2025
State of
Credentialing
Report
Introduction
A word from our CEO
The learning and work landscape is shifting fast. AI is redefining job requirements, skills shortages are forcing new approaches to sourcing talent, and the sheer volume of credentials in the market makes it harder than ever to know which ones truly signal ability. For credentialing leaders, this environment means your program’s value will increasingly be judged by how visible and trusted your credentials are in the hiring process.
Our latest State of Credentialing research shows just how urgent this need has become:
- 91% of employers actively look for digital credentials when reviewing candidates.
- 86% say they would be more likely to interview someone with a digital credential proving a key skill.
- 63% have hired a candidate, at least in part, because of a digital credential.
Yet only 46% regularly see digital credentials in applications.
That gap between employer demand and credential visibility represents one of the biggest opportunities for credential issuers today. Those who close it — by creating credentials employers trust and value, guiding learners to share them, and measuring their real-world impact — will be best positioned to lead.
This report is designed to give you a clear, evidence-based roadmap for doing exactly that. Last year's report examined issuers and learners. This year, it turns to issuers and employers — giving you an even sharper view of what it takes to run a program that delivers outcomes for all your stakeholders.
Your moment is now. The programs that act first will not only set the standard everyone else has to follow, but also capture the visibility, trust, and growth that others will struggle to catch up to.
Danny King
Accredible
Introduction
A word from our CEO
The learning and work landscape is shifting fast. AI is redefining job requirements, skills shortages are forcing new approaches to sourcing talent, and the sheer volume of credentials in the market makes it harder than ever to know which ones truly signal ability. For credentialing leaders, this environment means your program’s value will increasingly be judged by how visible and trusted your credentials are in the hiring process.
Our latest State of Credentialing research shows just how urgent this need has become:
- 91% of employers actively look for digital credentials when reviewing candidates.
- 86% say they would be more likely to interview someone with a digital credential proving a key skill.
- 63% have hired a candidate, at least in part, because of a digital credential.
Yet only 46% regularly see digital credentials in applications.
That gap between employer demand and credential visibility represents one of the biggest opportunities for credential issuers today. Those who close it — by creating credentials employers trust and value, guiding learners to share them, and measuring their real-world impact — will be best positioned to lead.
This report is designed to give you a clear, evidence-based roadmap for doing exactly that. Last year's report examined issuers and learners. This year, it turns to issuers and employers — giving you an even sharper view of what it takes to run a program that delivers outcomes for all your stakeholders.
Your moment is now. The programs that act first will not only set the standard everyone else has to follow, but also capture the visibility, trust, and growth that others will struggle to catch up to.
— Danny King, CEO and co-founder, Accredible
Methodology
The “2025 State of Credentialing” report is based on two surveys conducted in the spring of 2025: one survey of 502 HR and recruiting leaders who are involved in hiring decisions, and a second survey of 175 education and training leaders who work for organizations that issue credentials (i.e., certificates and/or badges) as part of their learning or certification programs.
A note about “successful issuers” As we did in our 2024 report, we asked credential issuers to self-assess their program success so we can understand what successful issuers do differently from their peers. This year, 56% consider their programs extremely or very successful. This group is referred to as “successful issuers” throughout the report.
To view a detailed breakdown of both survey groups, see the Appendix.
Executive Summary
Hiring needs verifiable proof
84% of HR and talent leaders have suspected or encountered misrepresented skills or experience on resumes. Digital credentials can close the trust gap — but only if designed with rigor.
Employers are looking, but not finding
Digital credentials are now part of hiring workflows: 91% of HR and talent leaders look for them, and 86% say they increase the likelihood of an interview. But only 46% say they regularly see them on resumes.
Learners aren't the problem — guidance is
HR and talent leaders are eager to use credentials to make hiring decisions, but learners don’t always share them effectively. Closing this visibility gap requires stronger guidance and support from issuers.
What's inside a credential matters
Most HR and talent leaders click to view credentials, but a third still feel unsure how to interpret them. Metadata, issuer identity, and assessment details give them meaning.
Technical integration is the next frontier
Employers want credentials to fit into their workflows. That means integrations with hiring tools, clear formatting, and alignment with job frameworks.
Career support goes beyond the badge
HR and talent leaders want access to directories of credentialed learners. Learners need more help navigating next steps. Few issuers offer this support today.
Successful issuers play differently
With 93% of credentialing programs planning changes in the next year, understanding what high-performing programs do differently has never been more important. The best teams use frameworks, track the full learner journey, and connect credentialing to both outcomes and leadership strategy.
The path ahead: Turning insight into action
Learn how to turn the insights from this research into action.
Hiring needs verifiable proof
Hiring decisions rely on qualifications, but employers say they can’t always trust them. See why proof of skills has become the new hiring priority.
