The 3 Types of Skills Recruiters Look For
Most people treat "skills" as one big bucket. Recruiters don't. They mentally split your skills into categories, and each category matters in a different way. If you understand these categories, you'll know exactly what to include and where.
1. Hard Skills (Technical or Measurable Skills)
Hard skills are teachable, measurable abilities you gain through education, training, or experience. These are the easiest for recruiters and ATS systems to validate, which is why they often carry the most weight in screening. Examples: Python, SQL, Salesforce, Adobe Creative Suite, project management methodologies, certifications like PMP or AWS.
In most roles, hard skills are the filter. If the job requires Salesforce and you don't list it, you may not make it past the ATS. That's why your skills section must include the exact tools and technologies mentioned in the job description (assuming you actually have them).
2. Soft Skills (Interpersonal Skills)
Soft skills are personal attributes that determine how you work with others: communication, leadership, collaboration, adaptability, conflict resolution. Recruiters care about these because they predict how well you'll fit into a team and handle ambiguity.
The problem: soft skills are easy to claim and hard to prove. Anyone can write "strong communicator" on their resume. What makes your resume credible is demonstrating those skills in your experience bullets. Instead of listing "leadership," say "Led a cross-functional team of 6 to deliver a product launch two months early." The skill is implied by the example.
3. Transferable Skills (Cross-Industry Skills)
Transferable skills are abilities that apply across roles and industries. These matter most if you're changing careers or moving into a new domain. Examples: project management, data analysis, stakeholder communication, process improvement.
Recruiters are often skeptical of career changers. Transferable skills are how you reduce that skepticism. They show you can succeed even if you don't have direct experience in the exact role.
The Right Way to Format Your Skills Section
The way you format your skills section affects both ATS parsing and human readability. A beautiful design that an ATS can't parse is worthless. A wall of text that recruiters can't scan is nearly as bad. Here are the three formats that actually work:
Option 1: Simple Bullet List (Best for ATS)
Skills
- Python, JavaScript, React, Node.js
- Data Analysis (SQL, Excel, Tableau)
- Project Management (Agile, Scrum)
- Leadership & Team Management
This is the safest format. It's simple, ATS-friendly, and easy for recruiters to scan. Use it for most applications unless you have a very large number of technical tools to list.
Option 2: Categorized Skills (Best for Technical Roles)
Technical Skills
- Languages: Python, JavaScript, SQL
- Frameworks: React, Django, Node.js
- Tools: Git, Docker, AWS, Jira
Soft Skills
- Leadership, Communication, Problem-Solving
Categorization is helpful when you have many technical tools. It groups related skills so recruiters can quickly assess your technical breadth. Just keep categories simple and avoid adding too many—they should enhance readability, not overwhelm.
Option 3: Proficiency Levels (Use Sparingly)
Skills
- Python: Expert
- JavaScript: Advanced
- React: Intermediate
- Spanish: Conversational
Proficiency labels can be useful for language skills or specific tools where level matters. But they can also backfire—people often underrate themselves or use vague terms like "expert" that invite skepticism. Use this format only when asked or when it genuinely helps clarify your level.
What Skills to Include (And Why)
1. Start with the Job Description
The job description is your blueprint. Every skill listed in the "requirements" or "qualifications" section that you actually have should appear in your resume. This is the fastest way to improve your ATS score. If the posting says "project management," use that exact phrase. If it says "Salesforce," don't write "CRM tools." Be literal.
2. Prioritize In-Demand Skills
If you have space, include skills that are widely valued in your industry, even if they aren't explicitly listed in the posting. For example, data literacy is increasingly expected in marketing, product, and operations roles. If you know SQL or Google Analytics, that's a marketable advantage. Research 5-10 job postings in your field and look for patterns. If a skill shows up in most of them, it's high-value.
3. Be Ruthlessly Honest
Listing a skill you can't defend is the fastest way to blow an interview. If you write "Advanced Excel" and can't build a pivot table or use VLOOKUP, you'll be exposed. It's better to list 8 skills you can confidently discuss than 20 that you can't. Remember: recruiters and hiring managers will probe the skills you list.
4. Certifications Add Credibility
Certifications are powerful because they validate skills externally. If you have them, list them prominently—either in your skills section or in a dedicated "Certifications" section. Always use the full official name (e.g., "AWS Certified Solutions Architect"), not just acronyms. ATS systems match full names more reliably.
Skills to Avoid Listing (They Hurt More Than They Help)
Basic Computer Skills
"Microsoft Word" or "basic computer skills" are assumed for almost every professional job. Listing them makes your resume look outdated. The only exception is if the job explicitly requires a specific tool (e.g., advanced Excel for a finance role). Otherwise, omit.
