From Cooks to CEOs: Celebrating the Impact of Women in Hospitality

For over a century, March 8th has been observed as a special day for women across the globe. International Women’s Day is a celebration of the social, economic, cultural, and political achievements of women.  Women have made significant impact across all industries including hospitality, where they played a pivotal role in the shaping of how we run hotels and restaurants in the today.  

The earliest records of women in the hospitality industry date back to the medieval era when women were responsible for managing inns and guesthouses. These establishments were often situated along popular trade routes and served as a place for travelers to rest, eat, and find shelter.

medieval women working at an inn  
Women in medieval times were responsible for cooking, cleaning, and providing a safe and comfortable environment for their guests. Many of these women were widows or unmarried, and the hospitality industry provided them with a means of earning a livelihood and supporting themselves.

During the 18th and 19th centuries, as travel became more popular, the demand for hotels and other accommodations increased. Women continued to play a crucial role in the hospitality industry, managing and operating hotels and guesthouses. In many cases, women’s management of these establishments was more successful than men’s, as they often had a better understanding of the needs and preferences of their guests.

Madame de Pompadour portrait  
In the 18th century, Madame de Pompadour, mistress of King Louis XV of France, set the standard for luxury hospitality. She was known for her impeccable taste in decor and her passion for hosting elaborate parties, which attracted high society to her chateau.

In the early 20th century, Cesar Ritz, a Swiss hotelier, established the Ritz-Carlton hotel chain, and it was his wife, Marie Louise Ritz, who played a crucial role in the management and success of the hotels. She oversaw the daily operations, ensuring that every guest had a memorable experience.

Rosa Lewis & Cavendish Hotel in 1890s 
Another prominent figure in the hospitality industry during the late 19th and early 20th centuries, Rosa Lewis was known as the “Queen of Cooks”. She was the owner of The Cavendish Hotel, located in the exclusive Mayfair district of London. She transformed the hotel into a luxurious and exclusive destination for the rich and famous, attracting guests such as Edward VII, Winston Churchill, and Charlie Chaplin. Lewis was known for her attention to detail and her exquisite taste, and she was renowned for her culinary skills and ability to create extravagant meals for her guests.

During the mid-20th century, women started breaking barriers and entering leadership roles in the hospitality industry. One such woman was Alice Marriott, who, along with her husband, founded the Marriott hotel chain. She was instrumental in the development and expansion of the chain, and her contributions helped make it one of the largest hotel chains in the world.

important women who have made difference in hospitality 
In recent times, women have continued to make strides in the hospitality industry. In 2004, the Four Seasons Hotel in New York appointed its first female executive chef, Carme Ruscalleda, who became the first woman to earn three Michelin stars. In 2012, the French chef Anne-Sophie Pic became the first woman in over 50 years to earn three Michelin stars for her restaurant in Valence, France. In 2010, Kathleen Taylor became the CEO of Four Seasons Hotels and Resorts and led this global hospitality company until 2013.

Women have played a vital role in shaping the industry, bringing their creativity, innovation, and passion for hospitality to the forefront. As we celebrate International Women’s Day, let us remember and honor the contributions of these remarkable women who have paved the way for the next generation of leaders in the hospitality industry.

Making a Living: The Benefits of a Livable Wage for Workers and Businesses

Over the past year, consumer inflation has steadily increased due to challenges to the supply chain, political issues and increasing consumer demand in some areas. Though inflation is starting to decelerate, workers are still experiencing high costs across all major areas including housing, food and transportation. This is compounded by wages that have not kept up with the rising costs.  In Ontario, minimum wage is $15.50, which is only $2,687 per month or $32,240 per year.

In recent years, there has been a growing movement calling for the implementation of a living wage. A living wage is not the same as the minimum wage. The living wage reflects what people need to earn to cover the actual costs of living in their community, and draws on community-specific data to determine the expenses.  In GTA/Toronto, a living wage is $23.15 and in Ottawa it is $19.60. There are numerous benefits for both workers and businesses who implement a living wage including:

Improved Employee Retention
When workers are paid a fair wage, they are more likely to be satisfied with their jobs and less likely to seek employment elsewhere. This means a business can reduce the costs associated with employee turnover, such as recruitment, training and lost productivity.

