Show HN: I analyzed 1500+ job ads to find the most wanted skills by recruiters

Cute but useless.

* 99% of jobs advertised online are fake, including HN's Who's Hiring. They are posted just because some manager wanted to fake growth, wanted to pretend fairness for a position that will be given to patronage, forgot to remove an add posted long ago, etc. Like in online dating, online job postings is mostly a scam.

* The "most wanted" skills are somewhere between the "junior skills that are necessary but not sufficient" and "rat race". They are the skills most likely to be replaced by AI or cheaper workers from 3rd world countries.

I've applied for online jobs, I've been through the pain.

There are only 3 ways of applying to online jobs that preserve your emotional health:

* Use an automated tool like loopcv, Sonara, Jobscan, LazyApply, SimplifyJobs, Massive, etc. Yes, they're crappy. But with enough quantity, quality of application becomes irrelevant.

* let recruiters find you, don't search for them

* look for positions in fora dedicated to specific/niche technologies (e.g.: Reddit, Dischord, etc).

Recruiters conflate skills with technologies. Or perhaps the author does. I feel like a skill is something that doesn’t go away if a particular business folds.

This might seem nitpicky, until you’ve had a recruiter ask how skilled you were in JIRA and demands you tell them a story about a time when you used advanced JIRA skills to solve a problem. It becomes a checklist of things that really don’t matter that much compared to actual skills.

Employers, this is also why you can’t find good candidates. They might not have a lot of “skills” in the way they’re being defined.

99% sounds bitterly high.

C++ is #199 with only one mention, and almost all top skills are front end. Ouch!

Not completely true, these job postings rarely meet the style and experience required for the work, due to which they're required to be shared across the next month and so on... Also, on the other hand, there is a problem on HR's behalf to correctly identify and match the applicants on the sole basis of their resumes. Which often times is years old and not updated and doesn't reflect the actual description of the person as readable by HR. Hence, the problem of incorrect communication leads to inflated job postings and multiple rounds of tests in selection process, which can often be tiring.

Second part is mostly true, they might be, but what's exceptional talent if you can train anyone?