The long list of skills is a symptom of a much larger problem. Too many companies are just clueless about hiring technical staff.
These things don't work: using HR, resume databases, keyword searches, creating an overlong and too detailed list of requirements and then treating them as a checklist.
Yet, this is the approach taken by far too many companies. The result, of course, is a stack of resumes a mile high that each contain a list of as many buzzwords and skills as possible. How do companies expect to find a good match in all that?
The way out is simple. Create a simple resume, with a small focused set of "skills". Leave out anything that's irrelevant to what you actually want to do. Then send it to a small handful of companies that run reasonable adverts. There may be fewer such opportunities, but I think a focused approach works better in the long run.
These things don't work: using HR, resume databases, keyword searches, creating an overlong and too detailed list of requirements and then treating them as a checklist.
Yet, this is the approach taken by far too many companies. The result, of course, is a stack of resumes a mile high that each contain a list of as many buzzwords and skills as possible. How do companies expect to find a good match in all that?
The way out is simple. Create a simple resume, with a small focused set of "skills". Leave out anything that's irrelevant to what you actually want to do. Then send it to a small handful of companies that run reasonable adverts. There may be fewer such opportunities, but I think a focused approach works better in the long run.