Learn how resume and CV formats differ across countries. Covers the US, UK, Germany, France, Australia, Japan, and the Middle East with comparison tables and practical tips.
Applying for a job abroad is exciting. It can also be deeply confusing the moment you sit down to write your application. The resume format that served you well at home might be completely wrong for the country you're targeting. In some places, a professional headshot on your CV is expected. In others, it could lead to your application being discarded before anyone reads a word. Some countries want your date of birth and marital status. Others consider that information legally irrelevant and culturally inappropriate.
These are not minor details. They are the difference between looking like a serious, well-prepared candidate and looking like someone who did not bother to research local norms.
This guide covers resume and CV conventions for seven major regions: the United States, the United Kingdom, Germany, France, Australia, Japan, and the Middle East. Whether you are relocating, applying remotely, or simply exploring opportunities in a new market, understanding these differences will give you a real advantage.
If you are still unclear on when to use the term "CV" versus "resume," start with our guide on CV vs resume. For a broader overview of document structure, see how to write a resume.
The Master Comparison Table
Before diving into each country, here is a high-level overview of the key differences. This table is your quick reference for the most important formatting decisions.
Element
US
UK
Germany
France
Australia
Japan
UAE / Middle East
Common term
Resume
CV
Lebenslauf
CV
Resume or CV
Rirekisho / Shokumu-keirekisho
CV
Typical length
1-2 pages
2 pages
1-2 pages
1-2 pages
2-3 pages
1-2 pages (rirekisho is 1 page)
2-3 pages
Photo
No
No
Yes (expected)
Yes (common)
No
Yes (required)
Yes (common)
Date of birth
No
No
Yes (common)
Yes (common)
No
Yes (required)
Yes (common)
Marital status
No
No
Sometimes
Sometimes
No
Yes (required)
Sometimes
Nationality
No
No
Sometimes
Sometimes
No
Yes
Yes (often expected)
Date format
MM/DD/YYYY
DD/MM/YYYY
DD.MM.YYYY
DD/MM/YYYY
DD/MM/YYYY
YYYY/MM/DD
DD/MM/YYYY
Language
English
English
German (usually)
French (usually)
English
Japanese
English or Arabic
Personal profile / summary
Optional
Standard
Less common
Less common
Standard
Not typical
Common
References
"Available upon request" or omit
Available upon request
Certificates attached
Available upon request
Often included on page
Not included
Available upon request
Key difference
Concise, achievement-focused
Personal profile expected
Formal, photo and personal details
Personal details, sometimes handwritten cover letter
Referees listed, relaxed tone
Rigid standardised format
Visa status and nationality expected
This table covers the broad strokes, but the details matter. Let's go country by country.
United States
What they call it
Resume. In the US, the term "CV" is reserved almost exclusively for academic, research, and medical positions. For corporate, government, and general business roles, the document is called a resume.
Format and length
The standard US resume is one to two pages. For most professionals with fewer than ten years of experience, one page is preferred. Senior professionals and executives may use two pages. Going beyond two pages for a non-academic role is generally considered excessive.
The best resume format for US applications is reverse-chronological, with your most recent role listed first.
What to include
Section
Required?
Notes
Contact information
Yes
Name, phone, email, LinkedIn, city/state (full address no longer standard)
Achievement-focused language is essential. US recruiters expect quantified accomplishments, not just job descriptions. "Managed a team" is weak. "Led a 12-person team that increased quarterly revenue by 23%" is strong.
Anti-discrimination laws shape the format. US employers are legally prohibited from making hiring decisions based on age, race, gender, marital status, or appearance. Including a photo, date of birth, or marital status can actually make recruiters uncomfortable because it introduces information they are not supposed to consider.
ATS (Applicant Tracking Systems) dominate. The majority of large US employers use ATS software to screen resumes before a human ever sees them. This means clean formatting, standard section headings, and keyword optimisation are critical. Avoid tables, columns, headers/footers, and graphics that ATS systems struggle to parse.
