I spent my first six months after the Navy updating my LinkedIn profile exactly once, and even then I left the skills section completely blank. Figured my experience spoke for itself. It did not. My profile sat there collecting dust while former teammates who had half my qualifications were getting recruiter messages weekly.

The difference was not their experience. It was their skills section. LinkedIn's algorithm uses those skills as matching criteria when recruiters run searches, and if you have nothing listed, or you have "Naval Special Warfare" and "SCUBA Operations" as your top skills, you are invisible to the people who could actually hire you.

After helping over 15,000 veterans through BMR, I can tell you the skills section is one of the most overlooked parts of a veteran's LinkedIn profile. Everyone spends hours on the headline and summary. The skills section gets five minutes or gets skipped entirely. That is backwards. Your skills section and your experience section are the two parts that directly determine whether recruiters find and contact you. Your skills section directly feeds LinkedIn's search algorithm, and it takes about 20 minutes to get right if you know what you are doing.

Why Does the LinkedIn Skills Section Matter for Job Searches?

LinkedIn is not just a social network for veterans. It is a searchable database that recruiters pay thousands of dollars per year to access through LinkedIn Recruiter. When a recruiter at Lockheed Martin, Booz Allen, or Amazon searches for candidates, they type in skill keywords. LinkedIn then returns profiles that match those keywords, weighted heavily by the skills section.

If a recruiter searches "project management" and that phrase is nowhere in your skills list, your profile ranks lower in their search results. You could have managed a $14 million equipment program across three continents, but if "Project Management" is not in your skills section, LinkedIn's algorithm does not connect those dots for you.

This matters even beyond recruiter searches. When you apply to jobs through LinkedIn's Easy Apply feature, the platform compares your listed skills against the job posting's required skills. Profiles with higher skill overlap get flagged as "strong matches" to the hiring team. So your skills section is doing double duty: making you searchable AND making your applications look stronger.

I have talked to dozens of recruiters through BMR's network, and they all say the same thing: they search by skills first, then filter by location, experience level, and industry. If your skills are not there, you are not in the candidate pool at all.

What Skills Should Veterans Add to LinkedIn?

LinkedIn lets you add up to 50 skills. You do not need all 50, but you want at least 20-30 that map to the jobs you are targeting. The key is thinking like a recruiter, not like a service member writing an eval.

Start with the job postings you are interested in. Pull up five to ten postings for roles you would actually apply to. Look at the required qualifications and preferred qualifications sections. Write down every skill and keyword that shows up more than once across those postings. Those repeated terms are your priority skills.

For example, if you are a former Army Logistics Officer (90A) targeting supply chain roles, your job posting research might surface these recurring terms:

• Supply Chain Management
• Inventory Management
• Procurement
• Vendor Management
• SAP
• Lean Six Sigma
• Demand Planning
• Warehouse Management
• Distribution
• Cost Reduction

Every one of those should go in your skills section. Now compare that list to what I typically see on a veteran's LinkedIn: "Military Logistics," "Convoy Operations," "Tactical Planning," "Force Protection." Those are accurate descriptions of what you did, but a supply chain recruiter at Amazon is not typing "Convoy Operations" into LinkedIn Recruiter.

If you are targeting defense contractor positions, your skills list shifts. Defense recruiters DO search for terms like "DoD Acquisition," "ITAR Compliance," "Security Clearance," and "Government Contracting." The point is your skills section should reflect your target industry, not just your service record.

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How Do You Translate Military Skills into LinkedIn Keywords?

The translation process is the same one you use for your resume, just applied to a different format. You need to take what you actually did and express it in the language your target industry uses. Our military-to-civilian terms glossary is a solid starting point for the most common translations.

But LinkedIn skills are simpler than resume bullets. You are not writing accomplishment statements. You are picking two-to-four-word skill labels from LinkedIn's pre-populated list. When you start typing a skill, LinkedIn suggests matching terms. Use their suggestions whenever possible because those are the terms that are indexed in their search algorithm.

Here is how the translation works for a few common military roles:

Navy IT (Information Systems Technician): "Network Administration" becomes your skill, not "NIPR/SIPR Network Management." "Cybersecurity" instead of "IA Compliance." "Help Desk Support" instead of "Trouble Ticket Resolution." "Cisco Networking" if you worked with Cisco gear, because recruiters search that exact phrase.

Army Human Resources (42A): "Human Resources Management" instead of "S1 Operations." "Payroll Administration" instead of "Military Pay." "Employee Relations" instead of "Soldier Readiness Processing." "HRIS" if you used any HR information systems, even military ones like iPERMS.

Air Force Contracting (6C0X1): "Government Contracting" instead of "Contracting Officer Representative." "Procurement" instead of "GPC Program Management." "Contract Negotiation" instead of "Source Selection." "FAR/DFAR Compliance" is one that actually translates directly because civilian defense contractors use the same regulations.

The pattern is consistent: take the military-specific framing and restate it using the terminology that appears in civilian job postings. BMR's career crosswalk tool can show you exactly which civilian job titles and skills map to your military role, complete with salary ranges and federal GS positions.

How Many Skills Should You List and How Should You Order Them?

LinkedIn allows up to 50 skills but only displays your top 5 prominently on your profile. Those top 5 are the ones visitors see without clicking "Show all skills," and they carry the most weight in search results. So the order matters.

Your top 5 skills should be the five most important keywords for the job you want next. Not the five things you are best at. Not the five things you did most recently. The five terms a recruiter would type to find someone like you.

