The Great Resignation is upon us. Talent is in short supply, and business leaders are finding it extremely challenging to fill vacancies. The problem isn’t simply a matter of headcount. According to a recent study, 95 percent of executives say they are having trouble finding potential new hires with the skills requisite for success. This issue is causing many hiring managers to rethink the way they go about recruiting, on boarding, and training. Traditional indicators of competency are being questioned, and new methodologies are being put into place. This is where microcredentials are becoming more relevant. Microcredentialing is essentially a way for potential new hires to elevate themselves from the pack. If they can demonstrate bite-sized skills, abilities, or experience in highly specific subject areas, recruiters will take notice. “Micro-credentials offer numerous benefits for employees, employers, and organizations of all sizes,” says Kyle Shea, EVP of partnership development at All Campus. “When designed correctly, microcredentials are flexible, portable, and cost-effective to implement. They can help boost employee engagement and support employers by promoting a culture of lifelong learning while providing a map for an employee’s career path.”