Cambridge students are widely accepted in top study destinations worldwide, such as the US, UK and Australia, as well as in many other countries including Canada, Germany, Singapore and South Africa. We are committed to ensuring that university and college admissions offices around the world understand the value of our qualifications.

Watch the video below to learn more about how Cambridge programmes prepare students for university.

Success in Cambridge qualifications often gives students admission to the world’s best universities – in the US, the UK, Australia, Canada, Germany and beyond.

Cambridge qualifications are accepted and valued by universities around the world, including MIT, Harvard and Cambridge.

They are recognised as qualifications that prepare and equip students with the skills they need to succeed both at university and beyond. Universities tell us that they value the independent research and critical thinking skills, as well as the deep subject knowledge that our qualifications bring.

We work with these universities when we revise our qualifications – getting expert advice to make sure we’re preparing students to succeed at university and beyond.

Where are Cambridge qualifications accepted?

Go to Cambridge Recognition pages to find:

  • A searchable database of university recognition
  • Advice for students applying to universities in specific countries, including the UK, US, Germany, Australia, India, Pakistan and South Africa
  • Recognition details for each type of Cambridge qualification

Students can be confident that their Cambridge IGCSE and Cambridge International AS & A Level qualifications are accepted as equivalent to UK GCSE and AS & A Levels by leading universities worldwide. An independent study by UK NARIC, the national agency in the UK for the recognition and comparison of international qualifications and skills, has found the qualifications to be comparable to UK GCSE and AS & A Level.

Click here to find out more about ELMI’s Cambridge Assessment International Education Programmes.


In an ever-changing IT industry, the skills IT professionals need to do their job well are constantly evolving, and adding certifications to your business can be a critical component of success. According to CompTIA, “Organizations increasingly view certifications as an indicator of the qualification of their applicants when looking for the right candidate to fill their open positions.” In fact, 91% of hiring managers today believe that IT certifications are valuable in validating expertise, according to CompTIA’s Employer Perceptions of IT Training and Certification study.

Below are six more stats about CompTIA certified professionals that may surprise you:

1. They’re More Confident

CompTIA Certified Employees Are More Confident

CompTIA Security+ certified professionals are 85% more likely to believe they have the knowledge and skills needed to successfully fulfill their jobs. When IT professionals are confident in their abilities, they are more likely to be forward thinking, proactively anticipate issues and solve problems before they impact performance.

2. They’re More Knowledgeable

CompTIA Certified Employees Are More Knowledgeable

CompTIA A+ and Security+ staff have more core domain knowledge than uncertified staff with the same amount of experience. In addition, CompTIA certified staff with less than 1 year of experience demonstrate even more domain knowledge than uncertified staff with 3 years experience. Experienced IT managers and CIOs rely on the validated knowledge of certifications to ensure their IT staff have the insight needed to make good decisions and perform essential tasks correctly.

3. They Reach Job Proficiency Quicker

CompTIA Certified Employees Reach Job Proficiency More Quickly

After 10 years of security experience, CompTIA Security+ certified staff have 20% more domain knowledge than those with the same experience but without a CompTIA certification. IT leaders face many challenges when hiring new employees. Of primary concern is how quickly new employees will become proficient in their roles.

4. They Retain More Information

CompTIA Certified Employees Retain their Knowledge

After 10 years of support experience, CompTIA A+ certified staff have 25% more domain knowledge than those with the same experience but without a CompTIA certification.

5. They’re More Reliable

CompTIA Certified Employees Are More Reliable

CompTIA certified professionals outperform those without certification in critical job-related activities up to 53%. CompTIA-certified IT employees generally provide better levels of performance across a range of activities compared with employees who have not achieved a CompTIA certification.

6. They Perform at a Higher Level

CompTIA Certified Employees Perform at a Higher Level

Without sufficient and ongoing training staff performance on key tasks consistently declines. In the IT support and IT security tasks measured, performance degraded by 25% over 4 years without ongoing training. However, IT staff maintain their higher levels of performance with on-going training and certification.



