The best Resume Font for Job Application

Resume Font

Your resume font doesn’t really matter…

Or does it?

Of all the things that you should be worried about, the resume font is probably at the last of the list. But yes, it does affect (just slightly) the interviewer’s impression of you.

So what font should you be using for your resume?

The Best Resume Font

My advice? Use the default Microsoft Word font – Calibri.

And here’s why…

Because if you are writing a standard resume, then the resume font is not going to be the reason to whether you get the interview. So rather than spending an hour or so researching and trying out different fonts, just use the default and get started. (Or you can see some examples below first)

Realistically, you just need to choose a resume font that is professional and relatively easy to read. In fact, most sans-serif or serif typeface is fine.

Common Resume Fonts

The 5 most popular resume fonts are Calibri, Arial, Times New Roman, Tahoma, and Helvetica. But if you want to be different, instead of using a standardized font throughout the resume, you can also use 2 different fonts separately for your resume header and body (see example below).

Font Comparison
Arial A quick brown fox jumps over the lazy dog
Comic Sans MS A quick brown fox jumps over the lazy dog
Helvetica A quick brown fox jumps over the lazy dog
Tahoma A quick brown fox jumps over the lazy dog
Trebuchet MS A quick brown fox jumps over the lazy dog
Verdana A quick brown fox jumps over the lazy dog
Book Antiqua A quick brown fox jumps over the lazy dog
Georgia A quick brown fox jumps over the lazy dog
Times New Roman A quick brown fox jumps over the lazy dog

Here are a few examples using different resume font:

Resume Title – Trebuchet MS

Does it look surprising good to have a sans-serif typeface for your resume header and a serif typeface for your resume body? And by the way, I am using Georgia for this. I like the Trebuchet MS + Georgia combination. It helps to give my resume a serious but not too serious feel. Unlike this:

Resume Title – Times New Roman

This paragraph is also in Times New Roman (TNR). Unlike the other 2 examples, the paragraph is in 14px because it looks too small in 12px. TNR is a classic font for the resume to give a formal look and feel. But like I said, I prefer something not so serious. This is too formal for my liking.

Resume Title – Arial

What do you think when both the header and the paragraph are in Arial? It’s clean, simple and without any additional decoration. Arial is also another popular font for resume due to its simple, no-frills style. But as you can see, a different font portrays a different personality, a different feeling of you.

Feelings of Font

The resume font is, in fact, part of the resume design. It’s about how you would like to be perceived. Every font has its own associated personality. So choose a font that is reflective of your personality, in line with your profession and matches your resume style.

And here’s how I feel towards these fonts:

Associated Personality Suggested Font
Formal, Reliable Times New Roman, Georgia
Elegant, Personal, Affectionate Bradley Hand ITC, Lucida Handwriting
Mature, Calm, Clean Arial, Tahoma, Verdana
Stylish, Fashionable ITC Avant Garde Gothic, Century Gothic
Expressive, Confident Egyptienne, Rockwell

Common Job Interview Biases

Interviewer bias

Interviewers, like any other people, have a tendency to be biased. These interviewer biases may cause the interviewer to make a decision not based on an objective evaluation of the candidate’s suitability for the job. But by being aware of such biasedness, we can then take steps to overcome them. Here’s the list of different types of interviewer bias:

Affective heuristic: Humans by nature are not perfectly rational creatures. And our decisions are often influenced by how we feel. Even in an interview. Therefore, we should be aware of it and not rely on our personal experience and emotions to guide our hiring decisions.

Anchoring bias: We sometimes rely too heavily on a single piece of information in evaluating the candidate. The piece of information is also known as the anchor. And we use the anchor as the basis of comparison which may cause us to be unable to understand and evaluate the candidate thoroughly.

Contrast effect: This happens mostly when we interview several candidates consecutively. We tend to compare the candidate to the previous candidate causing us to perceive the candidate better or worse than what he or she should be.

Confirmation bias: As we formed perceptions about the candidate, we tend to seek out information to confirm our perceptions. This actually narrows our outlook on the candidate’s competencies.

Cultural noise bias: Sometimes our evaluation may be skewed towards candidates who try to impress us by answering what they think we want to hear. But it may not be a true reflection of themselves. And we might make a hiring decision not entirely based on facts.

First impressions: First impression really counts. Because we form an impression of the candidate within the first few seconds or minutes of encountering the candidate. And different impression may affect how we conduct the interview for different candidates.

Halo/ Horn effect: The “halo”/ “horn” effect is when a single factor of the candidate is enlarged and overshadow other important areas of evaluation. Everything else seems positive or negative due to that one single factor of the candidate.

Interviewer bias: Studies have revealed our preference for candidates that are similar to us. So we tend to give better evaluation for candidates who have a similar background, experience or other similar attributes.

Intuition: It is also known as “gut feeling”. As prepared as we are, we may still miss evaluating some aspect of the candidate. And when that happens, we sometimes rely on our intuition. The only problem is that it is not reliable.

Nonverbal bias: We may over-evaluate the nonverbal cues of the candidate forming overly positive or negative impression about the candidate. These nonverbal cues may sometimes be irrelevant to the performance of the job.

Recency bias: Our memory fades over time and we may not remember the details of the earlier candidates. This may result in an advantage for the more recent candidates leading to a biased hiring decision.

Stereotyping: We tend to think that people think and act similarly based on their age, gender, religion and other characteristics. So before any evidence, we already form perceptions of how the individual would perform the job.

How to conduct a Job Interview

how to conduct a job interview

Conducting a job interview is as challenging for the interviewer as for the applicant. Because the interviewer needs to determine within that short 2 hours if the candidate is suitable for the job. But conducting a job interview is not as simple as asking “can you do the job?”. The interviewer needs to design specific questions to understand the candidate and determine if he or she is the right fit for this job.

Besides, always assume the candidate is well prepared for the job. Every response to the standard questions is carefully crafted to impress the interviewer. After all, the objective of most candidates is to receive as many job offers as possible. This is especially true for the entry level to junior management roles. So the interviewer also has to be critical of everything the candidate says. So here are 6 simple steps on how to conduct a job interview effectively.

