What Is a Skills Profile — and Why Does It Matter?

Why Resumes and Job Descriptions Aren’t Enough

Traditional resumes and job descriptions are limiting — they’re unstructured, vague, and hard to search or compare. A Skills Profile provides an alternative: a structured, standardized way to present what you can do, not just where you’ve worked.

At MySkillsPlus, we’ve designed the 6D Skills Profile Framework to help individuals showcase their full capability set across multiple dimensions — in a way that’s understandable to recruiters, applications, and even other professionals.

What Is a Skills Profile?

A Skills Profile is a structured mapping of your skills, strengths, and career dimensions — including not just what you know, but how proficient you are.

It’s built using our 6D Framework, which covers:

1. Applied Skills

What you actively use to perform tasks or solve problems.

E.g., Statistical Modeling, Visual Design, Python Scripting

2.Concepts & Theories

Underlying principles and models you apply in your work.

E.g., Behavioral Economics, Brand Positioning, Agile Thinking

3. Focus Areas & Specializations

The fields or domains you’ve specialized in.

E.g., Cybersecurity, Pediatric Nursing, Content Marketing

4. Role

Your functional role in a professional setting.

E.g., Product Manager, Research Analyst, Warehouse Supervisor

5. Personal Attributes

Your intrinsic capabilities, talents, and traits.

E.g., Critical Thinking, Resilience, Spatial Reasoning

6.Contextual Dimensions

Industry, geography, customer segment, or work mode.

These give relevance and meaning to your skills in the real world.

Skills Proficiency: How Good Are You at What You Do?

The second half of the Skills Profile is proficiency mapping.

It’s not enough to say you know something — how deeply do you know it?

We use a uniform four-point scale to rate proficiencies across all skills and dimensions. The labels differ by skill type (e.g., beginner to expert vs. conceptual awareness to strategic fluency), but the purpose remains: to reflect your level of mastery.

Why this matters:

• Recruiters want to match not just skills, but skill levels
• You gain insight into your development areas and strengths
• You can identify upskilling opportunities based on your gaps

Why Create a Skills Profile?

Creating a Skills Profile opens up real-world benefits — for your career, your confidence, and your income.

1. Discoverability of Your Skills

Recruiters and platforms are searching for people with specific skills — not just job titles. A structured Skills Profile:

• Makes you searchable and comparable
• Improves your chances of being found for the right role
• Highlights your real capabilities, not just resume buzzwords

2. Monetization of Your Profile

With MySkillsPlus, you can set your own:

• VSP (Value of Skills Profile) — what your profile is worth
• BVF (Background View Fee) — paid when recruiters view your deeper profile
• PCF (Personal Contact Fee) — paid when they reach out to contact you

You earn every time someone pays to engage with your profile.

How to Build Your Skills Profile

Creating your profile takes just 5–10 minutes using the MySkillsPlus Skills Profiler. Here’s what you’ll do:

Browse — Select your domain, function, or industry

Select — Add relevant skills across all six dimensions

Rate — Assign proficiency levels and add examples or comments

Once done, your Skills Profile becomes:

• Anonymously published to the web
• Discoverable via open APIs for job boards and HR platforms
• Monetizable — you earn when someone finds you valuable

Tips to Maximize the Credibility of Your Skills Profile

Creating a Skills Profile is just the start — how you build it makes a big difference in how discoverable, trustworthy, and valuable it becomes. Here are five tips to help you build a high-quality profile that stands out:

1. Cover All 6 Dimensions — Especially Personal Attributes

Don’t skip the softer side. Your Capabilities, Traits, and Talents play a major role in how you’re perceived — especially for roles involving leadership, collaboration, or decision-making.

2. Maintain Balance — Not Too Much, Not Too Little

Aim for 20 to 30 skills total, covering applied skills, concepts, role, and at least 5 key Personal Attributes.

Too many skills can dilute your focus; too few won’t capture your depth.

3. Rate Proficiencies Pragmatically

Avoid inflating your skill ratings. Be honest about where you stand — it improves trust, feedback, and fit with real opportunities.

4. Leverage Feedback Tools

Use the built-in Peer Feedback and AI Review Tool to get external perspectives.

You can update your ratings based on their suggestions to better reflect your true proficiency.

5. Add Evidence Where Possible

Use qualifiers to explain how you’ve used the skill — mention a project, an outcome, or experience. This adds credibility and context to your self-ratings.