Some Closing Thoughts

CompTIA—one of the world’s leading associations representing the international technology community—has developed several specialized certifications that assure employers that prospective IT employees have solid foundation skills in PC maintenance, networking technology or security. CompTIA certifications signify that holders meet recognized standards for obtaining entry-level IT positions or advancing their IT careers. New Horizons provides students with CompTIA courses that will prepare them for any type of certification they may need to begin or further their career in the IT sector.

Learn More about ELMI’s CompTIA Certifications.


They’re the strangers that come in to fix employee problems and workplace issues; the faceless department upstairs in charge of morale and performance reviews. But they’re also the team taken for granted when the business is running smoothly, tirelessly working behind the scenes to hold the business together.

If a business is a machine, then human resources (HR) is the grease that keeps it well oiled. How an organisation manages its people has a strong bearing on how they view their work and their employer – which, in turn, affects their attitudes and productivity.

With a trend towards streamlined management and work practices, the last two decades have seen an explosion in HR as an industry and profession, with lots of jobs ripe for the picking for those with the aptitude and the qualifications.

Forget about having to be a ‘people’ person or a cold-hearted professional. Candidates for this field need to be energetic, patient, natural leaders, determined, open-minded and customer-focused.

With that in mind, here are five excellent reasons to consider making HR your vocation.

1. Opportunities

From WHS coordinator to talent manager, HR positions can be found across all industries, mainly in medium-to-large companies. If you want to work in-house, you’ll be able to have your pick of employer from private sector companies, including banks, retail, tourism, construction and law firms, to not-for-profits and government.

Some companies choose to outsource their HR processes, making HR and recruitment consultancies another big source of employment.

The industry encompasses everything from employment consulting to career counselling, job redesign, learning and development, and remuneration – so when we say there’s plenty of opportunity, we mean it!

And, once you’ve developed base knowledge in the industry, you can open your career up to specialising in niche areas and recruitment.

HR professionals also have great long-term job prospects.

2. HR is diverse and challenging

A lot of jobs fall under the umbrella of ‘human resources’. But a quick look at some of the roles and responsibilities involved in HR will tell you that it’s a multifaceted industry where you can work as either a generalist or a specialist in a specific area.

Your day-to-day tasks can take you from recruiting talented people, to facilitating training and development and changing management strategies. With HR such an expansive industry, the scope for career diversity and expansion is enormous.

Whatever your specific role, you will be integral in creating a positive, motivating work environment where staff morale is high and production is optimal, balancing the needs of employees and your organisation.

3. You play a vital role in the direction of an organisation

The effect of HR management on an organisation’s productiveness, efficiency and culture is often subtle, but can’t be overstated. Getting the right people into the business, training them and ensuring smooth communications and relationships all have a huge influence on a company’s success. If you get these things right, it will make the organisation one where quality people will want to work.

That means that as an HR professional, you’re in a position to make a real, palpable difference. You could change recruitment and training methods, create new communication channels, implement incentive strategies to drive good performance, facilitate close working relationships across the business, and boost productivity and profits by ensuring the well-being of your staff.

In other words, you can make a real difference.

4. It’s all about people

While HR does involve specialised knowledge about employment law, employee contracts and change management, when it comes down to it, HR is all about people.

In a recent overseas study, 34 per cent of people leave their job because they are bored; 32 per cent due to not being promoted; 27 per cent due to poor pay, and 25 per cent due to a poor work–life balance.

All these factors contribute to well-being, motivation and productivity – an employee will feel under-appreciated if looked over for promotion; feel unfairly treated if they’re paid less than they’re worth; under-motivated if not given responsibility and purpose, and disrespected if work demands overly impinge on their life.

HR is therefore about figuring out what makes people tick. Having an insight into what motivates people, their values and attitudes to work and management, all helps you design and implement the workplace systems that will be most effective.

And that can be challenging, because you’re dealing with distinct personalities with different approaches to challenges and problems.

So if you are a people person, there’s a good chance you’ll love your work and enjoy the challenges of dealing with different personalities. You’ll not just be helping the business; you’ll be driving improved well-being for its staff.

5. An HR qualification can take you beyond HR

HR has traditionally been a field that you can enter from other areas, such as management, administration, law and recruitment.