Increased Productivity
Another benefit of paying a living wage is that it can lead to increased productivity. When workers are paid a fair wage, they are more likely to be motivated and engaged in their work. This can lead to higher levels of productivity, as workers are more likely to take pride in their work and go above and beyond to deliver quality service.

Improved Customer Satisfaction
When workers are paid a living wage, they are more likely to be happy and satisfied with their jobs. This can lead to improved customer satisfaction, as workers are more likely to provide excellent customer service and go the extra mile to ensure that customers are satisfied with their experience.

Better Workplace Culture & Employee Morale
Many employees who work at positions that pay the lowest are more likely to be women, newcomers and marginalized groups in our communities. To make ends meet, they often have to work longer hours or take on second jobs. This can be physically and mentally exhausting.

Though there are many benefits to paying living wage, there are also some challenges:

Increased Labor Costs
One of the main concerns about paying a living wage is that it can lead to increased labor costs for businesses. This can be especially challenging for small businesses, which may not have the financial resources to absorb these additional costs.

Potential for Increased Prices
In order to offset the increased labor costs associated with paying a living wage, many businesses may need to raise their prices in order to remain viable. This could potentially lead to decreased demand, as customers may be unwilling or unable to pay the higher prices.

Demand for higher skilled workforce
With the increase in labor costs that would come from offering a living wage, many businesses will demand more experienced workers to justify the increased costs. This could make it more challenging for those new to the workforce and/ or with little experience to get a job.

While there are certainly challenges associated with paying a living wage in particular those in industries with smaller margins like hospitality, the benefits are numerous. By improving employee retention, increasing productivity, and improving customer satisfaction, paying a living wage can ultimately lead to a more successful and sustainable business in the long run.

Employee Appreciation Day – March 3rd 2023

In 1995, Dr. Bob Nelson —a founding member of Recognition Professionals International, started an annual Employee Appreciation Day on the first Friday of March. It was initially developed to celebrate the launch of his book 1,001 Ways to Reward Employees, yet continued to become an annual reminder to managers everywhere of the importance of thanking their employees.

There are many benefits to employers for investing in formal and informal employee recognition programs and actions. When employees feel valued, they’re more engaged, motivated, and likely to go the extra mile for their manager. The Best Western Hotel was part of a study that showed correlation between Hotel employee engagement and guest satisfaction.

This year, Employee Appreciation Day is on March 3rd, and it’s a great opportunity for employers to let their staff know they appreciate the dedication and hard work of their employees. There are many ways managers can show their appreciation to their employees including:

Socialize & Have Fun
Host a team Happy hour or party. Happy hours provide a relaxed atmosphere that can encourage positive staff interactions. They allow team members to reduce stress and can contribute to positive company culture. Play games and encourage employees to get know each other on a more personal way.

Give a small gift or bonus
A small gift or bonus can go a long way in showing appreciation for employees’ hard work and dedication. This can include things like gift cards, company swag, or bonus. It doesn’t have to be a large sum of money or a lavish gift, but a small gesture can make employees feel appreciated.

Share Treats or Host a Lunch
Many cultures see the sharing of food as a way to connect and bond. Managers can provide treats or host a breakfast or lunch. If employees are remote, you can send a gift card so that they can order a meal or treat.

Send a personalized postcard or letter
A personalized postcard or letter can be a thoughtful way to show appreciation for an employee’s hard work. It can be a simple message of gratitude, highlighting specific accomplishments or contributions. This can make employees feel valued and recognized for their efforts.

Show appreciation on website or social media
A little more personal and time consuming, but a great demonstration of appreciation is for a manager to write a LinkedIn recommendation that then an employee can highlight on their profile in the future. Employers can also post recognition messages about teams or individuals across all their social media channels.

Let employees explore passions
When managers show awareness and support of their employees’ lives outside of work, this can really deepen the relationship between a leader and their staff. This can include things like providing opportunities for continuing education like micro-credentials or allowing employees to take time off to pursue a personal project or hobby.

Donate to favourite charity or volunteer together
Depending on the type of business you are in or the types of employees you have, they may be very passionate about particular charities. Matching employees’ donation can encourage team bonding and shows you are aware of their passions.

There are many more ways to show employees that they are appreciated, some with minimal cost or time and some requiring more of an investment. Check out are other blog posts about retention and employee satisfaction that include infographics, to learn more about way more ways to improve the engagement and dedication of employees.

