CVs From Around the World: What Recruiters & Hiring Managers Might Encounter
- Adam Raelson
- Feb 7
- 2 min read
Are you a recruiter, hiring manager, or talent acquisition professional? If so, don’t be surprised when CVs from global candidates look strikingly different from what you're used to. While many companies strive to eliminate bias and standardize hiring processes, CV formats and expectations vary widely by country and culture.
Here’s what you might encounter:
CV or Résumé? In North America, the word “résumé” is most common. Throughout Europe, India, and the Middle East, “CV” is used. “Lebenslauf” is an alternative word to “CV” in German-speaking regions and “hoja de vida” may be used in addition to “CV” in Latin America. In Japan, the “rirekisho” follows a standard format. Outside of North America, “résumé” might not be understood.
No Photos? Or Full Personal Details? In the U.S. and UK, it’s best practice to exclude photos, birthdates, nationalities, and home addresses to reduce bias. But in Central & Eastern Europe, and much of Asia, candidates often include a professional photo and personal details like age, nationality and home address. In some Middle Eastern and Asian countries like Japan, even marital status or dependent family members are often included.
Individual Achievements vs. Team Contributions In individualistic cultures (like the U.S.), candidates often highlight personal successes and quantifiable results. In collectivist cultures (like Japan and China), CVs may more likely emphasize teamwork, long-term company loyalty, and contributions to the organization’s senior leaders or overall success.
One Page vs. Three Pages? In North America and Europe, short, results-driven CVs (1–2 pages) are the norm. But in places like India, the Middle East, and Asia, detailed multi-page CVs with certificates, references, and motivation letters are common.
Motivation Letters? “Motivation letters” are normally called “cover letters” in North America, but including them in an application is a declining trend. In the UK, they are also in decline. Throughout much of Asia, they are usually not expected unless required by the company for certain roles.
Reducing Bias While Embracing Global Differences
While it’s in everyone’s best interest to minimize bias in hiring, employers should be prepared that global candidates may still apply using their own culturally familiar CV formats. Instead of dismissing differences, recruiters should:
✅ Focus on skills & experience over formatting
✅ Be aware of cultural norms to avoid unconscious bias
✅ Provide clear CV guidelines for applicants, if needed
By staying informed and open-minded, recruiters can create a more inclusive hiring process (one that values talent over template).
Comments