When you're hiring across borders, a CV that looks unusual, incomplete, or even 'wrong' to you may simply reflect a completely different set of local norms. Understanding these differences helps hiring teams avoid unconscious bias, spot genuine red flags more accurately, and set the right expectations for candidates applying from different markets.
While local conventions remain important, many candidates applying to multinational employers now adapt their CVs to international standards. Hiring managers should therefore expect to see a mix of local and global formats, particularly in technology, finance and other internationally focused industries.
This guide covers some of the regional differences in CVs and resumes, including length, photos, personal information, format, and terminology.
Why it's Important
This matters because a candidate leaving out a photo isn't necessarily being evasive, as in the US and UK, including one can count against them. Whereas a German CV listing marital status and date of birth isn't oversharing; it's still common practice there, even though it might raise data protection questions in other parts of the world.
The risk for hiring teams is to unconsciously penalize candidates for following their own country's norms or misreading a well-qualified candidate's CV because it doesn't match a format you're used to. And by doing so, you might be missing out on a future star employee.
Good Practice for Global Hiring
When reviewing international CVs:
- Focus on skills, achievements, and relevant experience rather than formatting.
- Don't assume missing information has been deliberately omitted, as it may simply not be customary in that market.
- Avoid judging professionalism based on whether a CV includes (or excludes) a photo or personal details.
- Use consistent evaluation criteria wherever possible so candidates are assessed for the requirements of the role rather than local CV conventions.
- If you're unsure whether something is standard practice in a particular market, seek local advice before drawing conclusions.
Communication Styles Also Matter
Formatting is only part of the picture. The way candidates present themselves can also vary significantly between countries, and these differences can influence how recruiters perceive an application.
For example, American resumes tend to be highly achievement-focused, with candidates confidently promoting their successes and using strong, results-driven language. To a UK recruiter, this can sometimes come across as overly assertive or even arrogant, despite being entirely normal in the US.
Conversely, UK candidates are often more understated, allowing their experience to speak for itself rather than explicitly promoting their expertise. A less self-promotional CV should not be mistaken for a lack of confidence or ability.
When reviewing international applications, it's important to assess the substance of a candidate's experience rather than their communication style. Confidence, modesty and self-promotion are all shaped by cultural norms, and the strongest candidate may simply be presenting themselves in a way that's typical for their home market.
Quick Reference: Core Differences
Three questions to keep in mind when reviewing any international CV:
- Length — is one page standard, or are two to three pages normal?
- Photo & personal details — expected, optional, or actively discouraged (sometimes for legal reasons)?
- Terminology — are you looking at a CV, a resume, or a country-specific application format?
Breaking Down the Countries
No two countries approach CVs in the same way. From expected length and personal information to the use of photographs and application formats, hiring conventions can differ significantly from one market to another.
The summaries below highlight the most common practices to help you review international CVs with greater confidence, while recognizing that individual employers and industries may have their own expectations.
United States
- Called a resume, not a CV.
- Typically one page for early-career professionals, with two pages common for experienced or senior candidates. Academic CVs are usually much longer.
- No photo, age, marital status or nationality. Including these can raise discrimination concerns and is generally seen as a red flag rather than a plus.
- Achievement- and metrics-driven language is expected (for example, "Increased revenue by 30%").
- Candidates are generally expected to market themselves confidently, clearly highlighting their achievements and demonstrating why they are the best fit for the role.
- "References available on request" is now largely considered outdated.
Canada
- Very similar to the US: one to two pages, no photo and no personal details beyond contact information.
- Bilingual (English/French) CVs are common and often expected for federal or Quebec-based roles.
United Kingdom
- Called a CV.
- Typically, two pages.
- No photo, age or marital status expected. Including them is unusual, although not quite as strongly discouraged as in the US.
- Reverse-chronological format, with slightly less emphasis on quantified achievements than a typical US resume.
- CVs are generally more understated than their US counterparts. Candidates may be less inclined to explicitly promote themselves, so a modest tone should not be interpreted as a lack of capability or expertise.