HR qualification will develop your fundamental HR skills and increase your chances of getting a job. Grasping the theories and methodologies of human resource management will help you then decide whether you’re more inclined to specialise or continue to hone your generalist skills.

These days there’s a creeping movement towards integrating an understanding of HR practices into management itself. HR knowledge, skills and qualifications are becoming transferable to other roles – not just those labelled as HR. If you’re looking for a career in management down the track, your experience and qualifications in HR are going to be valuable assets.

What else will help you?

If you’re thinking about going headfirst into an HR career, these are some useful attributes to possess:

  1. Tertiary qualifications in a relevant field, or equivalent experience
  2. An interest in the business you’re working within
  3. Solid computer skills (spreadsheets, graphs, word processing and data manipulation)
  4. Ability to manage a high volume of work and self-motivate
  5. Stellar organisational and analytical skills
  6. Strong written and verbal communication skills, and the ability to deal with people at all levels
  7. A good grasp of data entry, reporting and data management practices (which you’ll get with an HR course)
  8. Accounting skills (which you’ll also get with an HR course)

Interested in starting your career – take a look at ELMI’s HR Courses.

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One of the major themes building in the technology space has been the threat of artificial intelligence (AI) taking over all the jobs. Thanks to Terminator and Ex Machina, people imagine AI as a sentient force that will soon outperform humans (and possibly even turn evil). In reality, AI has some limitations that aren’t well understood, and it is poised to drive economic growth rather than create social chaos.

A Deeper Understanding of Artificial Intelligence

CompTIA recently published a research brief on AI as part of a broader series exploring emerging technology. AI is definitely one of the more familiar cutting-edge topics out there: 63 percent of companies say they have consumed some type of information on AI in the past year. But this awareness has not yet translated into adoption, as only 30 percent of those companies say the technology is impacting their business today.

In the early stages of adoption, IT and business professionals will move from a surface-level knowledge of AI to a deeper understanding. In particular, these individuals learn that AI is a broad term for a collection of different machine learning techniques. These techniques, which leverage an explosion of data along with specialized hardware (often in the cloud), allow predicative behavior, contextual awareness and other new components to be added to business applications.

As a company’s technology footprint grows, some amount of automation and assistance is necessary since technical teams are usually not growing at the same rate.

The Challenges of Implementing Artificial Intelligence

Here is where some of the confusion creeps in. For starters, AI is typically not a discrete system to be purchased and installed. Instead, it often appears as a feature of existing software. Some of the data and algorithms may reside in a distinct tool (such as IBM’s Watson), but that tool alone does not provide the comprehensive function needed by the end user.

With new AI pieces working hand in hand with workflow applications, the second main misunderstanding is that AI requires training. At the end of the day, even something as complicated as neural networks only performs based on the instructions it has been given. These instructions might allow for amazing feats and some degree of organic learning within the system, but there are still boundaries. The built-in rules provide some guardrails to what AI can accomplish, but they also present some challenges, such as the bias of the engineer that built the rules and the need to understand how AI performs rather than simply treating it as a black box.

Using Automation to Our Advantage

These challenges, though, will be offset by the benefits that AI can bring. In particular, the complexity that is growing in IT environments will need to be automated with AI. This applies to both software and hardware. The top two uses of AI by early adopters are machine learning within an Internet of Things (IoT) implementation and machine learning within IT infrastructure, clearly showing how AI is influencing hardware implementation and management. Next on the list is virtual assistants, a broad category that boils down to a contextual software layer helping drive decisions and simplify workflow. As a company’s technology footprint grows, some amount of automation and assistance is necessary since technical teams are usually not growing at the same rate.

Are the robots going to take over our jobs? Well, in some cases they probably will. But that has always been the case with advances in technology, even if the technology hasn’t always been digital. The strongest employees are the ones that embrace ongoing skill improvement and find ways to enhance their work with newly available tools. AI is one of many emerging trends to keep an eye on, but it has a good chance to become a foundational part of future IT systems.

Read James Stanger’s take on automation and IT jobs in Staying Relevant: Job Skills You’ll Need by 2020 and Beyond.