What are job credentials?

Job credentials are documents, certificates, or licenses that show a person has achieved a certain level of skill, knowledge or professional competence. These credentials help employers identify which applicants are qualified for a role, especially when emphasizing skills-first hiring practices. Credentials come in many forms: formal degrees, trade certifications, licences, digital badges, microcredentials, and industry-recognized qualifications. While some jobs require formal education, others rely more on hands-on experience or specific certifications. For example, a software developer might earn a microcredential from an online coding boot camp, while an electrician needs a Red Seal Trade Certificate. Because many talented candidates follow non-traditional career paths, understanding the full range of credentials can help employers expand their talent pool.

Recognizing alternative qualifications can allow you to connect with skilled individuals who may not have a university degree but have demonstrated practical expertise or have earned credentials relevant to their trade or profession.

What is skills-first hiring?

Skills-first hiring is an approach that centres on a candidate’s abilities rather than their job titles or formal education. Instead of filtering applicants by degrees or past employers, this method focuses on the skills needed to succeed in the role, whether applicants gained those skills through work, training, or other life experience. For example:

• Instead of requiring a marketing degree, you might look for candidates with experience managing social media accounts, writing ad copy or analyzing campaign results.
• For a customer support role, you could prioritize communication and problem-solving skills over previous call centre experience.
• In tech roles, you might accept a coding boot camp certificate or project portfolio as proof of ability, even if the candidate doesn’t hold a computer science degree.

Why job credentials matter in skills-first hiring

When hiring based on skills, credentials can act as signals rather than requirements. A microcredential in project management, a safety licence or a software certification might confirm that a candidate already has the skills you need. Credentials for job applications can also offer insight into a candidate’s motivation, commitment to learning or professional development. This doesn’t mean every role requires a long list of credentials. But relevant certifications or licences may be critical if you’re hiring for technical, safety-sensitive or regulated positions. You might use job credentials as part of a more holistic screening process, looking at experience, demonstrated skills and values alongside formal qualifications.

Job credentials examples

If you’re unsure what to look for, here are some common job credential examples across different industries:

• Certifications: Project Management Professional (PMP), Certified Engineering Technologist (CET), WHMIS, Smart Serve
• Licences: Red Seal Trades Certificate, AZ/DZ Driver’s Licence, real estate licence, food handler’s certificate
• Microcredentials: Digital marketing badges, AI training modules, software boot camps, first aid training
• Academic credentials: Diplomas, college degrees, bachelor’s or master’s degrees
• Memberships or designations: CPA (Chartered Professional Accountant), RPN (Registered Practical Nurse), HRPA registration
• Transportation of Dangerous Goods (TDG): Often required in logistics, warehousing, or industrial jobs
• Fall Protection Certification: Typically mandatory in construction and industrial settings
• Forklift Operator Certification: Commonly required in warehouse and manufacturing roles
• Mental health first aid: Increasingly recognized in healthcare, education, and HR
• Occupational health and safety certification: A common requirement for supervisory and safety-sensitive roles

These credentials might validate specialized knowledge, safety training, regulatory compliance or software proficiency. Depending on the role, you could prioritize practical certifications over formal degrees, especially when skills are more important than academics.

How to integrate credential verification into your hiring workflow

Verifying job credentials might sound tedious, but it can help you avoid costly hiring mistakes. Fake or expired qualifications can slip through if you don’t have a system in place. Here’s how to make verification efficient and reliable:

Build verification into your process early

Include credential verification as part of your initial screening or right after identifying promising candidates. This strategy can help eliminate unqualified applicants faster and keep your hiring pipeline lean.

Use trusted online databases and registries

Many professional certifications and licences are logged in official databases. For example, you can typically verify Red Seal trade certifications, CPA memberships or nursing licences through their respective regulatory bodies’ websites. Having a list of go-to verification sites saves time and adds confidence.

Ask candidates to provide verifiable documentation

Request clear, up-to-date copies of certificates, licences or digital badges directly from candidates. Digital credentials often come with verification links or QR codes you can scan to confirm authenticity instantly.

Contact issuing organizations if needed

If you have any doubts about a credential’s validity, contact the issuing body. Many organizations have HR support teams ready to confirm if a certificate or license is current and valid. This extra step can prevent hiring someone based on forged documents.

Automate where possible

Some applicant tracking systems or hiring platforms offer credential verification integrations or plugins. These tools can cross-check submitted qualifications against official records automatically, saving your team time and reducing human error.

Document and standardize your verification steps

Create a clear checklist or protocol for your hiring team to follow. This strategy can keep everyone aligned on which credentials to verify, how to do it and what to do if discrepancies arise.

Balance verification with inclusivity

Use verification as one part of a holistic skills-first approach. If a candidate lacks a formal credential but can prove equivalent experience or skills, consider how to weigh that fairly alongside verified qualifications.

Using Screener Questions to assess credentials

Indeed offers built-in Screener Questions you can add to job postings to help filter applicants based on qualifications. You might use this feature to ask if a candidate holds a required licence, certification or credential, such as a forklift licence or CPR certification. This gives you an easy, scalable way to assess key requirements early in the hiring process. Screener Questions typically work best when aligned with essential, not ideal, criteria. Over-filtering can narrow your pool too quickly. Try focusing on must-have credentials that reflect the core needs of the job, and leave room for candidates to stand out through experience or transferable skills.

