Microcredential learners need quality careers and employability support
Providers, industry, and governments have embraced microcredentialing as a solution to the volatility and velocity of changes in labour markets, workplace competencies, and the needs of the 21st century lifelong learner (Oliver, 2019). However, microcredentials do not, in and of themselves, guarantee career or employment success. Seeking a microcredential is one adaptive career behaviour that people might enact in pursuit of their career goals (Lent & Brown, 2013). Similarly, holding a microcredential is one form of employability capital that people might highlight when seeking employment (Tomlinson & Anderson, 2020).
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Kift, S. (2021). Foreword: Future work and learning in a disrupted world: “The Best Chance for All.” Journal of Teaching and Learning for Graduate Employability, 12(1), i–v. doi: 10.21153/jtlge2021vol12no1art1015
Lent, R. W., & Brown, S. D. (2013). Social cognitive model of career self-management: Toward a unifying view of adaptive career behavior across the life span. Journal of Counseling Psychology, 60(4), 557–568. doi: 10.1037/a0033446
Oliver, B. (2019). Making micro-credentials work for learners, employers and providers. Deakin University. https://dteach.deakin.edu.au/2019/08/02/microcredentials/
Oliver, B. (2020). Coursera professional certificates and google career certificates: A snapshot analysis (p. 27). EduBrief. https://www.edubrief.com.au/uploads/4/5/0/5/45053363/coursera_and_google_professional_certificates_analysis_22_october_2020.pdf
Tomlinson, M., & Anderson, V. (2020). Employers and graduates: The mediating role of signals and capitals. Journal of Higher Education Policy and Management. doi: 10.1080/1360080X.2020.1833126