Some of the benefits of skill recognition fall on employers collectively only (e.g. an economic sector), as a sector has an interest in having a pool of skilled and qualified workers and the risk of poaching associated w'ith more visible skills is less problematic for a sector than for an individual employer. They include both the relatively simple skills involved in physical tasks or digital services (data entry or administrative support) to higher level skills in activities such as programming or business consulting (OECD 2016b). In these contexts many of the “traditional” tools of training and skills recognition will not apply - there is no employer to reward a fast-learning employee with higher hourly wages or testify that the worker has acquired a specific set of skills.