1. Understanding the Role

Before conducting the interview, it is imperative that the interviewer understands what is required to succeed in the position. Simply knowing that you need an IT guy or marketing guy is not enough. Find out the key traits and qualities to become the top performers of that field and tailor your selection process to find the candidate that possess those success factors. Talk to the high performer or subject matter expert (SME) to find out what you need to look for.

2. Identify Areas of Interest

Besides understanding the job, you also need to understand the candidate. You had invited the candidate for an interview which means the candidate probably possess the knowledge, skills, and competencies that you were looking for. Or at least says the resume. But there must be some areas in the resume that you would like to find out more. For instance, what has the candidate accomplished? How did the candidate manage those accomplishments?

3. Removing Defensive Mechanisms

So now you know what you are looking for, don’t rush into it. Always start off with non-job related questions like “how’s your day” to ease the candidate’s nervousness. Getting the candidate comfortable helps to remove the defensive mechanisms so that the candidate will open up and talk freely. And carry that friendly smile throughout the interview to give the candidate the confidence that he or she needs.

4. Interview Structure and Questions

And before you start asking questions, it is always a good practice to inform the candidate about the interview process. This helps the candidate to know what to expect. And don’t blindly follow the questions that you had prepared. The candidates are probably more prepared on their answers than you on your questions. So dig into the details. Because specificity is what separates the ones who said they done it from the ones who actually did it. And besides, not everyone is a great communicator. Some candidates are just bad at interviewing, but they may be fantastic at their job. But remember, don’t turn the conversation into an interrogation.

5. Managing Expectation

Bear in mind that the interview is to provide an opportunity for you to know the candidate as much as for the candidate to know about the job and the company. The candidate also has his or her expectations. And it is also your job to find that out. Because you need to “sell” the job to a potential candidate while managing his or her expectation about the job. You are not doing anyone a favor if you hire someone whose expectations the company cannot meet.

6. Ending the Interview

Lastly, you can end the interview by allowing the candidate to add in details that he or she might miss out and to clarify any doubts that the candidate has. Then let the candidate know the next step of the interview process. If he or she is a potential candidate, make sure you update the candidate before the said follow-up date.

After the interview, you may continue the rest of the interview process such as conducting a reference check, background check and scheduling for the next interview. But don’t take your time. Great candidates don’t have the time to wait for you.

How to write a Job Advertisement

How to write a job advertisement

A good job advertisement should be able to attract qualified candidates to apply. Qualified candidates mean candidates who can perform the job. So the job advertisement should include a realistic job description and a job requirement section to allow applicants to determine if they are suitable for the job. And the job advertisement should be able to attract qualified candidates to apply. So follow this guide on how to write a job advertisement to learn the essence of writing the different advertisement sections.

  • Job Title
  • Job Category
  • Job Description
  • Job Requirement
  • Job Offer

Job Advertisement Title vs Job Title

The job title may seem pretty straight forward but it is the most important element to get applicants. Because job titles are what the job seekers are searching for, on Google, on LinkedIn, and on the job posting sites. A marketing professional will search for marketing jobs instead of consumer behavior officer and a human resource officer will search for hr jobs instead of happiness officer. So use whatever job title you have internally but use the common job title that job seekers search for in the job advertisement.

Job Category or Professional Specialization

Most of the job posting sites requires the recruiter to indicate at least 1 job category professional specialization. In fact, you should maximize the number of job categories that you can select. And in the selection of the job category, you need to think of the categories that your ideal candidate will search under. So for instance, you may be looking for a fresh graduate with designing skills for a marketing position. You may also want to include design as one of the job categories. So when job seekers with designing skills search for design jobs, they will be able to find your job advertisement. And some of them may be interested in applying.

Job Description

Job description helps candidates to determine if they are able to perform the job. With specific duties and responsibilities, candidates will know what is expected of this job. Therefore by providing a detailed job description, you can reduce the number of unqualified applicants.

Job Requirements

Besides the job description, job requirements also allow the candidates to self-evaluate if they are equipped with the right knowledge and skills to succeed at the job. So it should include the skills, qualities, and certification that you are looking for. You should also note that in pursuant to the anti-age discrimination act of the Philippines, you are not allowed to publish job advertisements that indicate preferences for a specific age group.

Job Offer

Besides providing a realistic portrayal of the job, you also need to “sell” the job. Job seekers also have their expectations of the job and the company. It may be the financial rewards, or career growth opportunities or others. What can you offer to the candidates? It may not necessarily always be the salary, but inputting the salary range does help to increase application rate and giving the candidates realistic expectation.

How to write a Job Description

How to write a job description

Writing a job description that accurately and realistically portrays the job and attracting suitable candidates is difficult. Besides, it requires a clear understanding of the duties and responsibilities of the job. Therefore it is usually done through a job analysis, to thoroughly understand the job and the needs of the job. Essentially, it is a communication tool to let potential employees know what is expected of them.

Best Drafted by the Employee

So a job description is best drafted by someone on the job. Because that is the person who knows the job the best. And that is the best way of getting the list of tasks and responsibilities of the job. However, this list of tasks and responsibilities still needs to be vetted by the immediate supervisor to identify discrepancies and misunderstandings. Usually, the job description still needs to be refined at this point in time.

Alignment of Job Expectation

Because sometimes the job of the employee evolves, without the knowledge of the immediate supervisor. This leads to having an unrealistic expectation of the employee’s performance. And this gap may lead to disputes over the expectations of the employee’s job and performance. Therefore, the job description needs to be aligned with the immediate supervisor understanding and expectation. This can also help to rectify any existing discrepancy.

Actual Job Description

Besides highlighting the responsibilities and the day-to-day activities, the job description should also include the challenges of the job as well as how the position fits in the company. It should indicate who the position reports to and how is this position going to function within the company. The job description should have a summary of the job and possibly a categorized list of duties and responsibilities.

Other Information

Other than the job description, there should also be a job requirements section that describes the profile of the candidate who can succeed at the job. It usually includes the skills, type of experience, personal qualities and educational or professional certification. This can help the potential applicant to understand the ideal candidate that the company is looking for.