Retention is easier than recruitment: Tips for boosting employee satisfaction

During the week of February 13th 2023, there were 1870 cook jobs listed in Ontario. (Canada Job Bank) With an unemployment rate 5.2%, this means many hospitality employers are looking for workers from a limited number of experienced or available candidates. With this type of job market, employers should consider how to keep their current employees from leaving.

Retaining employees has more benefits than just keeping recruitment costs down. Studies show that engaged employees are more productive and promote an overall more positive work environment. Additionally, companies who are known for having an engaged workforce are more likely to be seen as an employer of choice, attracting high calibre candidates for open positions.

There are many ways an employer can engage their workforce and improve employee satisfaction, here are 4 areas that can make a significant impact:

Recognize good work
One of the most important ways to appreciate restaurant employees is by recognizing good work. It is important to acknowledge the hard work and effort of your employees, whether it is through verbal recognition, written appreciation notes or public recognition in meetings. Acknowledging employees’ accomplishments creates a positive work culture, boosts morale and encourages employees to continue performing well.

– Weekly Awards to celebrate great customer service or employees who demonstrate your business’ values
– Monthly Email to all employees recapping all the weekly winners, plus a monthly draw for a small prize

Provide benefits and perks
Providing employee benefits and perks is another way to appreciate restaurant employees. Offering benefits such as health benefits and paid time off shows that you value your employees and their well-being. Additionally, perks such as free or discounted meals, flexible scheduling and training opportunities can go a long way in making employees feel appreciated and valued.

Give all employees a monthly credit to spend on food at the restaurant
– Allow employees to come into restaurant with friends and family at a discount
– Offer paid time off to employees who work during high peak periods, like holidays

Celebrate milestones and achievements
Let’s face it, recognizing someone’s milestones and achievements is not only meaningful, but it’s also a great way to show your appreciation. Whether it’s an employees’ birthday, work anniversary, or they nailed a notable accomplishment, it’s the perfect opportunity to give them a shout out. Since the tenure in restaurant workers is lower, consider celebrating 3month, 6month and 1-year anniversaries as a way to keep new staff engaged and committed.

– Every month hold full staff meetings and call out employees who have reached major milestones or accomplishments
– Expand your work anniversary program to include recognition for 3months, 6months and 9months

Train & Support Supervisors & Managers
Supervisors are the backbone of any organization, responsible for managing the day-to-day activities of employees and therefore have a high influence on their contentment and engagement. This is why it’s critical to ensure they know and support the values and culture of your workplace. When supervisors are supported, they are better equipped to build positive relationships with their team members, provide feedback and recognition, and create a positive work environment. This, in turn, can lead to increased employee engagement and better business outcomes.

– Provide training to supervisors /managers so that they understand your company values and best practices in employee engagement
– Host meeting with supervisors and brainstorm ideas to improve engagement across all employees

Showing appreciation to employees is crucial for building a positive work environment and retaining top talent. By saying “thank you”, celebrating milestones, providing perks and benefits, and creating a positive work environment, you can show your employees that you value and appreciate their contributions to your business.

Tips for boosting employee satisfaction infographic

Human Resources 4.0 : How Blockchain is going to change everything

As we take our first few steps into 2023, many businesses are setting goals and looking ahead at trends that may help them meet their targets. One of these trends is blockchain, which has been growing in popularity with the rise of cryptocurrency and NFTs. According to Gartner, blockchain will generate $3.1 trillion in business value by 2030.

Though most people associate blockchain technology with bitcoin or cryptocurrency, it has practical applications within industries such as contract management, supply chain, cyber security and healthcare. It is also becoming the foundation for web 3.0, the next generation of the web, in which most users will be connected via a decentralized network.

Sounds complicated – What is blockchain anyways?

According to Gartner, “blockchain makes it possible for two or more people, businesses, or computers that may or may not know each other to exchange value in digital environments without having an intermediary like a bank or institution between them validating and protecting the transaction.”

However, what really matters is not the technology itself, but what it can deliver. Blockchain enables digital information to be recorded and distributed, but not edited. In this way, a blockchain is the foundation for ledgers, or records of transactions that cannot be altered, deleted, or destroyed. This decentralized approach is more secure and takes away the need for third party validation, which is more efficient.

