Make sure that the system we’re building supports skills-based hiring
Define success metrics and collect data on impact across all workstreams to answer the key question: How do we know it’s working?
Strengthen employer demand and capacity for LERs
Include key stakeholder groups in the development of compelling value propositions that demonstrate the value of LERs
Economic development — more people accessing good jobs has positive ripple effect on the economy
Increased tax revenue — due to higher employment
Better use of state funds — efficiently matching people to jobs
Data collection — access to accurate information on effective career pathways for the community
Increasing transparency and quality assurance — ensure the community isn’t wasting resources on credentials that aren’t syncing with the labor market
Addressing inequity with real solutions — LERs empower all your constituents to access more, and higher paying, jobs and lifelong learning opportunities
Cost efficiency — cost savings from the improved outcomes of institutional efficiency in admissions and learner mobility
Potential for enrollment growth — expand continuing education programs in particular to support re- and up-skilling.
Admissions — tap into a wider potential student pool with better ability to provide personalized supports based on applicants’ skills and competencies
Serving learners better — By recognizing a wide range of skills and competencies, learners will be able to find and apply for good jobs, thus driving results in accessing opportunities and higher earning potential
Leadership as a learner-centered institution — open up access to quality learning opportunities to more learners by removing artificial barriers to entry and increasing access to economic mobility
Lowering cost to find top talent — opens up access to wider, diverse pool of talent for each role by helping employers both assess a job candidate’s fit for a role and better find and attract potential talent for said roles.
Cost of not changing — show the inefficiencies in current system vs LERs
Lowering cost and time for verification — LERs come verified so you can skip straight to decision making
Opportunity to attract qualified and diverse talent — reputation for leading on DEIB and career
Lowering onboarding and training costs – LERs can be used to customize onboarding plans and streamline how skill gaps are addressed.
Support retention – Encourage employee growth through learning and skills development and attainment, as well as identifying candidates for career advancement with customized upskilling plans.
Increasing economic opportunity — ensuring you have the infrastructure and systems to accelerate opportunity equity
Leadership as DEIB-forward employer — offering employees ownership over their digital identity, and opening up access to jobs and advancement through skills-based hiring and lifelong learning, which attracts top talent
Opportunity to attract qualified and diverse talent — reputation for leading on DEIB and career development leads to swifter access to top talent
Higher earning potential — potential for easier and more effective access to a wider variety of good jobs (fair pay, progression prospects, etc.) and overcome traditional systemic hurdles
Smarter, quicker access opportunities — a potentially simpler, intuitive user experience that makes it easier for someone to apply for jobs, learning opportunities, benefits, unemployment insurance, etc.
Controlling your data / digital identity — take control of your learning and earning information (e.g. akin to turning off location tracker on your phone; managing cookies as you browse the internet, etc.)
Discovering greater opportunities — understanding your experience through the skills lens may allow you to expand your potential learning and earning choices and ambitions
Market leadership — provide an innovative solution that will shift the workforce into a new era and open up new markets (e.g. verifiable credentials, cryptographic proofs)
Increasing economic opportunity — be a part of creating the infrastructure and systems that will accelerate solutions adoption
Championing DEIB (Diversity, Equity, Inclusion and Belonging) — sit at the heart of practical, yet paradigm-shifting solutions that empower diverse talent to access both quality jobs and higher earning potential