Why is there a lack of Trust between Management and Employees?

Lack of trust between management and employees

Companies have long wanted to be able to control the performance of their employees. It would be mind blowing if we can eliminate the uncertainty and inconsistency caused by the human factor. If humans were as routinary as machines, managing would be a much easier task. This mentality has often resulted in a lack of trust between management and employees.

Management’s Obsession over Control

In seek of control over the uncertainties and inconsistencies, we created hierarchies, systems, and protocols. We built controlled environments to achieve desired outcomes by forecasting human behaviors based on our limited knowledge of human psychology. Unknowingly, our focus on controlling to achieve the desired results made us assume the worst of the employees.

Due to the lack of trust towards the employees, we designed extensive check and control mechanisms to monitor them, and they are well aware of it. These mechanisms faced resistance especially from the younger generations who are also usually the ones being monitored. Despite the fact that research has shown the inefficiencies and ineffectiveness of these mechanisms, traditional management insists its grip over their employees.

Employee Autonomy

The lack of trust between management and employees has resulted in lesser employee’s autonomy. Autonomy allows employees to decide the best course of action in the face of complexities in work. Meanwhile, it also represents the shortening of a decision-making process, allowing faster response towards unforeseen circumstances. However, autonomy is a by-product of trust, which is contrary to what traditional management knows.

This lack of trust between management and employees has also resulted in employees becoming a means to an end and not an end in itself. Therefore, employees lose their motivation to work, and they stopped caring and stopped taking responsibilities for the work.

Modern Management

Fortunately, the 21st-century style of management places a higher emphasis on motivation than control. It focuses on building trust in the workplace while also institutionalizing accountabilities and responsibilities within the organization. I believe it’s as the saying goes, “Why hire someone whom you can’t trust?”.

The reason why you cannot find your Dream Job

The reason why you cannot find your dream job

Everyone has a dream job but not everyone grows up doing their dream job. But why can’t all of us do things that we love?

Because Money is Important

After graduating, most of us starting sending resumes and attending interviews. It wasn’t easy getting an interview, much more a job. Then we are starting to lose patience, faith, and confidence. We stopped trying to find a job that we want and settled for a job that we can do.

And the work that we found kept us busy whole day. We started to work at least 8 hours a day, 5 days a week. And other than work, we also spend time on food, on travel, and on sleep. What’s left of our time were used for household chores, entertainment, family, and friends. Even our rest days were occupied with activities that we couldn’t afford to do on weekdays. Because work has taken up the bulk of our time.

Because Practice Makes Perfect

And at that moment, we have forgotten about our dream job, the job that we had wanted to do. We started settling down in our new environment, in the new job that we found. We started earning money, being able to afford things we weren’t used to. And we started building relationships in the workplace.

Maybe when we started working, we faced difficulties in doing the job well. However, over time, work became easier as we get better and better at doing it. In the process, we gained new knowledge and skills to perform the job well. And we began liking it. In fact, we are happy doing it.

Realizing a Dream Job

And if that is not a dream job, what is? Getting a dream job means getting a job that you know what you will be doing, capable of doing it and happy doing it. Isn’t that what we wanted? To do something that we like, good at doing it and happy doing it?

Then I realized we don’t have a dream job, we only have an idea of what we wanted to do. We didn’t want to be a programmer, we wanted to create programs. We didn’t want to be a designer, we wanted to design. But you don’t have to be a programmer to create programs, and you don’t have to be a designer to design.

Besides, there are probably more than one thing in our life that we wanted to do, that we can do and that we will be happy doing it. If you were given the opportunity to do what you always wanted to do, that’s ideal. If you weren’t, that’s fine too. Because your current job may become your dream job one day.

Finding Your Dream Job

If after working for some time and you realized that weren’t what you wanted to do. Then start looking for a job that you want to do and don’t hit on every job that you find. Getting a dream job is often more attainable than you think. It might take you some time, but I think it’s worth the wait. Be patient, be realistic and be open-minded.

How to use Facebook to find a Job

Facebook is the largest social networking site with more than 39.8 million users in the Philippines. Therefore, it is also a popular recruitment platform for recruiters. Then you must be wondering since it is a popular recruitment platform, why is it that you are not yet able to find a suitable job on Facebook? Don’t worry, follow these simple steps to use Facebook to find a job.

I had never searched and found a suitable job

The first thing to use Facebook to find a job is to search for existing job openings. In fact, everyone knows that they can search on Facebook. But the problem is that the search results are not always what you are looking for. Especially when you are looking for something specific, like a job. So how to search for job openings on Facebook? It’s actually very simple.

There are 2 ways to do it. One is through the normal Facebook search and the other way is to search it through a chrome extension called ‘Intelligence Search‘. When I searched for ‘hiring developer in the Philippines’, these 2 different methods provided me with different job postings. So you can use both methods to find more job postings.

Facebook Search

When you use the Facebook search to look for job postings, you can adjust the settings on the left side. Make sure that ‘Posted By’ is anyone, ‘Tagged Location’ is anywhere and the ‘Date Posted’ is one month before the current month. So that you will not find job postings that are already expired. If your search term has too many irrelevant results, then you should narrow down your search results. For example, you can search for “hiring developer in the Philippines” instead of “developer”.

Intelligence Search Tool

The 2nd method is to use this “Intelligence Search” chrome extension. After installing this chrome extension, select “Posts” and fill in according to the example. You can also modify your search terms for better results.

Job Search Tool on Facebook

Searching for Job Post on Facebook

Facebook Job Search Conditions

The Unknown Hiring

However, do you know that about 70% to 80% of all job vacancies is not advertised? So maybe the company is hiring but you are not aware of it. In fact, you could have applied for the job but you didn’t because you did not see the company’s job advertisement. So to prevent from missing out on these companies updates, draft out a list of companies that you wish to work in and follow all of them on their Facebook career page.

This is because firstly, Facebook search is only applicable for text and not images. So if they post their job vacancy in an image with a minimal caption, you will not be able to search for them. But now you can see these vacancies on their Facebook page. Secondly, you can message them to ask if they are open for hiring for certain position. Those of them who are active on social media will usually reply you within 48 hours time. Lastly, you can also get their email address from the “About” tab and drop them an email introducing yourself.