United Kingdom
What they call it
CV (curriculum vitae). In the UK, "CV" is the standard term for the document you submit with job applications. It refers to the same 1-2 page professional document that Americans call a "resume." The term "resume" is understood but rarely used.
Format and length
The standard UK CV is two pages. One page is acceptable for very junior candidates, but most UK recruiters expect a full two-page document. Going beyond two pages is discouraged for most roles.
What to include
Section
Required?
Notes
Contact information
Yes
Name, phone, email, LinkedIn, city (full address declining)
Personal profile
Standard
A short paragraph at the top summarising who you are and what you offer
Work experience
Yes
Reverse-chronological
Education
Yes
Most recent first
Skills
Recommended
Especially technical or language skills
References
Optional
"Available upon request" is standard; some include two referees
Photo
No
Not expected and generally not recommended
Date of birth
No
Not expected
Nationality
No
Not expected
Key things to know
The personal profile is a UK convention. Unlike the US, where a summary statement is optional, UK CVs almost always open with a personal profile: a 3-5 sentence paragraph that introduces the candidate. Think of it as your elevator pitch in written form.
Spelling matters more than you think. If you are an American applying to UK roles, use British spelling throughout your CV: "organised" not "organized," "behaviour" not "behavior," "centre" not "center." It signals that you have taken the time to adapt.
UK recruiters care about your education section. A-levels, GCSEs, and university classifications (First, 2:1, 2:2) are commonly listed, especially for graduates and early-career professionals. As you gain experience, education can move lower on the page but should not be omitted.
Less emphasis on ATS than the US, but growing. ATS adoption is increasing in the UK, particularly among large employers and recruitment agencies. Keep your formatting clean.
Germany
What they call it
Lebenslauf (literally "life course"). The cover letter is called an Anschreiben. Together with certificates and references, these form the Bewerbungsmappe (application folder).
Format and length
The German Lebenslauf is typically one to two pages. It follows a tabular or semi-tabular format, which is quite different from the prose-heavy style used in the US and UK. Information is presented in a structured, grid-like layout with dates on the left and details on the right.
What to include
Section
Required?
Notes
Contact information
Yes
Full name, address, phone, email
Photo
Expected
Professional headshot, typically in the upper right corner
Date of birth
Common
Still widely included
Place of birth
Sometimes
Less common than it used to be
Marital status
Sometimes
Declining but still seen
Nationality
Sometimes
Relevant for work permit context
Work experience
Yes
Reverse-chronological, concise
Education
Yes
Including school-leaving qualifications
Skills
Yes
Languages, IT skills, driving licence
Certificates / Zeugnisse
Expected
Attached as separate documents
Signature and date
Traditional
Signing and dating the CV is a traditional practice
Key things to know
The photo is still expected. Despite EU anti-discrimination guidelines, German employers overwhelmingly expect a professional photo on your Lebenslauf. This should be a high-quality headshot taken by a professional photographer, not a casual selfie. Dress formally, use a neutral background, and look directly at the camera. If a studio session isn't possible before your deadline, a free AI headshot generator can turn a clear photo of you into a formal headshot on a neutral background.
Zeugnisse (work certificates) are critical. Germany has a unique system where employers issue formal reference letters when an employee leaves. These Arbeitszeugnisse are expected to accompany your application. If you are coming from abroad and do not have them, explain this in your cover letter and offer alternative references.
The tabular format is standard. German CVs favour a structured, table-like layout rather than flowing paragraphs. Dates are typically in the DD.MM.YYYY format, placed in a left column with corresponding details on the right.
Language proficiency matters. Germany values language skills highly, especially German proficiency for non-native speakers. Include your language levels using the Common European Framework (A1 through C2). See our guide on how to list languages on a resume for best practices.
Gaps are noticed. German recruiters pay close attention to chronological gaps. Account for every period in your timeline, even if it was spent travelling, studying, or in a career break.