If you are an E-7 logistics NCO targeting a GS-11 Supply Management Specialist position, your top 5 might be:

1. Supply Chain Management
2. Inventory Management
3. Government Property Management
4. Procurement
5. Warehouse Operations

After your top 5, build out the next 15-25 skills in descending order of relevance to your target roles. Include a mix of hard skills (software, certifications, technical competencies) and transferable skills (leadership, project management, training). LinkedIn's algorithm considers all listed skills, but the top 5 get the most visibility.

One thing veterans often miss: you can pin different skills to the top depending on which version of your civilian job title translation you are leading with. LinkedIn does not limit how often you rearrange. Treat it like a living document, not a one-time setup.

Should You Remove Military-Specific Skills from LinkedIn?

No. But you should not lead with them either.

There is a difference between a skill that only makes sense in a military context and a skill that bridges both worlds. "COMSEC Material Custodian" is not a term civilian recruiters search for. "Information Security" means the same thing and gets searched by thousands of recruiters daily. You want both on your profile, but "Information Security" goes in your top 5 while "COMSEC" sits further down the list.

Military-specific skills serve two purposes on LinkedIn. First, they signal to veteran-friendly employers and defense contractors that you have direct military experience. Companies like SAIC, Raytheon, and General Dynamics have recruiters who specifically search for military skill terms. Second, they help other veterans and military community members find you for networking.

The strategy is layering. Your top 5 and top 15 skills should be civilian-friendly terms that any recruiter in your target industry would search. Skills 16-30 can include military-specific terms, military acronyms that carry weight in defense, and niche competencies that defense-sector recruiters might search.

What you should definitely remove: skills that are just military admin tasks dressed up as competencies. "Counseling Packets," "Awards Processing," "NCOER Writing" — these are duties, not searchable skills. Replace them with the civilian equivalent: "Performance Management," "Employee Recognition Programs," "Performance Evaluations."

How Do Endorsements Work and Are They Worth Pursuing?

LinkedIn endorsements are when someone clicks the "+1" button on one of your skills. They are the least effort form of social proof on the platform, and recruiters have mixed feelings about them. But they do affect one thing that matters: your search ranking.

LinkedIn's algorithm factors in endorsement counts when ranking profiles in search results. A profile with "Project Management" endorsed 47 times ranks higher for that search term than a profile with the same skill endorsed twice. It is not the biggest ranking factor, but it is a free one, so there is no reason to ignore it.

The fastest way to get endorsements as a veteran is to give them first. Go through your LinkedIn connections — fellow service members, coworkers, classmates from PME or technical schools — and endorse their skills. Many people will endorse you back within a few days. This is not gaming the system. You actually know these people and can vouch for their abilities.

Focus your endorsement strategy on your top 5 skills. You want those specific skills to have the highest endorsement counts because they carry the most search weight. If your top skill is "Cybersecurity" but your most-endorsed skill is "Microsoft Office," the algorithm sees a mismatch.

Veterans with free LinkedIn Premium access get additional visibility into who is viewing their profile, which can help you identify which skills are attracting attention and adjust accordingly.

Common Mistakes Veterans Make with LinkedIn Skills

After reviewing thousands of veteran LinkedIn profiles through BMR, these are the patterns I see repeatedly:

Listing only soft skills. "Leadership," "Communication," "Teamwork," "Problem Solving" — these are fine to include, but if they are your ONLY skills, you look like everyone else on the platform. Recruiters search for specific technical skills, certifications, and industry terms. Soft skills should supplement your technical skills, not replace them.

Copying your resume skills section verbatim. Your resume is tailored to one specific job. Your LinkedIn skills section should cover a broader range because it needs to be discoverable across multiple types of searches. Think of your resume as a rifle and your LinkedIn as a shotgun. Different tools, different approaches.

Never updating after the initial setup. Your skills should evolve as your job search progresses. If you complete a cybersecurity certification, add the specific cert name as a skill immediately. If you finish a SkillBridge internship and learn Salesforce, add it. Your skills section should reflect your current capabilities, not a snapshot from when you first created the profile.

Ignoring LinkedIn Skills Assessments. LinkedIn offers free skill assessments — short quizzes on topics like Excel, Python, Project Management, and dozens more. Passing an assessment adds a "Verified" badge to that skill on your profile. Recruiters can filter search results to show only candidates with verified skills. It is free, it takes 15 minutes, and it gives you an edge over profiles without the badge.

What Should You Do Next?

Open LinkedIn right now and look at your skills section. Count how many skills you have listed. If it is under 15, you are leaving search visibility on the table. If your top 5 skills are all military-specific terms, reorder them with civilian equivalents in the top spots.

Here is the 20-minute fix:

1. Pull up five job postings for roles you want. Write down every repeated skill term.
2. Add those terms to your LinkedIn skills section. Use LinkedIn's auto-suggest to find the exact indexed version.
3. Reorder so your top 5 match the five most important keywords for your target role.
4. Take two or three LinkedIn Skills Assessments for your strongest technical skills.
5. Endorse 10 connections and send five direct endorsement requests.
6. Turn on LinkedIn's Open to Work feature so recruiters searching those skills actually see you are available.

If you want to make sure your resume matches what your LinkedIn is now saying, BMR's resume builder handles the military-to-civilian translation automatically and tailors your resume to specific job postings. Your LinkedIn and your resume should tell the same story in the same language — and if you are not sure whether to go with a 1-page or 2-page resume, that is worth sorting out first — and that language needs to be whatever your target industry speaks.

For a deeper look at how recruiters actually use LinkedIn to find veteran candidates, check out our guide on working with recruiters as a veteran. And if you are still building out the rest of your LinkedIn profile, start with the job search timeline for veterans so you know where LinkedIn optimization fits in the bigger picture.