The Missing Opportunities

There are also actually many Facebook groups in the Philippines that promote job opportunities. In fact, many of these groups have 20,000 to 200,000 over members. And that’s why there is a constant stream of jobs being posted to these groups. And if you are not a member of these groups, you are missing out these job opportunities. Some groups also allow members to post information about themselves asking if there are any job opportunities. But please refrain from posting personal contact details.

5 Free Social Media Recruitment Tools

free social media recruitment tools

Although many recruitment experts would say that social media recruiting is part of a successful recruitment strategy, I think it is still not that easy to look for candidates on social media platforms. Besides the difficulty of sourcing for candidates, it is another challenge to find their contact details. Of course it will a lot easier if you are willing to spend some money to subscribe to some services or buy a software to help you to do so. But, if you want to save your time and effort without spending money, you should look at these 5 free social media recruitment tools.


Recruit’em helps recruiters to form Google search queries to search on other websites such as LinkedIn, Twitter, Stack Overflow, Github, Google+, Dribble and Xing. The best part is it is totally free. No hidden cost and no need to create any account. Simply select the platform that you wish to search in and fill in the fields. After you are done, you can either copy the search query and paste it in Google or click on ‘Open in Google’ to search immediately. It is as simple as that.


Unlike Recruit’em which primarily uses Google search engine, SourceHub combines some of the best social media search engines together. And it also covers a wider range of social media platforms including Facebook, LinkedIn, Twitter and many more. However, although the service is free, SourceHub requires you to have an account to use the service. After logging in, you will be able to input your search criteria. Based on your inputs, SourceHub will generate the search strings which you can still modify to your preference. After confirming your query, select the platform that you would like to search in at the bottom of the page. You will be surprised at the extent this tool goes.


360social is a browser extension that provides the contact details and the social media profiles of a person. After you find a suitable candidate on Facebook, LinkedIn or Twitter, you can use this extension to find the person’s contact details and other social media profiles. Then simply reach out to the person. So you don’t have to go through another hassle trying to find the person contact details. This is a must have tool for headhunting. Besides, it also allows you to do a simple background check of your candidates. However, this tool is only available in chrome.


Similar to 360social, Prophet is another Chrome extension to look for contact details and the social media profiles of a person. It claims to be using an advanced engine to predict the most likely email combination for a given person based on name, company and other social data. So if you cannot find the contact details using social360, you should give Prophet a try. You might be surprised what this tool can do. But be warned, I tried it, and it is not 100% accurate. But I guess no risk, no gain.


Followerwonk is designed specifically to be used for Twitter. You should know that SourceHub is also using Followerwonk for its searches on Twitter. Using this tool, you can search for a job title or skill listed on any Twitter profile. Besides, you can also limit the search to a specific geographic area by filling in the location field under more options. The tool will generate a list of suitable candidates on Twitter based on your input.

Different Social Media Recruitment Tools

These free social media recruitment tools mainly focus on sourcing for candidates. There are also many other social media recruitment tools that companies use for other purposes such as to profile and analyze candidates or to track, manage and communicate with candidates. So what are the different social media recruitment tools that you are using? And what other free social media recruitment tools will you recommend? Let me know.

4 ideas Recruiters use to create an engaging Facebook Job Posting

Facebook job posting

As a social media platform, Facebook is the place where users participate in social networking. It is the place where users interact with each other through sharing of different types of content. Some content becomes viral after some time while others are simply not shareable. Those content that are not shareable will be buried under the thousands of updates that other people are posting. Same goes for job posting on Facebook. If the job posting is not shareable, you might not even receive 1 suitable job application. So here are 4 ideas for Facebook job posting that recruiters use.

Everyone loves to inspire and be inspired

Everyone loves upbeat and inspiring stories. And they love to share them. The viral stories on social media are usually the upbeat and inspiring ones. So what kind of inspiring stories can you tell from your company? You can share a picture of a colleague with information on how the colleague grew within the company and the link to ‘Join our team today’. Or a video on the humble beginnings of the company and how the company grew to its current state with a link for ‘Join us to make a difference tomorrow.’ Personally, inspiring stories are my top choice for a Facebook job post because it is the most shareable type of message and it makes others want to join the company.

Laughter is always the best way to bridge relationship

Humor may not be as shareable as upbeat and inspirational stories but it is interactive. People react to humor easily. And every profession has their inside jokes. Not everyone gets the joke but those that do often reacts to it by liking it, commenting or sharing it. Incorporate some of these jokes into your Facebook job posting and you may see an increase in your reach and engagement towards certain groups of people.

Everyone likes to feel smart

Intellectual job postings are the ones that I share often too. It involves having the user to solve a problem on or off Facebook. The answer may be a hidden message or the key to the company’s contact details to make the job posting more interesting. Or if you host the challenge yourself, you can design it to be more complicated and have an appointment scheduling system at the end to invite those who completed the challenge to an interview. These challenges allow the solvers to have a sense of achievement. And people likes to share their achievements online. However, this type of Facebook job posting is only suitable for certain kinds of profession.

‘I am hiring’ type of Job Post

This is the most direct and most common form of job posting on Facebook. If you have an excellent unique selling proposition for this job vacancy, then it may be the ideal message in the Facebook job post. For instance, you may be offering a compensation package that is in the top 10% for the job in the industry or the job requires the employee to travel 50% of the time to different countries. So long as your selling proposition is enticing enough, you should be receiving applications for the job vacancy soon. Even if you do not have a very enticing job post, if you are just looking for entry level candidates, posting in relevant job groups should help you to get it started.

How to Recruit Employees on Facebook in the Philippines?

How to use Facebook to recruit employees

When it comes to sourcing for candidates on social media, most recruiters will think of LinkedIn. After all, it brands itself as the platform that connects the world professionals. However, compared to LinkedIn 4+ million users, Facebook has 39.8+ million users in the Philippines. It is almost 10 times more than the number of users on LinkedIn. Imagine what the impact will be if you can reach out to 10 times more users than your outreach in LinkedIn? But how to recruit employees on Facebook?