- Degree classification (First, 2:1, 2:2) is standard; module-level grades are generally not.
Ireland
- Broadly follows UK conventions: two pages, no photo and a similar tone and structure.
Europe
Practices vary significantly by country, but a few clear patterns and standout markets are worth flagging.
Germany
- Highly structured and formal. A photo is still commonly included, along with date of birth and nationality.
- Supporting documents such as qualifications and references are often submitted alongside the CV, particularly for more traditional employers.
- Full academic detail is expected, including grades and sometimes secondary school results.
France
- Many employers still request a lettre de motivation (cover letter), particularly for professional roles, although its importance varies by employer and sector.
- A photo remains fairly common, although it is becoming less universal, particularly among multinational employers.
Sweden, Denmark, Norway and Finland
- Generally closer to UK and US norms, with concise one to two-page CVs and a direct, achievement-focused style.
- Photos are uncommon rather than prohibited.
- High levels of English proficiency mean CVs are frequently submitted in English, particularly for international employers.
Other European markets (including Spain, Italy, Poland, Portugal, Belgium and much of Central and Eastern Europe) generally sit somewhere between the German and UK approaches. Two-page CVs are common, while photos remain more widely used than in English-speaking markets, although they are rarely mandatory.
United Arab Emirates & Saudi Arabia
- A photo is commonly included and often expected.
- Personal details such as marital status, nationality and visa status are frequently listed, as visa sponsorship is a major hiring consideration.
- Candidates often include their current location and residency status, as these can influence hiring timelines.
- CVs are frequently submitted in English, despite Arabic being the official language.
Israel
- Closer to Western conventions, with concise CVs, no expectation of a photo and a strong emphasis on technical skills and experience.
South Africa
- Broadly follows UK/Commonwealth conventions: no photo expected, around two pages and reverse chronological.
- Some employers request confirmation of BEE (Broad-Based Black Economic Empowerment) status separately from the CV.
Nigeria & Kenya
- CVs generally follow Western formats, although photos remain more common than in the UK or US.
- Many multinational employers now discourage photos.
- References and referee contact details are often included rather than provided only on request.
Japan
- Uses a standardized national format (rirekisho) with fixed fields. Historically handwritten, although digital versions are now commonplace.
- A professional photo is expected.
- The format often includes information such as commute time and personal details that would rarely appear on Western CVs.
China
- A photo is commonly expected.
- Education, language skills and certifications tend to be emphasized.
- Candidates applying to multinational organizations increasingly use more Western, achievement-focused CVs.
Singapore
- Generally follows international business conventions.
- English-language CVs are the norm.
- Photos are usually optional rather than expected.
- One to two pages with an achievement-focused structure is common.
India
- CV conventions vary considerably.
- Domestic employers may expect more personal information than is typical in the UK or US, while multinational companies generally favor concise, achievement-focused CVs without photos or unnecessary personal details.
- English-language CVs are standard for many professional roles.
Philippines
- Increasingly follows Western CV conventions, particularly for multinational employers.
- Photos and additional personal details are still relatively common.
- English-language, achievement-focused CVs are widely used.
South Korea
- A professional photo is standard and often expected.
- Personal details including age and, in some cases, family information are commonly included.
Brazil, Mexico & Argentina
- A photo is commonly included.
- Personal details and family information appear more frequently than they would in the UK or US.
- Two-page CVs are common, and multilingual candidates often maintain both local-language and English versions for multinational employers.
Australia & New Zealand
- Closely follow UK conventions.
- No photo.
- Two to three pages is perfectly acceptable.
- Personal details are generally omitted in line with anti-discrimination practices.
Final Thoughts
When in doubt, ask your EOR partner. Local employment and hiring conventions continue to evolve, and expectations can differ not only between countries but also between industries and multinational versus domestic employers. Agility EOR's in-market experts can provide guidance on current recruitment practices across every market we support.
For country-specific guidance on hiring, onboarding, or employment practices in any of the markets Agility EOR supports, please get in touch with our team.
