When discussing the skills of the future, digital competences are often at the forefront. The ability to navigate new technologies is already crucial, and its importance will only continue to grow in the coming years. However, researchers emphasise that soft skills, such as critical thinking, problem-solving, collaboration, adaptability, communication skills, and mindset for lifelong learning, are just as essential as technical skills – if not more important. 

Read on and find out: 

• Competences of the future – what are they and what are their types?
• Competences of the future – how to develop them?
• Soft skills – why are they so important?
• How can soft skills be validated? How can microcredentials be used for this?

New jobs, new competences

According to the World Economic Forum (WEF), 65% of children who are currently in early education will work in jobs that do not yet exist. Both WEF and organisations like McKinsey & Company predict (for example, in the report  “A new future of work: The race to deploy AI and raise skills in Europe and beyond”) that in the next 20-30 years, the job market will undergo profound transformations, including:

• the increasing automation of a large share of tasks currently performed by humans,
• the disappearance of many existing jobs and the emergence of new ones,
• the need for new skills among employees,
• a shift in the approach to learning (both in terms of what we learn and how we validate knowledge and competences).

Competences of the future – what does it mean? 

Many of the jobs considered ‘prospective’ are closely linked to the advancement of new technologies. Artificial intelligence specialists, including data analysts and machine learning experts, as well as programmers and cybersecurity professionals, are unlikely to face difficulties finding employment – both now and in the years to come.

However, this industry also comes with its challenges. In such a rapidly evolving field, knowledge and skills quickly become outdated. This means that technology professionals must continuously expand their competences and commit to lifelong learning throughout their careers.

This brings us directly to another, arguably even more critical, category of future skills: the ability and willingness to keep learning. In other words, soft skills.

What are soft skills?

In 2017, UNESCO introduced a definition of competences that reshaped how we understand what we truly learn. According to this approach, competences encompass a mix of skills, knowledge, behaviours, habits, talents, character traits, know-how, and critical thinking abilities. Following this logic, when solving math problems at school, we’re not just learning formulas – we’re developing logical thinking, analytical skills, and problem-solving abilities. These skills are essential not only in future jobs but also in everyday life.

This perspective on competences shifts the focus from simply accumulating information – which may or may not be useful in the future – to developing a certain mindset. Its key element are soft skills. Experts agree that in many future professions technical skills will remain essential, but soft skills will be just as – if not more – important for success. In fact, they already play a crucial role in many industries today. Among the most valuable soft skills are:

• critical thinking,
• problem-solving ability,
• clear and effective communication,
• collaboration and teamwork,
• adaptability to rapidly changing conditions,
• emotional intelligence,
• creativity,
• openness to innovation,
• the ability to learn quickly and systematically,
• the ability and willingness to pursue lifelong learning.

‘Soft and social skills are becoming increasingly significant in the job market. Research shows that one of the key factors influencing the successful completion of an educational program with a positive outcome is consistency and systematic effort. It is a social competency that reflects one’s ability to engage in regular and structured tasks. This trait has a direct impact on professional effectiveness,’ says Bogdan Księżopolski, PhD, Co-founder at CyberSkiller. 

Can microcredentials validate soft skills?

Soft skills, which are acquired not only through formal education but also throughout life in various contexts, pose challenges when it comes to their assessment and verification. These skills are already recognised as being essential for many professions, including those that are still emerging or yet to be imagined, such as AI ethicists or robot therapists. However, for job candidates to effectively demonstrate their proficiency and for employers to reliably assess these skills, it is crucial to implement structured methods of validation.

‘There is a great need to validate soft skills, even though it’s incredibly challenging. These competences are best recognised through direct observation of individuals in a work setting. After all, how else can one truly assess teamwork skills without seeing them in action? However, from an employer’s perspective, this approach prolongs the recruitment process and increases costs. A solution lies in microcredentials issued by reputable training organisations with proven expertise. This way, everyone can be sure that the certified skill has been properly verified,’ says Bożena Ziemniewicz from Sectoral Skills Council, Development Services Sector.

Digital microcredentials issued through verified systems based on clearly defined standards provide a method for validating skills that may not be easily assessed through traditional means – for example, soft skills. These credentials apply to competences acquired through formal, non-formal, and informal learning pathways. As a modern, digital, and convenient solution, microcredentials align with the evolving needs of the job market and future skills requirements.

‘One of the key advantages of microcredentials is the fact that they can be used not only in traditional education settings, such as schools and universities, but also in a broader lifelong learning context. Many universities worldwide are developing digital passports, where learners collect microcredentials and digital badges. Research indicates that such systems have a positive impact on extrinsic motivation, which in turn fosters the development of intrinsic motivation – a crucial factor in continuous learning and skill development. In my academic work and in working with high school students, I use systems that allow for the acquisition of digital certifications of acquired competences, and I can confirm their significant impact on participants’ motivation,’ says Dr Bogdan Księżopolski.

Sources: 

1. Future of Jobs Report, https://reports.weforum.org/docs/WEF_Future_of_Jobs_Report_2025.pdf
2. “A new future of work: The race to deploy AI and raise skills in Europe and beyond”, https://www.mckinsey.com/mgi/our-research/a-new-future-of-work-the-race-to-deploy-ai-and-raise-skills-in-europe-and-beyond
3. UNESCO, Working Group on Education: Digital Skills for Life and Work,