France
What they call it
CV (curriculum vitae). The cover letter is called a lettre de motivation.
Format and length
The French CV is typically one page for junior candidates and two pages for experienced professionals. Brevity is valued, and the layout tends to be clean and structured.
What to include
Section
Required?
Notes
Contact information
Yes
Full name, address, phone, email
Photo
Common
Not legally required but widely included
Date of birth
Common
Still widely included
Nationality
Sometimes
Especially relevant for non-EU candidates
Marital status
Declining
Less common than it used to be
Title / headline
Standard
A professional title or objective at the top
Work experience
Yes
Reverse-chronological
Education
Yes
French employers place significant weight on educational credentials
Skills
Yes
Languages, technical skills
Hobbies / interests
Common
More commonly included than in anglophone countries
References
Optional
"Available upon request"
Key things to know
Education prestige matters enormously. France has a deeply hierarchical educational system. Graduating from a Grande Ecole (elite institution like HEC, Polytechnique, or Sciences Po) carries significant weight and should be prominently listed. The institution often matters more than the degree subject.
The handwritten cover letter is almost dead. For decades, some French employers asked for handwritten cover letters, sometimes for graphology analysis. This practice has largely disappeared, especially in multinational companies and tech firms. Unless specifically requested, type your lettre de motivation.
Including hobbies is expected. Unlike the US, where hobbies are often seen as filler, French employers view the "Centres d'interet" section as a way to assess cultural fit and personality. Be specific: "competitive tennis (regional level)" is better than "sports."
Language of application. If the job posting is in French, your CV and cover letter should be in French. If the posting is in English (common in multinational companies), submit in English. When in doubt, check the company's working language.
The photo debate. While French law technically prohibits discrimination based on appearance, including a photo remains the norm. If you choose to include one, follow the same professional standards as Germany: formal dress, neutral background, high quality.
Australia
What they call it
Both "resume" and "CV" are used interchangeably in Australia. There is no meaningful distinction between the two terms for standard job applications. Academic roles may use the longer-form CV, similar to the US convention.
Format and length
Australian resumes tend to be two to three pages. This is longer than the US standard, and Australian recruiters are generally comfortable with a more detailed document, especially for experienced professionals.
What to include
Section
Required?
Notes
Contact information
Yes
Name, phone, email, city/state, LinkedIn
Career summary / profile
Standard
Similar to the UK personal profile
Work experience
Yes
Reverse-chronological, achievement-focused
Education
Yes
Including relevant coursework for graduates
Skills
Recommended
Technical and soft skills
Referees
Common
Often included directly on the resume (2-3 referees with contact details)
Photo
No
Not expected
Date of birth
No
Not expected
Nationality
No
Not expected (but visa status may be relevant)
Key things to know
Referees on the page are common. Unlike the US and UK, where "references available upon request" is standard, Australian resumes frequently include two to three referees with their names, job titles, and contact details listed directly on the document. Ask your referees for permission before listing them.
The tone can be slightly less formal. Australian workplace culture tends to be more relaxed and egalitarian than many other markets. Your resume should still be professional, but an overly stiff or corporate tone can feel out of place. Write naturally and clearly.
Visa status matters. If you are not an Australian citizen or permanent resident, it is helpful to note your visa status or work rights near the top of your resume. Employers need to know whether you can legally work in the country.
Key selection criteria. Government and public sector roles in Australia often require you to address specific key selection criteria in a separate document. This is a uniquely Australian convention where you write a detailed response to each criterion listed in the job advertisement.
Japan
What they call it
There are two main formats:
Rirekisho - A standardised CV form used for most job applications. It follows a rigid, pre-set template that is the same across all industries.
Shokumu-keirekisho - A work history document that provides more detail about your professional experience. Similar in purpose to a Western-style resume.
Most applications require both documents.
Format and length
The rirekisho is a single-page standardised form with fixed fields. The shokumu-keirekisho is typically one to two pages in a more flexible format.