Recruiting on Facebook is Difficult

It may seem difficult to recruit on Facebook because Facebook does not have a jobs section and users generally don’t look for jobs on Facebook. So unless you are Facebook or Google, you probably will not have much success simply just by posting your job vacancy on Facebook. In order to successful use Facebook to recruit, you must ensure that your job vacancy post reaches out to as many potential candidates as possible and is able to capture the attention of these potential candidates.

Recruiting on Company Facebook Page is Not Effective, How?

There are several ways to reach out to these potential candidates. The most common way is to post the job vacancy on the company’s Facebook page. However, this is usually not effective unless you have a large number of followers. Furthermore, with all the changes to the Facebook algorithm, page posts are not reaching out like before. So besides posting on the company’s profile page, you also need to share the post on relevant Facebook groups. There are many professional Facebook groups in the Philippines that you can post to. On top of that, also get your colleagues and friends to help you to share your job vacancy post.

If you have a budget to spend, Facebook allows you to target your job advertisement or job vacancy post to specific groups of users. In that case, you can ensure that you reach out to your targeted audience leading to a higher level of suitability for the job. Otherwise, you can also find your potential candidates using Facebook graph search. Although I must say, it is not a very effective method to source for candidates.

Engagement is the new form of Recruitment on Facebook

Next, your job advertisement or job vacancy post must be able to capture the attention of these potential candidates. Because even if you can reach out to thousands of them, what’s the point if none of them is interested to know about the job vacancy?

You need to understand that although each user spends at least over an hour every day on Facebook in the Philippines, you only have that 2 seconds to catch their attention and provoke a reaction. So ensure that your post has the elements to engage with its audience for a more successful recruitment effort. Furthermore, the higher the engagement of your post, the higher the number of people it will be shown to. Only when people are interested to know about your job vacancy, then will people apply to it.

11 different types of Interview Format

Different Types of Interview Format

An interview may not always be face to face or even one to one. Sometimes it is conducted over the phone, and sometimes with a panel of interviewers. In different types of interviews, candidates may be invited to lunch, or be required to solve a problem.

Regardless of the format of the interview, it is to assess the candidates’ suitability for the job. So a candidate needs to be prepared for all these different types of interview formats.

Face To Face Interview

This is the most common type of interview format. The candidate is usually seated across 1 to 2 interviewers to answer a series of questions. The interviewers will assess the candidate’s suitability for the job based on his or her answers and interaction with them.

Panel Interview

A panel interview is also a type of face to face interview. However, instead of facing 1 to 2 interviewers, candidates face a panel of interviewers representing different interests from within the company. The panel may include the immediate supervisor, representatives from human resources department and from the different groups that work closely with this role. This is to assess if the candidate possesses the qualities to handle different aspects of the role.

Group Interview

Unlike the usual interview where candidates are interviewed one at a time, group interview involves several candidates at the same time. These candidates may be required to discuss or solve a problem as a team. The interviewers will act as facilitators to the group and assess each candidate on how they contribute and participate in solving the problem. Such interview format is not common and is usually part of a larger interview process.

Online Interview

Instead of meeting face to face, candidates may also be interviewed over video calls. With flexible work arrangements and remote management getting increasingly common, candidates are no longer required to be interviewed in the company’s office. Since employees are no longer required to report to the office, they can be located anywhere in the world. This format of interview allows companies to interview and employ candidates from around the world.

Phone Interview

A phone interview is typically the first round of screening. This is usually a short 10 to 15 minutes to ask for additional information or to fill the information gaps in the resume. It helps the interviewer screen out unsuitable candidates efficiently before inviting suitable ones for a face to face interview.

Video Interview

Video interview is a new format of interview that is still not widely used yet. Companies rely on video interviewing software to conduct this type of interview. In a video interview, candidates are given a video, audio or text-based question and given a time limit to think and record their answer. Interviewers will then evaluate the candidates based on their recordings.

Lunch Interview

Lunch interviews are common for middle to top management positions and jobs that require good communication and social interaction skills. Although your table manners are important in a lunch interview, it is not what the interviewer is actually watching out for. It is more of an assessment of how you carry a conversation and setting of the mood and atmosphere during the meal.

Case Study Interview

The case study interview is a discussion of a case study during the interview. It is a format commonly used by consultancy firms to test the knowledge of their candidates. Candidates may be given actual anonymous cases to analyze and discuss with the interviewers. In this type of interview, interviewers are interested to see how candidates process the information and come up with a solution.

Stations Interview or Multi Mini Interview

In this type of interview, companies set up several interview stations, each with a different objective. Usually, each station lasts no more than 10 minutes and when the time is up, the candidates are rotated to a different station. The process repeats until the candidates complete all the stations.

Presentation Interview

Instead of the traditional type of interview, candidates may be asked to do a presentation to introduce themselves. In a recent recruitment event, candidates were given three minutes to present themselves and another three minutes for question and answer session. As soft skills become increasingly important to recruiters, it is not so uncommon to have candidates to do a presentation as part of an interview.

Simulation Interview or Audition Interview

What can be a better way to know if the candidate can perform the job well than to put them through the job itself? In the simulation or audition interview, candidates are put through a series of activities similar to the actual job. Therefore it provides an insight into how the candidates may perform when they are actually hired. Candidates can also learn more about the scope and responsibilities of the job through the activities.

The Best Questions to ask an Interviewer in 2017

The Best Questions to ask an Interviewer in 2017

It is important to know that an interview is a 2-way communication. You have as much choice to choose your employer as the interviewer has to choose you. So don’t forget to interview the company to get as much information as you need to make your decision. After all, it’s your career. You do plan to stay in a job for at least a couple of years right? So before making that investment, you need to ensure that the company is a great fit for you.

However, a lot of times, candidates waste their opportunity by not asking questions or not asking enough questions. They risk joining a particular company and then realize that the company is not suitable for them.

