If you have a separate section entitled "Continuing Education" or "Additional Education" - simply describe it as such, and list:
"Making Ruby Rails from Real Rubies"
Stanford Online Continuing Education; 16 hrs online lecture, weekly assignments & testing;
3 cr hrs, non-credit CE; GPA: 4.0/4.0; May 2016
In the above example, especially if you have several of these (I've seen courses that were company sponsored, such as the GE "Kung Fu/Jeet Kun Do" classes/certifications (by belt color), which are all internal, but not questioned as to their value outside for non-credit coursework!) as well as progressively advanced Excel to Excel with R, etc.
They clearly demonstrates you seek out knowledge and/or when part of the company curriculum, you pass with flying colors. There is no reason to NOT have this on your resume. Select the best few, and add a micro sentence if you have a lot, that notes "47 additional knowledge building courses with and without certification, available for viewing upon request."
You've said all you need to. Make one of those lines an active link to the course, and you've "certified" the course's value. It also demonstrates that you aren't using your spare time via dual SLI 1080s, to play "Brain Dead Moron" - a definite self described POSITIVE.
As a recruiter for many years, (not a MonsterBoard/Dice participant waiting for people to contact me), I first began watching closely the coursework my ex's employer began piling on... until after a few years of it (some off-site, some on-site for 4 days of a week, everything from Enterprise logistics to advanced labor psychology in a World Class Mfg Facility).
They then offered "a opportunity to take the fully loaded 1 year Thurs-Sunday Exec MBA, every other weekend at Blue Chip U (not Ivy, but highly respected next tier).
I notice these things, companies notice these things (and I'm not talking about junk... no "Advanced Word Shortcuts" - I'm talking about serious power-user management tools for those who already had 3-4 courses of statistics/analytics, designs for 9 Sigma, etc., in a non-math, B.S. Industrial Management program from the Big 10, where cost & operating analysis is with IEs, and after orientation, comes time 45 hours of 3rd shift managent, on the floor with engineers and a staff of 100+ workers per LINE (2500 per shift) to manage, fresh out of college.
Definitely sink or swim, when you have 18 year old to 64 year old Nascar wearing slobs who need to test the Line Manager with whistles, etc., and learn how unafraid she is to insist they do their jobs, meet her in HR and be sent home unpaid, with two more chances...
After two years, moving up, the coursework expands before the internal MBA offer came. People looking at former GE employees review these "Additional Education" lists, both for GE's opinion of the employee as well as the employee's capability to advance themselves with good choices in self-education that contribute to their value as an employee.
So definitely include them. Reference the complete list... and have it ready to hand out.
A good recruiter is going to go over these with you, as far as what pertains to the job most directly, and perhaps want you to rearrange them in a way that he or she knows will get noticed.
A good recruiter already knows their hiring manager well. They know what that person wants to see that isn't defined on a Job Req. HR's opinion has no impact on whether a person is going to be hired - and a recruiter isn't likely to be of much help to a one year or perhaps two year individual, unless your credentials are a very unique combination, and/or you make up an obvious double minority. Just reality. There is no reason to pay a recruiter for 1 & 2 year experienced people.
Note that any outside recruiter that is working directly with HR has no idea what they are doing, and will never get you in front of a decision maker, let alone with "their trusted opinion" of your abilities.
Today's recruiters' are rather worthless, whether they are internal for the company vs. part of an "IBM Global" trying to place you into "NASA." The culture has been set for the past 20 years. "Give us "good enough people" - we send our expert to win the job, and that organization never sees that expert EVER AGAIN.
I don't envy I/T workers today having to work with recruiters who know nothing about what you do, no way or capability to gut feel your abilities based on the projects or companies you've been with - except by longevity, and the entire business has become a stopping off point (much like Enterprise Car Rentals) for new graduates who sign on for the "management program" and are gone in 18 months or 2 years, but at least they made $3k/month, unlike so many others.
Many of them are Donut Box carriers, like the blonde cuties picked for low tech pharma sales and/or temporary agencies.
Be smart, collect the names of the recruiters who call you, and make note of who still exists 2 years later, or who moves to better organizations, rather than just secondary suppliers to IGS, Deloitte, etc., and are still in the biz 5-7 years later. Or 20. We are the people with manager's cell numbers and home email & phone. We may have even placed them in their current company 10 years ago. That is why the rapport exists.