The same question would apply to skills mentioned in the experience section–unless the experience section is nothing but a description of use of those skills.
That’s why I said if the skill is listed as a description in the experience (not literally the keyword), the “time range” would give you somewhat of an idea about the person. Key here is not listing just the skill, but what they actually did with that skill.
It seems as if you and I may be valuing the experience section in different ways.
If you are a recruiter/manager that gives a call to everyone, then I appreciate what you do. But, wouldn’t your job be much easier if you are able to understand the candidate’s skill from the description without even talking to them? Filtering out inexperienced people would be much easier instead of just going by the skills section.
But the direct answer to your question is in an interview. If you assert both valuable skills and experience, then you will get pressed to demonstrate or explain those face-to-face.
In the current market for IT folks, its not easy to get an interview. So you wanna give as much information in the resume to get that first call. This is from my personal experience in the last 6-10 months