What to include (Rirekisho)
Field
Required?
Notes
Photo
Yes
3cm x 4cm, formal, taken within the last 3 months
Full name
Yes
In kanji and furigana (pronunciation guide)
Date of birth
Yes
Including age
Gender
Yes
Standard field on the form
Address
Yes
Full current address
Phone and email
Yes
Education history
Yes
Listed chronologically (oldest first), including elementary school for some formats
Work history
Yes
Chronological, with specific months of joining and leaving
Licences and qualifications
Yes
Formal certifications
Hobbies and special skills
Standard
A fixed field on the form
Commute time
Sometimes
Some forms include this
Desired salary
Sometimes
Some forms include this
Reason for leaving previous job
Common
Often expected in the shokumu-keirekisho
Marital status
Yes
Standard field
Number of dependents
Yes
Standard field
Key things to know
The format is extremely rigid. The rirekisho is not a document you design yourself. It is a standardised template available at convenience stores, bookshops, and online. You fill in the prescribed fields in the prescribed order. Creativity in layout is not expected or appreciated.
Historically handwritten, now transitioning. For decades, rirekisho were expected to be handwritten in black ink, as handwriting was considered a reflection of character and diligence. While handwritten forms are still valued by some traditional employers, digital/typed submissions are increasingly accepted, especially in tech companies and international firms.
Chronological order (oldest first). Unlike Western resumes, Japanese CVs list education and work history in chronological order, starting from the oldest entry. This is the opposite of the reverse-chronological format used in most other countries.
The photo is mandatory. A formal passport-style photo is required. It should be recent (within three months), taken against a plain background, and show you in formal business attire. Photo booths designed specifically for rirekisho photos are common throughout Japan.
Gaps are highly scrutinised. Japanese employers expect a complete, unbroken timeline. Any gap between positions needs to be explained. The cultural expectation of lifelong employment (though declining) means that frequent job changes can also raise concerns.
Foreign applicants may use a different format. If you are applying to a Japanese company as a foreign national, particularly for roles at international firms or startups, you may be asked to submit a Western-style resume in English alongside or instead of the rirekisho. Always check the job posting for specific instructions.
Middle East and UAE
What they call it
CV (curriculum vitae). The term "resume" is understood but "CV" is far more commonly used across the Gulf Cooperation Council (GCC) countries: the UAE, Saudi Arabia, Qatar, Bahrain, Kuwait, and Oman.
Format and length
CVs in the Middle East tend to be two to three pages, sometimes longer. There is less pressure to be concise than in the US, and detailed descriptions of responsibilities and achievements are expected.
What to include
Section
Required?
Notes
Contact information
Yes
Full name, phone, email, address
Photo
Common
Widely included, especially in the UAE
Date of birth
Common
Often expected
Nationality
Expected
Critical for visa and sponsorship purposes
Visa status
Expected
Current visa type, whether you need sponsorship
Gender
Sometimes
Included in some formats
Marital status
Sometimes
More common than in Western countries
Religion
Sometimes
Occasionally included, though not universally expected
Work experience
Yes
Detailed, reverse-chronological
Education
Yes
Including certifications and professional development
Skills
Yes
Languages are particularly valued
References
Optional
"Available upon request" is acceptable
Key things to know
Nationality and visa status are essential. This is the single biggest difference from Western CVs. Employers in the Gulf states need to know your nationality and visa status upfront because sponsorship, visa allocation, and hiring quotas are tied to nationality. Omitting this information will slow down your application.
Longer CVs are acceptable. While the US prizes brevity, Middle Eastern employers expect more detail. Two to three pages is normal, and senior professionals may go to four pages without raising eyebrows. Include thorough descriptions of your roles, responsibilities, and achievements.
Language skills are highly valued. The Middle East is a multilingual business environment. Arabic, English, Hindi, Urdu, and French are all commonly spoken. Listing your language proficiencies prominently is important.