Vague Soft Skills Without Proof
"Leadership," "communication," "team player"—these phrases mean nothing unless backed by evidence. If you want to highlight leadership, show it in your experience: "Led a team of 6 engineers to deliver a product launch three weeks early." If it's not supported by evidence, leave it out.
Outdated or Irrelevant Technologies
Listing obsolete tools (Windows 95, Flash, old versions of software) signals that you're out of touch. Unless you're applying to a role that specifically requires legacy systems, omit outdated skills. Focus on what's current and relevant.
Buzzwords and Hype
"Rockstar," "ninja," "go-getter," "synergy"—these add zero value and often annoy recruiters. Your resume should read like a professional document, not a hype reel.
Before & After: Skills Section Makeover
Same candidate, same experience—but one skills section gets ignored while the other gets interviews.
Before (Weak)
Skills
- Good communication
- Microsoft Office
- Team player
- Hard worker
- Quick learner
❌ Vague, generic
❌ No hard skills
❌ Doesn't match job description
❌ ATS won't recognize these
After (Strong)
Core Competencies
- Data Analysis: SQL, Python (Pandas), Tableau
- Project Management: Agile, Scrum, Jira
- Marketing: SEO, Google Analytics, HubSpot
- Technical Writing & Documentation
- Spanish (Professional Proficiency)
✅ Specific and measurable
✅ Hard skills + tools
✅ Matches job description keywords
✅ ATS-friendly
Where to Showcase Skills (Beyond the Skills Section)
Your skills section is important, but it's not the only place recruiters look for evidence. In fact, the most convincing place to demonstrate skills is in your work experience. Here's how to distribute them across your resume:
1. Dedicated Skills Section
Use this for your top 8-12 hard skills. Place it near the top if your skills are your strongest selling point, or near the bottom if your work experience is more impressive.
2. Work Experience (Where Skills Are Proven)
This is where you show how you used your skills, not just that you have them. Compare:
❌ Weak: "Used Python and SQL"
✅ Strong: "Built an automated reporting pipeline using Python and SQL, reducing monthly reporting time by 60%"
One sentence of evidence beats a list of skills every time.
3. Resume Summary
Your summary is where you can highlight 2-3 of your most relevant skills up front. Example: "Data analyst with 5 years of experience in SQL, Python, and predictive modeling." This immediately signals to recruiters that you meet the core requirements.
4. Certifications / Education
Certifications are often weighted heavily by ATS systems, so include them in a dedicated section. For example: "AWS Certified Solutions Architect (2025)." This reinforces your skills with an external credential.
Optimizing Your Skills Section for ATS
ATS systems scan skills sections aggressively. To maximize your score, follow these rules:
- Use standard section headings like "Skills" or "Core Competencies."
- Match exact keywords from the job description (use their wording, not synonyms).
- Spell out acronyms at least once (e.g., "Search Engine Optimization (SEO)").
- Avoid graphics, charts, or skill bars—ATS can't read them.
- Use commas or bullet points, not tables or columns.
- Don't list 50 skills—focus on the most relevant 8-12.
If you want to check whether your skills section is ATS-friendly, upload your resume to CareerCheck. It will highlight missing keywords and formatting issues in seconds.
How CareerCheck Helps You Identify the Right Skills
Not sure which skills to highlight? CareerCheck analyzes your profile against real job descriptions and shows you exactly what to focus on:
- Skill Gap Analysis: See which skills the job requires that you're missing
- Keyword Matching: Get the exact terms from the job description to include
- ATS-Friendly Formatting: Ensure your skills section passes automated screening
- Resume Generation: Auto-generate tailored resumes with the right skills for each job
Frequently Asked Questions
How many skills should I list?
Aim for 8-12 in your skills section. Too few and you look underqualified, too many and it looks like keyword stuffing. Focus on the most relevant skills for the specific job and use your work experience section to prove them.
Should I include soft skills?
Only a couple, and only if they're explicitly mentioned in the job description. Hard skills are what ATS systems prioritize, and soft skills are difficult to prove in a skills list. Instead, show soft skills through your accomplishments in the work experience section.
What if I don't have all the required skills?
Apply if you meet 70%+ of the requirements. Focus on transferable skills and highlight your ability to learn quickly. In interviews, acknowledge the gap but demonstrate how your existing skills allow you to ramp up fast.
Should I tailor my skills for every job?
Yes. This is one of the highest-impact changes you can make. Even a 10-minute adjustment to match the job description's keywords can dramatically improve your ATS score and recruiter response rate.
Optimize Your Skills Section Today
Use CareerCheck to identify skill gaps, match job requirements, and generate ATS-optimized resumes that get past the bots and impress recruiters.