The rise of micro-credentials in continuing education

Learn or be left behind. This is the imperative that’s driving many mid-career (and, increasingly, earlycareer) professionals to gain a competitive advantage in today’s tough employment market through upskilling. 

“Today, artificial intelligence is not a futuristic concept but a mainstream reality reshaping industries and professions,” says Jo-Anne Clarke, dean of Division of Continuing Studies at the University of Victoria (UVic). “Add the complexities of tariffs, geopolitical uncertainty and economic volatility, and it’s clear that both employers and employees are navigating an increasingly dynamic and unpredictable landscape.”

In this context, a person’s initial credentials, degrees or training may not be enough for prospective employers, or for existing employers hiring for a senior role. 

“Employers expect significant skill disruption over the next few years, so professionals who keep learning stay employable, promotable and resilient through cycles,” says Chen Liu, associate dean and business professor at Trinity Western University (TWU). “Upskilling is now a strategy for business continuity as much as for personal growth.”

At the heart of this push to upskill is a demand for accessible and specific courses that help professionals quickly learn new skills. Enter: micro-credentials. “Short, flexible learning formats have long been a staple in continuing education, but the rise of micro-credentials has significantly increased interest,” says Clarke. “Professionals are seeking targeted, immediately applicable skills rather than lengthy, more theoretical programs.”

Micro-credentials are often delivered via career-oriented programs where professionals learn targeted skills and receive a displayable (e.g., on LinkedIn) digital certification upon completion. The B.C. government recognizes both the need and demand for micro-credential upskilling. In 2021, the province created the British Columbia Micro-Credential Framework, followed in 2023 by the Micro-Credential Toolkit for B.C., which supports the standardized development and delivery of these courses to provide transparency for employers and learners. And there is no shortage of options. According to EducationPlannerBC, there are over 250 (and counting) micro-credentials available in B.C. for professionals to enrol in.

“Micro-credentials have gained significant traction among employers who are seeking practical ways to assess job applicants’ skills and support targeted upskilling or reskilling of their teams,” says Clarke. “In some cases, employers are partnering directly with universities to co-design programs aligned with their business needs, ensuring that the credentials carry immediate workplace relevance.” Clarke emphasizes that micro-credentials can vary widely. “A one-day workshop in change management is not equivalent to a 120-hour learning program.”

Still, says Chen Liu, even students enrolled in larger and longer programs are increasingly choosing a blended path. “Professionals mix for-credit programs (MBA/EMBA) with short, skills-focused certificates and micro-credentials,” she says. She also notes that the programs are in part being driven by fears among employers about a growing skills gap. “Leaders report a ‘skills crisis,’ pushing learners toward focused, stackable learning.”

Liu adds that popular upskilling courses at TWU focus on technology, operations, entrepreneurship, people leadership and sustainability. Similar courses are popular in Continuing Studies at UVic, along with soft skills training, equity, diversity and inclusion certificates and hyper-specific training like mapping with drones.

The demand to upskill isn’t necessarily tied to one industry. Liu notes that professionals continuing their education could be working in technology, health care, finance, clean energy or manufacturing. “In our experience, MBA cohorts are largely early- to mid-career professionals, while EMBA cohorts skew mid- to senior-career, often 30s to 40s and older,” she says. “The [age] average has inched upward as more managers return for strategic refreshers and AI/data fluency.”

Clarke notes that her department is seeing growth at both ends of the age spectrum, though mid-career professionals are still the largest age demographic. “With four generations now active in the workforce, it’s not uncommon to find recent graduates, mid-career professionals and even a few retirees re-entering the workforce, all in the same classroom,” she says.

There has also been a notable increase in younger professionals seeking to differentiate themselves early in their careers with targeted, industry-specific knowledge. Later-career professionals in their 50s and 60s are also doing micro-certificates or workshops to stay current, remain engaged and contribute in new ways. “This evolving age distribution reflects a shift toward lifelong learning as a norm,” Clarke says.

In this context, an investment in continued learning, especially in the form of micro-credentials, has become more important than ever before. “Managers increasingly weigh demonstrable skills and industry-aligned certificates alongside degrees,” says Liu, “Companies use badges [and] micro-credentials to validate readiness for stretch roles and leadership programs.”

But the benefits of upskilling also go beyond potential promotion opportunities and increased earning potential. Aside from the quick acquisition of new knowledge and skills, continuing education also offers an expanded network and improved credibility. “Continued education opens doors to leadership roles, cross-functional collaborations and entrepreneurship opportunities,” says Liu. She adds that professionals can also see an immediate impact in the workplace. “The TWU MBA emphasizes applied projects, so learning translates to performance gains now, not ‘someday,’” she says.

Clarke observes that the responsibility for upskilling isn’t solely on the individual. “Reskilling and upskilling the workforce is a shared responsibility,” she says. “In tough economic times, companies often scale back on training, but the current moment demands the opposite. Strategic investment in professional development leads to stronger employee retention, increased productivity and a culture of innovation that is critical today.”

Liu advises professionals navigating a challenging job market or considering further study to start by identifying gaps. “Compare your target roles’ skills to your current toolkit; upskill to close the top three gaps,” she says. Liu adds that professionals should consider pairing a degree for breadth and leadership with short credentials for immediacy.

“From a strategic standpoint, look for credentials that can be stacked or laddered to maximize the return on your time and resources,” adds Clarke. “Also, don’t overlook financial support options.” She points to the StrongerBC Future Skills Grant for B.C. residents over 19 and the B.C. Employer Training Grant for employers as two examples.

“I know the job market is tough right now, particularly for young professionals. Continuing education can help,” Clarke says.