So, why don’t you take advantage of the opportunity during the interview to ask all that you need to know before joining the company? This can help you to make better decision in deciding which company to join. Even if the interviewer seems dodgy of your questions, at least it raises early warning signals.

The Best Questions To Ask An Interviewer In 2017

  • What do you like most about working for this company?
  • How would you describe the company’s culture?
  • What is the reason for this job opening?
  • What is a typical day like for this role?
  • How do you evaluate the success of this role?
  • What are the challenges of this role?
  • Who would I be reporting to?
  • What are the advancement opportunities for this role?
  • What is the typical career path for someone in this role?
  • What are the qualities that help employees to succeed in the company?
  • How does the company help the employees to develop and upgrade their skills?
  • How does the company help employees to grow professionally?
  • What are the next steps in the interview process?
  • When can I know the outcome of my interview?
  • What is the ideal candidate for this role?
  • Is there anything else I can provide to help you with your decision?

Do I Need To Ask Questions At The End Of The Interview?

Despite my best efforts to encourage you to ask more questions, it does not mean that you must ask a question before the end of the interview.

Firstly, I must emphasize that an interview is a 2-way communication. The engagement and interaction you have with the interviewer throughout the interview is what decides your fate with the company. By asking smart and engaging questions, you can change the dynamics of the interview and lead the interviewer to form better impression of you.

However, if you are worried about being penalized for not asking any question at the end of the interview. Don’t worry. After the 1 to 2 hours of interview, the interviewer has already formed certain impression and perception about you. Unless the question you are asking can lead the interviewer to a fresh new insight about you, it is not going to have that much of an impact to change the outcome of your interview.

So you should never ask questions for the sake of asking. Especially the ones that have already been answered to during the interview. If you really want to ace your interview, you should take a look at these interview tips.

What is a Job Interview?

What is a job interview

A job interview is an opportunity for both parties to have a deeper understanding to determine if they are suitable for each other. Like a date. Think about it this way. Before committing yourself into this relationship, you do want to know what you are in for, right? Likewise for the hiring company. That’s what a job interview is about. So these are the only 3 questions that the interviewer is really asking.

Can You Do The Job?

Before anything else, the most important question that an interviewer wants to know is if you have the knowledge and skills to do the job. And your attitude in approaching work and problems.

The interviewer may first identify several key personality traits and competencies required to do the job. Then to determine if you possess these traits and competencies, you may be required to take tests, case study, simulation, or in any other format during different stages of the job interview. Those who do not seem to be able to do the job will eventually be filtered out.

Remember this, most interviewers don’t take risk. If there is the slightest doubt that you can do the job, then you are most probably going to be rejected. This is because a company is unlikely to spend money, time and effort in training someone who does not seem to able to succeed at it. So if you think you can do the job well, make sure the interviewer is convinced so.

Can You Fit Into The Culture?

Next, is to understand if you can fit into the company culture. Every company has its own unique culture. For example, Pixar is famous for its creativity and attention to detail while Netflix only hires and keep the A-class employees offering them excellent compensation package, and giving them freedom and trust in work and employee benefits. So these companies only hire employees that have the potential to thrive in their environment. If you can’t fit in, then you can’t be one of them.

Can The Company Meet Your Expectations?

Lastly, the interviewer also wishes to know if the company is able to meet your expectations. You may seem like a great fit but if you have expectations that the company is not able to satisfy, what good would it be? What are the chances of an unhappy employee putting in his or her 100% for the company?

So always do your research and know what to expect before the job interview. Be firm and be willing to let certain opportunities go. If you had done your research and know what you are asking for is reasonable then there is no reason to shortchange yourself.

How to answer Job Interview Questions

How to answer interview questions

Have you ever wondered how many people applied for the same job that you do? And does the interviewer ask the same set of questions to every single candidate?

Yes, they do ask the same set of questions. Although the specific questions may differ from candidate to candidate, the skills, and characteristics that the interviewer is looking for in each candidate stays the same. Therefore, the interviewer asks more or less similar questions to ensure consistency, objectivity and for comparison sake.

Then how do you stand out from the crowd?

First, you need to understand that going to an interview is like going to a story telling contest. Everyone has a story to tell. So make sure your story is the best that you can give. And in order to tell a good and convincing story, you can use one of the following methods.

CAR Method

The CAR approach to answering job interview questions is – Context, Action, Result. It is about describing the circumstances, the actions you took and the result you achieved.

Context is about describing the situation in such details that the interviewer is able to visualize what you are saying. The situation is preferably one that is able to clearly demonstrate the quality or skill that the interviewer is looking for.

Action is about explaining what action you took. Outline and explain every single step and rationale as well as the possible consequences you might face. Show the interviewer how you analyzed the situation and your decision-making process.

Result is about the result of your action. As much as possible, provide figures and numbers to support your claim. If the result is not as desired, what have you learned and possibly change for a better result?

STAR Method

The STAR approach is also very similar to the CAR approach to answering interview questions. STAR refers to Situation, Task, Action and Result. It means breaking down your answer into segments of describing the situation, the task you were to accomplish, the action you took and the result you achieved.

SHARE Method

SHARE refers Situation, Hindrance, Action, Result and Evaluate. The SHARE approach adds in a hindrance section to elaborate on the difficulties of the situation. This allows the interviewer to have a deeper understanding of the situation and may appreciate your actions more. It also ends with evaluating your own actions. This also helps to demonstrate your ability to learn from your experience and to improve your future performances.

SOARA Method

The SOARA (Situation, Objective, Action, Results, Aftermath) method is another variation of the SHARE method. This helps to shape your answer so that you are able to show the interviewer your problem solving and analytical skills. It can also help to showcase your ability to adapt and learn from your experience.

The Best Job Interview Tips in 2017

Job Interview Tips

Every candidate goes into a job interview trying to convince the interviewer that he or she is the perfect candidate for the job. More often than not, these candidates over inflate their achievements trying to impress the interviewer in the hope of securing a job offer. Naturally, over time, the interviewer becomes critical of everything that a candidate says. So these are 5 job interview tips to help you gain credibility.

Because even if you can answer all the questions perfectly but if the interviewer does not trust what you are saying, there is no way that you are going to get the job. So follow these 5 job interview tips to help you seem more trustworthy.