In the field of Human Resources use case for blockchain is growing, and its implications will be profound. Blockchain technology offers benefits and efficiencies to how we recruit, hire and pay employees. Currently, this technology is making inroads in standardizing and automating processes such as payroll, employment contracting, and employment reference checks. As technology evolves, it will permeate all aspects of HR.

Early Impacts of Blockchain on Human Resources

Blockchain is being used to support Human Resource related functions in some organization. These early HR use cases offers a glimpse into the future of Blockchain in HR:

Employment History/ Background Checks
Recent research has shown that 78% of job seekers lie on their resumes, with 45% saying the misrepresentations were moderate. This means HR recruiters need to spend time validating someone’s resume or potentially risk hiring someone without the right qualifications. Being able to verify a candidate’s identity, work experience, and education in real time would free up HR recruiters’ time and allow them to focus on more strategic goals.

Blockchain’s decentralized approach is already being used by some employers and educational institutions to issue “tokens” that validate that a candidate has completed a degree, micro-credential or worked in a particular role for a period of time. Candidates can include these tokens on their resume and prospective employers can trust that they have the skills and knowledge that they are claiming because it’s part of a blockchain.

Employee “Smart” Contracts
Other industries, including insurance and real estate have recognized the efficiency and security that Blockchain can bring to contracting. Finalizing a contract often involves verification or signatures that can add time and security gaps to the process. A “smart” contract is an automated contract hosted on a blockchain. They are set up to automatically execute when certain conditions have been fulfilled, removing the need for manual intervention to process anything: Once they’re set up, they administer themselves. This is already being leveraged by organizations to hire and pay contract workers, so that once the project is marked complete, the funds would be automatically released to the worker.

Payroll & Benefits
Similar to “smart” employment contracts, payroll and benefits administration can become more efficient and secure by leveraging Blockchain technology. Blockchain makes it possible for workers to be paid automatically thanks to a code that will determine what happens to the money once certain conditions are established and fulfilled. The distribution of wages can happen instantly, accurately and with no risk of delays or fraud locally and globally.

Blockchain-driven payroll has been in use for a few years to automate and simplify paying distributed employees such as cross border contractors, contract and short-term remote or gig workers. Blockchain technologies address payroll administration complexities with international employees and overcome systems verification and banking challenges. Blockchain verifies that contractors have met contractual obligations and triggers the release of payment funds securely and efficiently.
Early days doesn’t mean wait

Blockchain technology is exciting but also intimidating to many business owners because of its complexity. Often, the impulse is to wait and see is our default before adoption becomes inevitable. However, given the rapid development of Blockchain usage across all aspects of business operations it is only a matter of time before it becomes the new standard on how businesses recruit, hire and pay employees. That’s why it’s important to stay informed on the upcoming trends and technology within hospitality and the business world at large.

Stay tuned for more articles about the future of Blockchain within the Hospitality industry – Sign up for our Linkedin Newsletter here!

Disability cannot be spelt without ABILITY

Why tapping into this pool of talent is the best idea for your organization

People with disabilities are often overlooked when it comes to hiring. This is unfortunate because they bring unique perspectives and ideas that can improve your business.

Research shows that people with disabilities are more likely to be hired if they have positive experiences applying for jobs compared to their non-disabled peers. But there are still challenges standing in the way of full employment for this population.

People with disabilities face challenges when job hunting

People with disabilities are also more likely to be unemployed longer than other groups. People with severe mental illness face even greater challenges in finding employment: they’re twice as likely as everyone else not only to be unemployed but also underemployed when they do find work.

This pattern persists despite the fact that having a disability has no bearing on productivity levels or attendance rates at work. In fact, studies show that employees who have had some kind of injury or illness tend toward higher job satisfaction and commitment than those who haven’t had such experiences!

Businesses are missing out on talent

Why is this happening? There are a variety of factors that contribute to a person’s ability to find work. The most obvious one is a lack of education: people with disabilities are almost twice as likely as those without them to have less than a high school diploma. However, even when you look at those who do have higher levels of education, the gap persists.

There is also a degree of fear with employers about the costs and time required to accommodate someone with a disability. Many assume that it would take significant costs to bring their business up to standards if they were to hire someone with a disability.

For those employers willing to invest in making their workplace inclusive may not realize that their recruiting and hiring practices are not as inclusive as they could be. 

We have developed an infographic with quick tips on making your workplace more inclusive. PDF Inclusion Infographic

Hiring people with disabilities can improve the bottom line.

