Why the Skills Section Matters More Than Ever
Two forces have made the skills section increasingly important. First, Applicant Tracking Systems (ATS) scan CVs for specific keywords — skills that match the job description boost your relevance score. Second, recruiters often scan the skills section before reading the full experience history. A well-constructed skills section does the matching work for them.
Done poorly, a skills section is a meaningless list of buzzwords. Done well, it's a targeted signal that you have exactly what the employer needs.
What to Include (and What Not to)
Include skills that are:
- Genuinely possessed — never list a skill you don't actually have. You may be tested on it.
- Relevant to the role you're applying for — not every skill you've ever had.
- At a meaningful level of proficiency — listing "Microsoft Word" as a skill when applying for a senior analyst role is a waste of space.
Remove skills that are:
- Basic or assumed (everyone can use email and the internet).
- Irrelevant to your target role.
- Generic soft skills listed without evidence ("good communicator," "team player").
Note: soft skills belong in your bullet points, demonstrated through examples — not listed in a skills section. "Strong communicator" is meaningless in a list; "Presented quarterly findings to a board of 12 executives" is compelling evidence of communication skills.
How to Organise Your Skills
Group related skills into sub-categories for clarity and scannability:
- Technical / Hard Skills: "Python, SQL, Tableau, Excel, Google Analytics"
- Tools and Platforms: "Salesforce CRM, HubSpot, Jira, Notion, Slack"
- Methodologies: "Agile / Scrum, Design Thinking, Lean Six Sigma"
- Languages: "English (native), Spanish (professional working proficiency), French (conversational)"
List the most important and relevant category first. For a software engineering role, technical skills should be at the top. For a project management role, methodologies and tools might come first.
Mirror the Job Description's Language
This is the single most impactful thing you can do to improve ATS performance. If the job posting says "React.js," use "React.js" — not "ReactJS" or "React." If it says "data visualisation," use that phrase. If it mentions "stakeholder management," use that exact phrase.
ATS keyword matching is literal in many systems. Small variations can mean the difference between being filtered in or out before a human ever sees your application.
Proficiency Levels: Use With Care
Some candidates add proficiency indicators — "Basic," "Intermediate," "Expert" — or use visual bars to show level. This can work, but use it cautiously:
- ATS systems often can't read visual bars (they're usually in graphics the ATS ignores).
- Self-assessed proficiency levels can set expectations that the interview may not meet.
- If you use levels, stick to simple text indicators: "Python — advanced," "Photoshop — working knowledge."
Keep It Current
Your skills section should be reviewed and updated before every application. Technologies change, new tools emerge, and your own skills develop. A skills section that lists tools from three or four years ago with nothing newer looks like a profile that hasn't been touched since then.
Add any certification, course, or tool you learn as you learn it — don't wait for a job search to update your skills section.