Recruiter's Reference

50 Must-Screen Skills by Industry:
The 2026 Recruiter's Reference

Job titles have never been less reliable. The agencies placing faster are screening for skills, not titles.

Updated April 2026 6 industries · 50+ skills
01

Technology & Software

Must-Have Strong Differentiators
Cloud platform experience (AWS / Azure / GCP) CI/CD pipeline ownership
Primary programming language (Python / Java / JavaScript) Agile / scrum as practitioner
Version control (Git) Open source contributions
API design and integration System design exposure
Debugging and code review capability Cross-functional collaboration with non-technical teams
Docker / containerisation  
Key Screen Question

Can they name specific tools, frameworks, or stack components — or do they stay generic? Specificity is a strong signal of genuine experience.

02

Marketing & Digital

Must-Have Strong Differentiators
Paid media management (Google Ads, Meta Ads) Marketing attribution modelling
SEO — on-page and technical fundamentals CRO experience
Analytics platforms (GA4, Looker) A/B testing independently
Email marketing and automation tools Organic social growth
Copywriting and content production Marketing operations / CRM ownership
Campaign reporting  
Key Screen Question

Do they cite results with numbers, or describe activities without outcomes? Marketers who cannot quantify impact are a red flag at mid-to-senior level.

03

Finance & Accounting

Must-Have Strong Differentiators
Financial reporting and management accounts IFRS / local GAAP technical knowledge
Advanced Excel / Google Sheets modelling ERP system experience (SAP / NetSuite / Xero)
Budgeting and forecasting FP&A exposure
Audit and internal controls Presenting financial data to non-finance stakeholders
Tax compliance awareness Finance workflow automation
Variance analysis  
Key Screen Question

Which reporting standards, ERP systems, or compliance frameworks have they worked in? Vague answers are a meaningful signal.

04

Operations & Logistics

Must-Have Strong Differentiators
Supply chain coordination and vendor management Lean / Six Sigma methodology
Inventory management systems Process improvement project leadership
Demand forecasting and capacity planning Cross-border logistics knowledge
KPI tracking and operational reporting WMS experience
Problem-solving under time pressure (evidenced) Contract / SLA negotiation
H&S awareness  
Key Screen Question

Can they give a specific example of reducing cost, improving throughput, or fixing a broken process? Strong ops candidates have concrete stories, not just job duties.

05

Sales & Business Development

Must-Have Strong Differentiators
Full sales cycle ownership Named account or enterprise deal experience
CRM proficiency (Salesforce / HubSpot / Pipedrive) Consistent quota attainment (with evidence)
Outbound prospecting Outbound pipeline generation
Consultative selling C-suite selling experience
Multi-stakeholder navigation Cross-sell / upsell track record
Commercial negotiation  
Key Screen Question

What was their average deal size, sales cycle length, and quota? Candidates who answer precisely have done the job. Candidates who can't — haven't.

06

HR & People Management

Must-Have Strong Differentiators
Full employee lifecycle management HRIS administration (Workday / BambooHR)
Employment law knowledge People analytics
Performance management delivery Experience supporting organisational change
Recruitment partnering and talent pipeline DEI programme design
Employee relations case management L&D programme ownership
People data and reporting  
Key Screen Question

Have they worked generalist or specialist? Neither is wrong, but knowing which helps you match them to your client's actual context.

Skills Gap Red Flags

Watch for these patterns when reviewing CVs — each is a reliable signal that the skills claim doesn't hold up under scrutiny.

  1. 01
    Title inflation without evidence
    Job title sounds senior but responsibilities described are junior-level.
  2. 02
    Tool lists with no context
    15 technologies listed with no indication of depth, frequency, or outcome.
  3. 03
    Date gaps covered by vague descriptions
    "Freelance consulting" with no named clients or outcomes.
  4. 04
    Responsibilities described, results never mentioned
    What they were supposed to do vs what they actually achieved.
  5. 05
    Skills that don't match the seniority claimed
    "Senior" candidate whose skills profile matches 2–3 years of experience.
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