Workforce Mobility Special Interest Group

About this SIG

Globally, people are moving to work, and work is moving to people - the economic forces are strong - so how can technology be used for assessment and qualification in increasingly international labour markets?

By 2030, there could be 85 million unfilled skilled vacancies globally, largely because skills and jobs are not in the same location.
A world of free movement would have nearly double the economic output.
 

The e-Assessment Association Workforce Mobility Special Interest Group (SIG) brings together professionals with a shared interest in workplace assessment to collaborate, learn, and advance their expertise. The purpose of this SIG is to accelerate learning on the use of technologies for assessment and credentialling in an era of international workforces.

Workforce Mobility SIG  Themes

1. The Workforce Mobility Special Interest Group collects case studies and shares best practice in assessment technologies for transnational training, assessment, and recruitment.  It looks for examples of practice in eight themes:
2. Recognition of Non-Formal and Informal Learning. Making skills gained outside of formal education systems visible, verifiable, and transferable across borders—ensuring individuals are not held back by lack of formal documentation.
3. Integration of Formal VET Systems with Industry-Led Skill Development. Employer-led training and qualifications must align with national priorities like inclusion, upskilling, and green industrial transitions—not operate in isolation.
4. Holistic Competence Assessment. Employability is more than technical skill. How are technologies used to help develop assessment models that include teamwork, language proficiency, adaptability, and cultural fluency.
5. Including Small and Medium-Sized Enterprises (SMEs). In industries without dominant employers, SMEs must have tools and frameworks to collectively define and validate the skills they need from workers.  How are these included in solutions?
6. From Gateways to Pathways. How do technologies help the shift from single, high-stakes assessments to ongoing, formative assessment models that support lifelong learning and competence-building over time.
7. Accessible Digital Solutions. Digital assessment and credentialling tools must be inclusive, affordable, and context-sensitive, ensuring access for all learners—not just those in well-resourced settings.
8. Modular Learning and Skills Profiling. Lifelong learning requires flexible systems. How can development of digital skills profiles help record credentials, training histories, and practical experience.
9. Codifying Employer Needs in Fragmented Industries. In sectors where no single employer sets the standard, we need shared methods to define and test employer skill requirements—ensuring qualifications reflect real job needs.