5 tips for Job Interview

Maintain Eye Contact

I know you may have heard of this a thousand times but I am still going to repeat it. Because sometimes, when you are nervous or lack of confidence, you are afraid to make the eye contact. In most cases, most candidates tend to look down. However, the connection of your eyes is going to add credibility to your story. Besides that, our eyes are a very important part of our body language, it adds meaning to whatever we are saying. So always maintain eye contact with the interviewer.

Upright Sitting Posture

How you sit says a lot about you. It gives the interviewer an insight on what kind of a person you are and what you may be thinking or feeling. Even if it may not be a true reflection of who you are and what you think or feel, subconsciously, the interviewer already formed certain impression about you. So always sit upright, and lean slightly towards the interviewer. It helps to show your interest in what the interviewer is saying.

Visible Placement Of Hands

Many of you may not know this so after reading this, don’t ever forget it again. Always place your hands somewhere comfortable and visible to the interviewer. Don’t ever put your hands under the table again. This helps the interviewer to feel that you are transparent and not hiding anything.

Looks Does Play A Part

Despite the fact that appearance is almost never part of the interview evaluation criteria, how you look does play a part on how the interviewer feels about you. If you are interviewing for a role in customer service, don’t dress like a rock star. Every job has a stereotype. A nurse should look like a nurse and a salesman should look like a salesman. Always dress up for the role you are applying for. When you do that, you are giving the interviewer the confidence that you are ready and suitable for that particular role.

Acknowledge That You Are Not Perfect

No one is perfect, including you. Pretending to know what you don’t or claiming to do what you didn’t is not going to do you any good. Once the interviewer spot any inconsistency in your story, your credibility rating is going to drop. As the saying goes, “never hire someone whom you can’t trust”. No matter how talented you may seem to be, if you can’t be trusted, you won’t be hired.

SEE ALSO: Techniques On How To Answer Job Interview Questions

Job Interview Questions for Fresh Graduates

Interview Questions for Fresh Graduates

Being a fresh graduate sometimes means that you had never been to a job interview before. That’s fine. But if it means that you do not know how to answer interview questions. That may cost you some good career opportunities. And that is costly. Because a good job can set you on the right path and shape you up.

However, don’t worry. Here are 50 job interview questions for fresh graduates. It is not going to guarantee you the job but knowing what questions may be coming and practice in advance will definitely help you to perform better.

Do bear in mind that the length and the questions of each interview may be different. So the more questions you prepare for, the lesser the possibility of you not knowing what to say. And good luck!

50 Job Interview Questions for Fresh Graduates

  • Please introduce yourself.
  • Tell me about your life story.
  • How would you describe yourself in 1 word?
  • What are the first 3 characteristics that your best friend will describe you?
  • What do you like to do outside of school?
  • What is it that you always wanted to do but didn’t? And why?
  • What are your interests and hobbies?
  • Tell me 1 thing that others do not know about you.
  • Tell me 3 things that you would like to change about yourself.
  • What do you consider to be your strengths and weaknesses?
  • What is your personal mission statement?
  • Tell me about the hardest decision you have ever made.
  • Tell me something that’s true that nobody agrees with you on.
  • When was the last time you learned something new? What was it?
  • What was the last book that you read? Tell me about it.
  • Why did you choose this course/ major/ specialization?
  • If given a second chance, would you reconsider your course/ major/ specialization?
  • What is your favourite and least favourite subject? And why?
  • What is your school thesis about?
  • What is your graduation project about?
  • Tell me about the most challenging situation that you’ve faced in the project, and how you dealt with it.
  • What is your final grade? Do you think it reflects your true abilities?
  • How do you think your education experience change you?
  • How do you think your OJT prepared you for this role?
  • What did you learn from your OJT?
  • Do you have plans for further study?
  • Did you participate in any extra-curricular activities? Why?
  • When was the last time you disagreed with a decision that was made in a project? Tell me about it.
  • Tell me about the time when someone did not agree with your decision.
  • Tell me about the time when your team members did not agree with each other.
  • When was the last time you made a mistake? Tell me about it.
  • Tell me about the time when you managed a team member who is not performing up to expectation.
  • Tell me about a team member or classmate that you could not get along with.
  • Tell me about the last successful project that you were involved in.
  • Tell me about a project that failed that you were involved in.
  • What motivates you?
  • What do you want to do when you grow old?
  • Why are you here today?
  • Why do you want this job?
  • Why did you apply for this job?
  • What was it that attracted you to apply for this job?
  • Why do you think you will be successful in this job?
  • What’s most important to you in this role?
  • Where do you see yourself in 5 years’ time?
  • What are your plans for the future?
  • What is your plan if you are not selected for this role?
  • What other roles are you considering? Why?
  • Why should I hire you?
  • What can you contribute to our company?
  • What do you think makes you better than the rest of the applicants?

You should always try to practice these questions with a friend or a mentor so that they can help you to improve your response. However, if you don’t have anyone that you can practice with, you can always try an online interview simulator.

How To Answer Tell Me About Yourself

Tell me about yourself

“Tell me about yourself” is a common way to start an interview. It allows you and the interviewer to warm up and break the ice before going into the details. There are many variations to the classic “tell me about yourself” question but they are usually also no more than an introductory question.

Most interviewers like to follow a certain flow. And some of them like to start it off by having the candidate to introduce themselves. Because it gets the candidate to start opening up to share about himself or herself.

The beauty of this question is that you can talk about anything that you like. And that’s why you should use this opportunity to lead the interviewer to discover your strengths. There are many approaches to answering “Tell me about yourself” question. The following is one way that you can use.

Personal Information

You have plenty of time, later on, to talk about your skills, experience, and achievements. So don’t rush into it. Always start off with something light-hearted. Something about yourself. Maybe a trait or an interest or hobby. But make sure that it is something positive.

“One of my interests is to play international chess. I started playing it since I was 8 years old. I love playing chess because it is mentally intensive. Besides the need of planning your tactics in advance, you also have to consider the consequences of your moves. And that makes it even more challenging.”