Businesses that are inclusive and respectful of people with disabilities will likely see a higher return on their investment. This is because they will attract top talent, create environments that support innovation, increase productivity and improve overall performance.

People with disabilities are often overlooked in the labour market, despite making up a large and growing percentage of the population. The fact is that companies that include people with disabilities have better financial results than those that don’t. According to McKinsey, companies that have more diversity are 21% more likely to experience above-average profitability.

Additionally, studies have shown that an inclusive and diverse workplace increases creativity and innovation. They not only bring a different perspective to the table, but they also have valuable skills, talents, and abilities that can enhance productivity.

Inclusion is the future of business. As the world becomes more diverse, it’s important that we create an environment where everyone feels welcome. That starts with hiring people with disabilities. The benefits are clear: they bring unique perspectives and ideas, and they make great employees who work hard.


Keeping Employees For The Long Haul

Tips for hospitality employers on how to retain employees through difficult times

Turnover is a major issue for many businesses. It’s estimated that one out of every four workers leave their job within their first year. That means that turnover is costing money and productivity. However, there are ways to reduce turnover and create a more stable work environment.

Why does retention matter?

Employee retention should be a natural workplace objective, but is even more critical for the hospitality industry. With attrition or turnover levels from 50-75%, hospitality employers are acutely aware of the impacts of always hiring new staff including recruiting, hiring and training costs and loss of productivity.

The costs associated with employee turnover can be high, especially for restaurants. When you consider that an average restaurant might have several hundred employees on staff at any given time and turnover often occurs in waves due to local or seasonal demand, this is a significant expense to bear over time.

Some of the benefits of employee retention are:

  1. Better customer service – Employees with longer tenure understand their responsibilities and know how to do their jobs better

  2. Reduced training costs – Retained employees have already been trained, so there is no need for more training to retain them

  3. Higher productivity Retained employees tend to be more productive because they feel valued by the company’s management

Improving Employee Engagement & Retention

With the current labor shortage, the difficulty finding new workers, and the historically high turnover rate – it’s not surprising many hospitality employers think that retention is not within their control. But with some planning, communication and effort – it is definitely possible for restaurant and hotel owners to keep workers engaged:

Onboarding & Training

Staff members who don’t receive proper training are typically unhappier than ones that do. Lack of training can leave employees feeling unaccomplished and unsupported. Additionally, upskilling or reskilling training can make an employee more productive while also help them feel like you are investing in their development. Here are some ways to enhance your onboarding & training:

  • Consider that onboarding starts before the employee’s first day, so be thoughtful about your communications before their first day. Is there any information you can share in advance to help them feel more prepared and/or less nervous about their first day?

  • Plan out the new employee’s first week(s) with a combination of learning about your business’ values, procedures on how do their job effectively and don’t forget socializing to build relationships with other staff.

  • Have regular check-in with new staff and get feedback their experience as a new set of eyes within your business. Motivate and encourage by recognizing their strengths and provide support for areas it maybe taking longer for them to learn.

Healthy Work Environment & Culture

Successful work culture can be hard to define. A workplace that treats all employees fairly and with respect builds a loyal team who enjoys their work and values their employer.  On the flip side, a toxic work culture is a recipe for a high staff turnover rate and low morale.  There are numerous studies showing that people leave managers or supervisors, not the business itself. Here are some good practices to create a positive workplace:

  • Having a strong and well understood code of ethics or values within your business, has huge impacts on the work environment and employee experience.  If you and your supervisors treat and model behaviors such as honesty, courtesy, accountability and cooperation, it will nurture a positive workplace culture with those qualities.

  • Have a zero tolerance for harassment, abuse or offensive statements for any one within the business. If employees come to you with concerns with supervisor or other employee – document everything, investigate and deal with it as soon as possible.

  • Have team building events with a combination of relationship building and training/ growing skills & development.  Consider investing in training like improving customer service or conflict management to be conducted with your managers and employees

Incentives & Recognition

Job satisfaction increases when employees know their hard work has been noticed. Many times, the most dedicated workers will move on to a new job simply because they feel unseen and unappreciated. Every business has superstar employees, but sometimes the pressures and everyday distractions of running a restaurant obscure their shine.