How to evaluate credentials fairly and effectively

When reviewing job applications, credentials might signal baseline competency, but they don’t tell the whole story. Using a fair approach allows you to maintain standards without limiting your hiring pool to only one type of candidate. To keep your process inclusive and skill-focused, you might consider these tips:

• Verify the relevance. Look at how the credential connects to the role. A Google Analytics certificate might matter more than a general business degree for a marketing role.
• Assess the level of rigour. Some certifications are earned through extensive testing or coursework. Others may only require a short module. Understanding the differences can help you compare candidates fairly.
• Review recency and renewal. Some credentials expire or require regular renewal. A first aid certificate earned six years ago may not meet current standards.
• Stay open to alternatives. Not every qualified candidate will have the exact credentials listed. You might see equivalent experience, related training or a different, but still valid, pathway.

Credentials vs. experience: What matters more?

In many cases, experience can be just as important as a credential. For example, a candidate who has built multiple websites might be just as skilled as someone with a coding boot camp certificate. A caregiver with years of hands-on support may offer just as much value as someone with a diploma in social services. Still, some credentials exist to protect health, safety or legal compliance, like Red Cross CPR training, electrical trade licensing or food handling certificates. In these cases, it makes sense to request documentation. A skills-first hiring strategy allows you to see the value in both pathways. Candidates can show up with either formal proof or proven experience, and both deserve a fair look.

Balancing credentials with soft skills and cultural fit

Credentials show what a candidate can do, but soft skills and cultural fit can reveal how they’ll thrive in your team. Things like communication, adaptability, teamwork and attitude often make or break a hire. Someone might have all the certifications in the world, but if they can’t connect with colleagues or handle stress, they may not be a good fit. Consider integrating credential evaluation with behavioural assessments and culture-fit questions. Look for signs that candidates align with your company’s values and tone. How do they approach challenges? Can they collaborate smoothly? Are they motivated to grow? These insights often come from interviews, work samples or situational tests, not just paper credentials.

Striking this balance also means giving soft skills their due weight in hiring decisions. When you combine verified qualifications with a candidate’s personality and work style, you can get a fuller picture and build a team that’s not only skilled but also cohesive, motivated and ready to meet goals together.

Making your job postings credential-inclusive

When writing job postings, your language around credentials can invite or exclude potential applicants. Here are some ways to keep things inclusive:

• Use phrasing like preferred or asset instead of required when a credential isn’t legally or safety-mandated.
• List examples of accepted credentials, but remain open to equivalents.
• Clarify which credentials are essential and which are nice to have.
• Consider offering training for specific credentials post-hire if possible.
• Highlight transferable skills or experience that could meet the same need as a credential, especially for roles where formal qualifications are not the only way to succeed.

This approach can encourage applications from people with non-traditional backgrounds and help build a more diverse, capable team.

Job credentials can help validate key qualifications. By combining credential checks with skills assessments, screener questions, and inclusive language, you can uncover top talent that might otherwise get overlooked. Whether recruiting for a technical role, a people-facing position or a safety-sensitive job, the right approach to credentials supports fair, informed, and effective hiring.

Job credentials FAQs

Why are job credentials necessary in the hiring process?

Job credentials can confirm that a candidate has the qualifications or training needed for the role. They may show someone has met industry standards, completed relevant coursework or gained knowledge in a specific area. While credentials alone don’t determine ability, they can add helpful context when reviewing applications, especially for technical, regulated or safety-sensitive roles. Including them in a skills-based hiring process can support more informed, confident decision making.

How do job credentials impact equity in hiring?

Job credentials can support fair hiring practices when used with care. Some candidates gain skills in other ways, such as community programs, self-directed learning or on-the-job experience. When employers recognize a wider range of credentials, including microcredentials or non-traditional certifications, it may help reduce bias and increase access to opportunity. This approach can lead to more inclusive hiring while still identifying qualified talent.

Can I assess job credentials on Indeed?

Yes. Indeed’s Screener Questions allow you to ask applicants directly about licences, certifications or other qualifications as part of your job posting. For example, you might include a question asking whether candidates hold a valid forklift licence, CPR certification, or Google Ads credential. This process can help you quickly identify candidates who meet baseline requirements, especially for safety-sensitive or regulated roles. To keep your process inclusive, try to focus Screener Questions on essential credentials while allowing other parts of the application, like experience or work samples, to show a fuller picture of the candidate.

How can employers support employees in earning credentials after hiring?

Offering training budgets, paid study leave or partnerships with educational providers can help employees earn certifications relevant to their roles. Supporting ongoing learning can boost retention, motivation and keep your workforce competitive. Consider subsidizing microcredentials or workshops that align with your company’s goals.

What role do digital badges and microcredentials play in modern hiring?

Digital badges and microcredentials are becoming more popular as proof of skills and competencies. They’re often issued by industry groups, online courses or professional organizations and can be shared easily online. For employers, they offer quick verification of specific abilities without requiring lengthy degrees, especially in tech, marketing and emerging fields.