Photographs are common. Including a professional photo is standard practice in the region. Follow the same guidelines as for Germany and France: formal, high-quality, professional background.
Adapt to the specific country. The Middle East is not monolithic. Expectations in Dubai (highly international, English-dominant business environment) differ from those in Riyadh (Arabic more prevalent, more conservative culture). Research the specific country and even the specific company.
Recruitment agencies are influential. A significant portion of hiring in the Gulf states goes through recruitment agencies, especially for expatriate positions. These agencies often have their own CV format preferences, so ask if they have a template before submitting.
The Europass CV
What it is
The Europass CV is a standardised CV format created by the European Union. It provides a common template that is recognised across all EU and EEA member states. You can create one for free at europass.cedefop.europa.eu, or build one on our Europass CV page.
The Europass format at a glance
Element
Details
Structure
Fixed sections in a set order
Length
Typically 2-3 pages
Photo
Optional
Language skills
Uses the Common European Framework (A1-C2)
Digital skills
Dedicated section
Cost
Free
Recognition
All EU/EEA countries
When to use it
The Europass CV is useful in specific situations:
Applying to EU institutions (European Commission, European Parliament, EU agencies). These organisations often prefer or require the Europass format.
Applying in countries where it is widely recognised, particularly in Southern and Eastern Europe (Italy, Spain, Portugal, Greece, Romania, Poland).
When you are unsure of local conventions and need a safe, standardised option.
When applying across multiple EU countries simultaneously and want a single format that works everywhere.
When NOT to use it
The Europass CV has significant limitations:
It looks generic. The standardised template does not allow for much visual customisation. In competitive job markets like the UK, Germany, and France, a well-designed custom CV will stand out more.
It can be unnecessarily long. The fixed structure encourages filling in every section, even when some are not relevant to your application.
Private sector employers in Western Europe often prefer custom CVs. In the UK, Germany, the Netherlands, and Scandinavia, a Europass CV can signal that you have not tailored your application.
It is virtually unknown outside Europe. Do not use it for applications in the US, Canada, Australia, or Asia.
The general rule: if you are applying to a private sector role in a specific country, use that country's standard format. If you are applying to EU institutions or casting a wide net across multiple European countries, Europass is a reasonable choice.
Universal Tips for International Applications
Regardless of which country you are targeting, these principles apply everywhere.
1. Research the specific country AND company
Country-level conventions are a starting point, not a rigid rulebook. A German startup with an international team may prefer an English-language CV without a photo. A Japanese branch of an American tech company may accept Western-format resumes. Always check the job posting, the company's careers page, and any application instructions before assuming.
2. Get your CV translated by a professional
If the job requires a CV in a language you do not speak fluently, invest in a professional translation. Machine translation tools have improved dramatically, but they still produce awkward phrasing, miss cultural nuances, and can introduce errors that a native speaker would immediately notice. A badly translated CV suggests carelessness.
For roles where you need to demonstrate language proficiency, having a native speaker review your CV is non-negotiable.
3. Adapt your date format
This is a small detail that makes a big difference. Using MM/DD/YYYY in a country that expects DD/MM/YYYY creates confusion. Is "03/04/2024" the 3rd of April or the 4th of March? Use the format standard for your target country, or use an unambiguous format like "March 2024" or "Apr 2024" for months in work experience.
Region
Standard format
Example
US
MM/DD/YYYY
03/15/2024
UK, Australia, France
DD/MM/YYYY
15/03/2024
Germany
DD.MM.YYYY
15.03.2024
Japan
YYYY/MM/DD
2024/03/15
International (safe)
Month YYYY
March 2024
4. Consider local ATS differences
ATS software is not universal. While US and UK employers rely heavily on automated screening, many employers in Southern Europe, the Middle East, and parts of Asia still review applications manually. This affects how much you need to optimise for keyword matching versus visual presentation.