  • Appreciate effort and acknowledge achievement. Say thank you and tell your team they are doing a good job often.
  • Having frequent contests with monetary, paid day off or in-kind rewards (food, gift cards they can give as gifts or use) help drive desired behaviors and help further compensate employees for great effort
  • Have discussions with each employee to better understand what motivate them and what their future plans are. If they are front-line and are interested in moving up into a supervisory role, you can work on a long-term plan to give them opportunities to learn and grow until they are ready to do the job first hand

The hospitality industry may be full of short-term employment opportunities, but that doesn’t mean you should stop striving for employee retention. By focusing on the long term and working to reduce turnover, you can create a better work environment for yourself, your employees, and your customers.



Making an impact in 2021-2022

The second year of the pandemic came with both familiarity and change. In 2021, we experienced contagious variants, on and off lockdown mandates, partial reopening’s and then vaccine card rollouts.

Despite the constant changes, we were able to make an impact by customizing our programs as well as developing new ones to meet the needs of workers.

“ I’m proud of the effort HWTC’s team has put into remaining responsive and relevant..” Says Mandie Abrams, Executive Director. “We will continue to need to be adaptive as this industry, our community and our economy stabilizes and revives.”

Despite the rapidly changing circumstances, HTWC supported 339 participants with both training and employment services. Of these participants, 69% got and jobs in the hospitality industry. Additionally, 98% of the participants rated our training programs as very useful to quite useful.

Some highlights of our accomplishments include:

  •  We developed a new program called Pivot to respond to the needs of displaced hospitality workers supporting them to re-enter the labour-market
  • Our Fast Track for Youth and Restaurant Basics programs were developed to support new entrant job seekers and meet the high demand for workers in restaurants
  • Organizational capacity, to ensure that our virtual and in-person programs would be readily designed with accessibility and equity in mind.
  • Expanding how we support workers and employers, we have focused on initiatives such as ReSET and our Micro but Mighty: Micro-Credential project to better attract and retain skilled talent.

To learn more about our accomplishment in 2021-2022, check out our Annual Impact Report!

Are Micro-credentials the answer for dealing with skill gaps?

According to a recent Conference Board of Canada report, the accommodation and food services sector has the highest rate of skills gap out of any other sector, with nearly 78% of businesses struggling to hire.

There is a combination of factors that have contributed to the growing skills gap including the social impacts of the pandemic, increased use of automation by businesses and costs involved for traditional training approaches.

To deal with these skills gaps, businesses and educational institutions have had to be creative in how they deliver and verify training. This has resulted in the birth of micro credentials – mini-qualifications that demonstrate an individual’s abilities, knowledge or experience in a specific subject area.

Understanding micro credentials

Micro-credentials in themselves are mini certifications that verify an individual’s knowledge or demonstration of a specific competency. A person may need to take training before taking the assessment that awards the micro-credential digital badge.

A digital badge is a new type of technology that shows specific skills gained through learning experiences. A digital badge is an icon but it is not a static image. It is web-based, clickable, and contains unique verifiable data. This data includes information regarding issuing institution, date of issuance, criteria for earning, and evidence that the learner has met the criteria.

After attaining a micro credential, a learner can share the digital badge on social media, resumes, email signatures, and within professional portfolios.  These badges can easily tell a recruiter, manager, or client, which skills an employee is well versed in.

How micro credentials can bridge the gap

With their short and stackable approach, micro credentials have the potential to really help bridge the skills gaps across all industries, but particularly accommodations and food services. 

Workers can personalize their learnings on areas where gaps exist or where they want to grow their career.  They can show the verification of their skills with digital badges that can be added to their work profile or resume.

Recruiters and employers can easily assess a worker’s knowledge and skills based on the micro credential badges they have earned.  They can also utilize micro-credentials to quickly upskill or reskill current staff and be confident that they have acquired the desired knowledge or skill.

Micro credentials are helping to close the skills gap that many businesses are experiencing. Their short and stackable approach make it easy for employers or job seekers to attain and validate the skills currently in demand.  In short, they are a valuable option when it comes to enhancing recruitment and retention strategies.

webinar banner

Learn more about Micro-credentials at our upcoming webinar:
A Mighty Advantage – Micro credentials & building Talent:

  • Explore what micro-credentials are and how it they can help job seekers improve their employability
  • Learn how recruiters and employers can use micro-credentials to support upskilling and reskilling of job seekers and current staff
  • See how micro-credentials are validated and tracked with online badges that can be added to resumes



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