Dr. Michael K. J. Milligan, CEO, ABET

ABET is traditionally known for higher education program accreditation. How does the “Recognition of Credentials” service adapt its rigorous standards to be leaner and more nimble for short-term industry training?

Recognition of Credentials applies quality assurance to skills-based, non-degree learning with a process designed to move faster than traditional program reviews—while still requiring clear outcomes, evidence, and continuous improvement. It is designed to keep pace with this evolving landscape and be more nimble, with a focused review of a specific skill set or credential and a 100% virtual process.

Dr. Donna Reese, ABET Expert Volunteer, explains that credential areas are highly volatile and rapidly evolving, so the approach must be much more nimble and flexible, verifying that the offeror has the right expertise and quality processes in place.

From an industry perspective, what are the specific red flags in a credential’s design that ABET Recognition aims to identify and correct during the review process?

Common red flags include unclear or inflated claims, weak assessment or verification of learning, and a mismatch between what’s promised and what learners can actually demonstrate. Melanie Diaz, ABET Senior Manager for Professional Programs, described a key focus as “truth in advertising”—whether what was promised actually can be attained, and that there’s verification of that. 

Another red flag is missing quality systems: if there isn’t a documented, implemented continuous improvement process informed by constituent feedback, the credential isn’t built to stay credible over time.

For fast-moving fields like data science and/or AI, how does a three-year recognition cycle ensure the content stays relevant and doesn’t become obsolete halfway through?

The three-year term is intentionally shorter because these fields change quickly. Dr. Reese explains that recognition lasts three years because the areas are highly volatile and rapidly evolving, and that periodic re-review helps ensure credentials remain up-to-date.

In practice, the cycle reinforces ongoing monitoring and continuous improvement—so the credential isn’t “set and forget,” but is managed as a living offering.

Research shows that 96% of employers value micro-credentials, yet many are still hesitant to hire based on them. How does this service bridge that “trust gap” between a student’s certificate and an employer’s hiring decision?

The trust gap exists because the credential market is crowded and inconsistent—employers often can’t quickly judge quality from the label alone. Dr. Larry Jones, ABET Expert Volunteer, calls it the “Wild West.” Recognition of Credentials helps by providing an independent quality assurance review against defined standards, so hiring managers get a clearer signal of what was taught, assessed, and verified.

Looking at the data, Coursera’s 2025 Micro-Credentials Impact Report states that 96% of employers agree micro-credentials strengthen a candidate’s application, showing demand is real—but employers still need confidence in quality and comparability.

How does ABET Recognition turn a student’s belief in a program into an employer’s confidence in a hire?

It converts “I took this course” into “this credential was independently reviewed for outcomes, assessment, and quality processes.” Jessica Silwick, ABET CFO and COO, describes Recognition of Credentials as an independent quality assurance review of non-degree credentials to verify that they are well-designed, outcomes-based, and aligned with defined educational needs.

For employers, that means less guesswork about what the candidate actually learned and can do—because the credential’s design and evidence are scrutinized rather than just marketed.

What are the requirements your evaluators look for when deciding whether a program earns your recognition?

Evaluators look for a credential that is outcomes-based, meaningfully assessed, transparently described, and backed by quality systems—not just strong content. Key expectations include:

• Credible assessment and verification that outcomes are achieved
• Qualified subject-matter expertise behind the design and delivery
• Documented and implemented continuous improvement based on constituent feedback
• Accuracy in how the credential is marketed (“truth in advertising”)
• These expectations align with ABET’s description of the service as a structured, expert-led, fully virtual review with feedback on credential educational goals and learner outcomes and continuous quality improvement.

For a global company hiring people from all over the world, how does having an ABET-recognized credential help standardize what job-ready looks like across different countries?

It provides a consistent quality signal across borders: the credential has been reviewed against defined standards and evidence requirements, making it easier to compare candidates who trained in different systems. ABET frames this as “global trust” and a way to give learners and employers confidence in skills for a dynamic workforce. 

In short, it helps translate local training into a globally understood statement of verified outcomes.

Do you see the recognized certificates eventually plugging back into traditional university degrees, or are they meant to be a standalone alternative?

Both pathways are likely. Many credentials will remain standalone for rapid upskilling and career mobility, while others may become stackable—supporting continuing education units, industry partnerships, or degree-adjacent pathways. Dr. Reese describes credential programs as alternatives to traditional education, often used for enhanced professional skills and career advancement, which naturally lends itself to stacking in multiple ways.

If you had to summarize it for a hiring manager who has never heard of Recognition of Credentials, what is the single biggest advantage they get when they see the ABET logo on a candidate’s certificate?

Confidence. It signals the credential was independently reviewed for quality, outcomes, and verification—so the hiring manager can trust it represents real, job-relevant skills, not just participation. Melanie Diaz summarizes the signal as “trust” and a way to gauge quality across a crowded marketplace.

Your message to the audience of the Associated Press about ABET Recognition of Credentials.

Our message is simple: today’s learners and employers need clarity in a fast-growing credential marketplace, and ABET helps provide that confidence through independent quality assurance. We are a nonprofit, ISO 9001 certified quality assurance organization, and through our work—including Recognition of Credentials—we help ensure professionals are equipped to build a world that is safer, more efficient, more inclusive, and more sustainable. 

Recognition of Credentials is an acknowledgement of commitment to quality, helping learners understand what they’re signing up for and helping employers navigate a crowded landscape.