That said, the trend is clearly towards greater ATS adoption worldwide. When in doubt, keep your formatting clean and avoid graphics, tables, columns, and unusual fonts that can confuse parsing software.
5. Localise, do not just translate
Localisation goes beyond language. It means adapting your content to resonate with local expectations:
Use local terminology for job titles and qualifications
Reference locally recognised certifications and standards
Adjust your tone to match local business culture (formal in Germany and Japan, slightly more relaxed in Australia)
Convert measurements, currencies, and other units where relevant
6. Address visa and work authorisation proactively
If you need a work visa or sponsorship, address this early in your application, either in your CV header or cover letter. Many employers will not consider international candidates if they cannot quickly determine your right to work. Being upfront saves everyone time and shows professionalism.
7. Use a tool that supports multiple formats
Building separate CVs for different countries can be tedious. Tools like JobSprout let you maintain a single CV profile and generate tailored documents for different markets, making it easier to create different versions for different applications without starting from scratch each time.
Common Mistakes International Applicants Make
These are the errors I see most frequently from candidates applying across borders.
Using the same format everywhere
This is the most common mistake by far. A candidate creates a strong US-style resume and sends it unchanged to employers in Germany, Japan, and the UAE. Each of those countries has different expectations around photos, personal information, length, and structure. One size does not fit all.
Including unnecessary personal information
The reverse problem is also common: a candidate applying to a US or UK role includes their date of birth, marital status, nationality, and a photo because that is what they are used to. In the US, this information is not only unnecessary but can create legal complications for the employer.
Quick reference for personal information by region:
Information
US
UK
Germany
France
Australia
Japan
UAE
Photo
Never
No
Yes
Yes
No
Yes
Yes
Date of birth
Never
No
Yes
Yes
No
Yes
Yes
Marital status
Never
No
Sometimes
Sometimes
No
Yes
Sometimes
Nationality
Never
No
Sometimes
Sometimes
No
Yes
Yes
Full address
No (city only)
No (city only)
Yes
Yes
No (city only)
Yes
Yes
Ignoring the cover letter conventions
In some countries, the cover letter is as important as the CV itself. In Germany, the Anschreiben is a critical component of your application. In Japan, specific formalities and phrases are expected. In the US, cover letters are increasingly optional for many roles. Research what is expected.
Using the wrong language
If a German company posts a job in German, they expect a German-language application. If a French company posts in English, you can apply in English. Mismatching the language of your application to the language of the posting is an immediate red flag.
Getting the date format wrong
As mentioned above, date format confusion is a real problem. "01/02/2024" means completely different things in the US and UK. Either use the local standard or switch to an unambiguous format like "January 2024."
Listing qualifications that do not translate
A "2:1 from the University of Manchester" means nothing to a US recruiter. A "3.8 GPA from UCLA" means nothing to a German employer. When applying internationally, add context: "equivalent to a First Class Honours" or "top 10% of graduating class." Help the reader understand your achievements in their frame of reference.
Overlooking local job boards and application portals
Many countries have dominant job platforms that differ from what you might be used to. In Germany, Xing is as important as LinkedIn. In Japan, Rikunabi and MyNavi are the primary platforms for job seekers. In the UAE, Bayt and GulfTalent are widely used. Research where employers in your target country actually post their openings.
Putting It All Together
International job applications require more preparation than domestic ones, but the effort pays off. Taking the time to understand local conventions signals respect, attention to detail, and genuine interest in the market you are entering. Those qualities matter to employers everywhere.
Here is a simple checklist for your next international application:
Identify the target country's CV conventions using the country guides above
Adjust your format (length, photo, personal information, section order)
Adapt the language (British vs American English, or translate to the local language)
Fix your date format to match local standards
Add or remove personal information as appropriate
Research the specific company for any preferences that override country norms
Have a local contact or professional review your CV before submitting
The job market is increasingly global, and the candidates who succeed are the ones who can adapt their presentation to meet local expectations while maintaining the substance that makes them stand out.
