OPINION: Are LinkedIn Certifications a Worthwhile Investment?

I've posted a few times about how I frequent LinkedIn (not as much as Instagram or Facebook, but I hop on a few times a day just to see who's stalking my page). Almost every time I hop on the site, I see one individual in particular posting about how they completed a LinkedIn Certification Course. And no, this isn't an old post that was getting attention. These posts are made within hours of me logging on.

Similarly, for the last two and a half years my employer continues to promote LinkedIn Learning as a benefit offered by the company. I typically ignore it, because - quite frankly - I've got other things to do during my day. But I found some spare time a few weeks ago and decided to hop on over to see what it was all about.

Quite frankly, I was disappointed. I took one 6-part course on UX/UI, and I didn't learn a single piece of information that was of value. I didn't learn new tips on how to make an inclusive website, or even top trends of UX/UI. The only thing that was covered was how to follow the Scientific Process (ok, ok - it was really more on how to get customer feedback on your website). The course lost my attention about twenty minutes in, and the two-question tests were so easy any individual with a modicum of common sense could use context clues to get the answers right. In short, I spent six hours learning nothing that I didn't already know, for a digital certificate that I don't even know people are looking at.

Don't get me wrong, I'm all for continuous learning. Especially in today's job market, continued learning has become essential for professionals looking to stay competitive. As a result, LinkedIn certifications have gained popularity. Touted as accessible and often affordable options, these certifications promise to boost skills, enhance resumes, and provide career advancement. But the big question is: Are they worth your time, or should companies offer them as a benefit? After examining both sides of the argument, the answer becomes clear: no, LinkedIn certifications aren’t the investment they claim to be.

Here’s why.

1. Lack of Depth and Practical Application

While LinkedIn offers a wide range of certifications in subjects like data analytics, leadership, digital marketing, and more, the learning often lacks depth. These courses are often designed for a broad audience, meaning they may not provide the specialized knowledge required to truly excel in a specific role.

For example, a LinkedIn certificate in project management might cover basic principles like project scopes, timelines, and budgets, but it won’t offer the rigorous training you’d get from an in-depth, accredited program like a PMP (Project Management Professional) or an AMA (American Marketer's Association) certification. Many LinkedIn certifications tend to skim the surface, offering just enough knowledge to say you took the course—but not enough to make you an expert in the field (much like what I experienced with my UX/UI course).

2. Recognition and Credibility

When evaluating any certification, the first question should be: Is this recognized by employers? Unfortunately, LinkedIn certifications often fall short in this regard. While some hiring managers may view them as a positive signal that a candidate values self-improvement, they are rarely seen as a substitute for more formal qualifications or years of hands-on experience.

Certifications from well-known institutions like universities or professional bodies carry far more weight. Employers know that a PMP, a CPA, or a certification from Google or Microsoft reflects rigorous training and assessments. LinkedIn Learning’s quick courses and certifications simply do not have that level of credibility, leaving you with a bullet point on your resume that may or may not impress.

3. No Standout Value in a Crowded Market

In recent years, the number of professionals with LinkedIn certifications has exploded. As more people complete these courses, they lose their ability to differentiate you from the competition. If everyone has a LinkedIn certification in leadership, then its value in distinguishing you in the job market diminishes.

Moreover, LinkedIn certifications don’t offer the same rigorous examination and experience-based learning that other, more intensive programs do. Employers may begin to view them as “nice-to-haves” rather than “must-haves” in an era when hands-on experience and specialized training are prized far more. More so, I'm led to believe that if an Employer saw you with a giant list of LinkedIn certifications on your resume, their response is going to lean more towards 'WTF' rather than 'let's hire them.'

4. Time Is Money: Are You Getting a Return on Investment?

One of the biggest selling points of LinkedIn certifications is that they’re quick to complete, but that’s also part of the problem. Short courses often equate to minimal time invested in a subject, which leads to limited learning outcomes. While it may feel good to tick off a course in a few hours, the question you should ask yourself is: How much value am I truly getting for this time?

Companies, too, should consider this before offering LinkedIn Learning subscriptions as a benefit. Although it may seem like an easy and low-cost way to encourage employee development, the reality is that the short, surface-level nature of these certifications might not provide employees with the skills necessary to contribute significantly to the company’s bottom line. In other words, your team might not be learning enough to justify the time spent.

5. More Effective Alternatives Are Available

There are better alternatives to LinkedIn certifications, both for individuals and companies. For individuals, specialized certifications from accredited institutions or industry-specific bodies offer far more in terms of career development and recognition. These programs are more rigorous and provide real, actionable skills that translate directly into job performance.

For companies, if the goal is to invest in employee development, offering stipends for accredited courses, tuition reimbursement programs, or partnerships with well-respected certification bodies is far more valuable. Employees will gain meaningful skills that can be applied on the job, and the company will benefit from the enhanced expertise.

Additionally, peer-to-peer learning and hands-on mentorship programs within the organization often prove to be more impactful than simply giving employees access to a LinkedIn Learning subscription. This approach encourages collaboration, real-world problem-solving, and deeper understanding of industry-specific challenges, while LinkedIn’s generic courses may not be tailored to your company’s unique needs.

6. A False Sense of Accomplishment

Another risk of LinkedIn certifications is that they can give both individuals and employers a false sense of accomplishment. After completing a course and receiving the certification badge, it’s easy to feel like you’ve made progress. But in reality, these certifications don’t offer the kind of learning that can be directly translated into impactful work or substantial career advancements.

I look back on the example I give of my LinkedIn connection who is completing LinkedIn Certifications every 3 hours during work hours. Quite simply, unless they have absolutely nothing to do, there's no way they're completing that many courses AND doing their work at the same time - at least, not in any way that shows quality on one side or the other. This leads me to believe that they're running those courses in the background, and aren't paying attention at all . . . similar to what I did with my certification.

Employers might believe they’re promoting a culture of learning by offering these certifications as a perk, but without truly assessing the learning outcomes and relevance of the content, this can lead to wasted time and resources.

Conclusion: LinkedIn Certs are Not the Best Use of Your Time or a Company Benefit

While LinkedIn certifications may seem like a convenient option to brush up on skills or add to a resume, they fall short in terms of depth, recognition, and long-term value. They often don’t provide the in-depth knowledge or practical experience needed to make a meaningful difference in your career, nor do they carry much weight with employers compared to certifications from established, accredited institutions.

For companies, offering LinkedIn certifications as a benefit may seem cost-effective, but in reality, it’s not likely to produce employees with significantly enhanced skill sets. More focused and impactful training programs, certifications, or even internal learning opportunities are a better investment for your workforce.

In short, if you’re looking to advance your career or skill set, you’re better off seeking alternatives.