JOB OPPORTUNITIES

🔔 Open Roles

Here’s a list of open positions in the industry:

• Manager, Implementation and Project Management @ Per Scholas - Remote

• Director, Programs (Widening Pathways to Work) @ SHRM - Alexandria, VA

• Director, Marketing and Ops Strategy @ Risepoint - Remote

• Senior Director of Strategy and Growth @ Rocketship Public Schools - Remote

• Sr. Manager, Partner Education and Events @ Ashby - Remote

👩🏻‍💻Have a job you’d like to share? Submit your open role here. 

FOR FUN’SIES

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