The skills section is one of the most heavily weighted sections in ATS scoring, and one of the most commonly done wrong. Too vague ("Microsoft Office"), too long (40 skills listed with no context), or missing entirely. Here's how to build a skills section that actually gets you interviews.
Hard skills vs. soft skills: what to include
Hard skills (include these)
Hard skills are specific, teachable, and verifiable: programming languages, software tools, certifications, methodologies, foreign languages. These are what ATS systems scan for. Every hard skill you list is a potential keyword match against the job description.
- Technical: Python, React, SQL, Figma, Salesforce, AutoCAD, Excel (Advanced)
- Methodologies: Agile, Scrum, Six Sigma, PRINCE2, ITIL
- Certifications: AWS Certified, PMP, CPA, CISA, Google Analytics
- Languages: Spanish (professional), Mandarin (conversational)
Soft skills (use sparingly)
Soft skills like "communication", "leadership", and "teamwork" are the most overused phrases on resumes. Every candidate claims them. They carry almost no weight with recruiters or ATS. Don't dedicate skills section space to them. Instead, demonstrate them through your bullet points: "Led a cross-functional team of 8" proves leadership far better than listing it as a skill.
How to organize your skills section
Group skills into categories with a clear label. This is far more readable than a wall of keywords:
Software Engineer skills section
Before: Python, JavaScript, React, Node.js, SQL, AWS, communication, teamwork, problem solving, Git, Docker, Kubernetes, leadership, time management, TypeScript
After:
Languages: Python, TypeScript, JavaScript, SQL Frameworks: React, Node.js, Express, Next.js Cloud & DevOps: AWS (EC2, S3, Lambda), Docker, Kubernetes, GitHub Actions Databases: PostgreSQL, MongoDB, Redis
Use the exact names from the job description. If the JD says "Tableau", write "Tableau", not "data visualization tools". If it says "Google Analytics", not "web analytics platforms". ATS keyword matching is literal, not conceptual.
How many skills to list
- Minimum: 8-10 skills (below this you may fail the ATS 'skills present' checkpoint)
- Maximum: 20-25 skills. Beyond this it becomes a keyword dump that looks unvetted.
- Sweet spot: 12-18 skills, grouped into 3-4 categories
- Rule: every skill you list, you must be able to speak to in an interview
How to match your skills to a job description
- Copy the job description text
- Highlight every specific skill, tool, technology, and certification mentioned
- Compare against your current skills section, note what's missing that you actually have
- Add the missing skills using the exact phrasing from the JD
- Remove or deprioritize skills that aren't relevant to this role
Where to put the skills section
- Experienced candidates: after Experience (let your work history lead)
- Entry-level / career changers: before or after Education (let skills lead)
- Technical roles: near the top. Recruiters scan for the tech stack first.
- Two-column templates: skills often go in the sidebar. Keep each category short.
Skills that are too obvious to list
Skip anything that's assumed for the role or for anyone with a computer:
- 'Microsoft Word' or 'email' for any professional role
- 'Google Search' or 'internet research'
- 'Microsoft Office' (list specific tools: Excel, PowerPoint, Word)
- Basic skills that every applicant for the role would have
Proficiency levels: include or skip?
Listing proficiency levels ("Python - Advanced", "French - Beginner") can be useful for technical and language skills but adds clutter for soft skills and well-known tools. A good rule: add proficiency levels only when the gap between basic and advanced knowledge is material to the job (programming languages, foreign languages, specialized software).