Something changed in hiring over the last few years. About 85% of employers now use skills-based hiring, which basically means they care more about what you can do than where you studied. When someone's scanning your resume, there's a 41% chance they'll look at your skills section before anything else—even your work history.
Why? Companies need people who can jump in and perform, not just candidates with impressive pedigrees. Your skills section gets maybe three seconds of attention. Miss that window and nobody's reading the rest.
Three out of four resumes never make it to a real person. Applicant Tracking Systems scan for keywords and skills that match what's in the job description. Wrong terms in the wrong spots? Automatic rejection.
Companies aren't trying to be difficult—they're drowning in applications. Hundreds per position, sometimes. The ATS is the first filter. You've got to get past the software before your actual qualifications matter to anyone with decision-making power.
81% of hiring managers now want AI-related skills. And not just for tech roles. You don't need to be a machine learning engineer, but you should understand how to work with AI tools, make sense of data, or use automation in your daily workflow.
Companies say skills gaps are blocking their growth—63% of them, actually. That gap between what employers need and what candidates show up with? It's wide open right now. Opportunity's sitting right there if you know how to position what you've got.
Your skills section isn't decoration. It's what gets you past the first cut.
Start with the job description. Read it carefully, then pull out every skill they mention. Pay attention to what shows up more than once—those are your keywords. Match them against what you actually know. Don't lie, but don't sell yourself short either.
Break your skills into categories: technical stuff (software, tools, platforms), professional capabilities (project management, data analysis), and interpersonal strengths (communication, leadership). Put the most relevant ones for each job at the top. Words like "hard worker" or "team player" are filler. They take up space without saying anything useful.
Biggest mistake? Use the same skills section for every application. Each job needs a different emphasis. Startup? Show adaptability and range. Corporate environment? Emphasize systems and processes. And quantify when you can: "Managed budgets up to $500K" beats "budget management."
A recruiter should look at your skills and think "this person can do what we need" in under ten seconds.
This isn't about gaming the system. It's about making sure people actually see what you can do. Users report ATS scores jumping from the 40-60% range up to 67-97% after optimization—just by using the keywords and structure that ATS systems recognize. Getting interviews versus getting ignored often comes down to presenting information you already have.
Most people apply to dozens of jobs without understanding why they're not hearing back. Usually the problem isn't your experience—it's how you're presenting it. This tool shows you exactly what's missing and how to fix it before you submit.
Three categories: technical (software, tools, methodologies), professional (project management, data analysis, budgeting), and interpersonal (communication, leadership, collaboration).
The exact mix depends on your field, but shoot for 8-15 skills that relate directly to the job description. Technical roles need more hard skills. Management positions need balance.
Whatever the job posting specifically asks for. That said, 47% of hiring managers prioritize AI-related capabilities, followed by data analysis at 39%. Communication skills remain the single most-requested across all industries. Let the job description tell you what matters for that specific role.
Between 8 and 15 works for most people. Fewer than 8 looks thin and won't give ATS systems enough keywords. More than 15 dilutes your message and makes you look unfocused. Quality over quantity—one highly relevant skill that perfectly matches the job description beats five generic ones.
Yes, but be smart about it. Don't just write "excellent communication skills"—that's meaningless. Demonstrate soft skills through your experience: "Led cross-functional team meetings with 12 stakeholders" shows communication and leadership without stating it generically. In your skills section, you can list 2-3 key soft skills if the job posting specifically mentions them.
Compare your resume directly against the job description. Highlight every skill or qualification they mention. Check your resume for those exact terms (or close synonyms). Missing more than 30% of their keywords? Your resume probably won't pass ATS screening. Our tool automates this comparison and shows you exactly which gaps to address.
Hard skills are teachable and measurable: Python programming, Excel pivot tables, Salesforce administration. You can objectively test hard skills. Soft skills are interpersonal—teamwork, adaptability, time management. Both matter, but hard skills typically determine if you can do the job. Soft skills influence how well you do it. Modern resumes need both to pass ATS and impress human reviewers.
Create a dedicated skills section near the top, right after your summary. But don't stop there. Weave your skills throughout your experience descriptions too. If you list "project management" as a skill, your job descriptions should include specifics: "Managed six concurrent projects totaling $2M in budget." This reinforcement helps both ATS scanning and human reviewers.