Work Achievement

Then you carry on with how this particular trait, interest or hobby has shaped you to be the person you are today and how it has helped you to achieve some of your accomplishments.

“And I believe because of my years of chess playing, it has helped me to become a better manager. As the project manager in my current company, I managed to work with my team to help the company to save up to 15% on our recent project.”

Potential Accomplishment

Lastly, give the interviewer a visual of what if you worked there? How can they also utilize your skills and experience?

“And while I enjoyed my work in my current company, I am really excited about this opportunity with [Company Name] and what I can accomplish with my experience and skills.”

Don’t worry, even if you are not prepared for this, I believe it will be fine. It is after all just another introductory question. However, if you really want to ace your interview, you should take a look at these job interview tips.

Job Advertisement Price In The Philippines

payment for job advertisement

Advertising a job on online job boards can be costly. A single job advertisement can easily cost more than P1,000. Besides, the more popular the job board is, the higher the cost of posting a job advertisement. However, some of these popular job boards cater to more than hundreds of thousand job seekers every month.

So how much do you think it will cost to post on these job boards? The comparison below is based on the price of 1 Job Advertisement. If the information is not available, the basic package will be used.

Price Comparison of Online Job Sites

Job Sites Price Payment Type Package
Jobstreet P6,720 1 time payment 1 Job Ad
Jobstore USD 150 1 time payment 1 Job Ad
Kalibrr P3,898 1 time payment 10 candidate contacts
Monster P2,800 1 time payment 1 Job Ad
Mynimo P1,680 1 time payment 1 Job Ad P1,350 Per month 1 Job Ad / month
Gigajob* P1,200 1 time payment 1 Job Ad
manilajobs P999 1 time payment 1 Job Ad / month
Pinoy Jobs P499 Per month 10 Job Ads / month* USD 6 1 time payment 1 Job Ad

* Gigajob and do offer free basic job listing

Most of the price indicated above are for single regular job ad credit. Each credit can only be used for 1 job vacancy. And most of these job boards will restrict the changing of certain job information several days after posting the job advertisement. The job advertisement will remain on the job board for around 30 to 60 days. After that, it will be removed from their job listing. You will need to purchase another credit to post another job vacancy or repost your expired job advertisement.

Types of Job Advertisement

There are also different types of a job advertisement. A featured job ad can appear as side banner, widget, or displayed permanently on the top of the regular ones. This is supposed to significantly help to increase the exposure of the job advertisement. However, a featured job ad can cost up to 5 times of a regular job ad.

Resume Search Functionality

Another prominent feature of these job boards is the ability to search for resumes. Many of the job boards which requires job seekers’ registration also provide resume search service. However, the job sites will require you to buy credits to view the contact details of the resume you have searched. That is usually a separate cost in addition to the job advertisement fee. However, you can always avail a complete package of both job advertisement and resume search credits.

Candidate Contact Pricing

As you can see from the comparison, Kalibrr charges by candidate contacts. Unlike the other job boards, Kalibrr does not charge by per Job advertisement. Instead, Kalibrr requires employers to pay for qualified candidates’ contact details. While employers can post unlimited job advertisements on Kalibrr, they need credits to view the contact details of qualified candidates. For more information, please refer to Kalibrr website.

30+ Free Job Posting Sites For Employers In The Philippines

Free Job Posting Site Philippines

Companies and recruiters often source through job posting sites. Because it is one of the easiest ways to broadcast to thousands of active job seekers at the same time. However, to post a job advertisement on these sites can be costly. Fortunately, there are multiple free job posting sites that these companies and recruiters can post to.

Some of these free job posting sites also accept payment for exclusive featuring of your job advertisement or to access their premium features. However, all of their basic job postings are free. On the other hand, there are also job posting sites that only accept job advertisement for a fee. These paid job posting sites usually require the company to be registered on their website and pay for the job advertisement credits in advance.

Free Job Posting Sites

You can add on to this list by contacting us.

Please take note that the web traffic is estimated data from for the month of February in 2017. It is not limited to web traffic from the Philippines.

Website Type Web Traffic in No. of Visits
(similarweb in Feb 2017)
Laimoon Job Board 756,800
BestJobs Job Board 469,800
Post Job Free Job Board 461,700 Job Board 27,000 Job Board 22,100
Gigajob Job Board 18,100 Job Board 12,900
JobsForEveryJuan Job Board 6,200 Job Board 4,900
Jobs Bulletin Job Board 4,400 Job Board 3,000
JobsCloud Job Board 2,500
IT Pinoy Job Board 2,500 Job Board 1,600
Calamba Job Board Job Board 1,600 Job Board 1,600
Calamba Job Board Job Board 1,600
CebuJobLine Job Board 1,400
Trabaho Tayo Job Board 1,100 Job Board 879
JobsBank Online Jobs Depot Job Board 350
Cebu Job Fair Job Board 254 Job Board 73
Jobpinas Job Board
Indeed Aggregator 1,300,000
JobisJob Aggregator 76,700
OLX Classified 11,900,000
Craigslist Manila Classified 376,300
Locanto Classified 279,700
CebuClassifieds Classified 102,800
Mitula Classified 19,700
CebuCentral Classified 230

In this list, there are 3 types of these free job posting sites for employers in the Philippines – job boards, aggregator sites and classified sites. The job boards are the normal job posting sites whereby each job advertisement is posted by the employer or recruiter.

The aggregator sites are also similar to the job boards. They allow employers and recruiters to post job advertisement on the website. However, they also include job advertisements from other websites and job boards. Upon clicking on these job advertisements, the user will be redirected to the website or job board where the advertisement first appeared.

The classified websites are websites that allow any sort of advertisement organized into categories. These websites may include advertisements to sell cosmetics, computers and even properties. And they also have a jobs section that employers and recruiters can post to. But unlike the normal job boards that include all relevant information, job advertisements on classified websites usually focus more on the employer or recruiter contact details.

Resume Format In The Philippines

According to study, a recruiter only spends an average of 6 seconds per resume. Therefore, following a standard resume format is important. It helps to guide the visual of the recruiters to easily understand the resume and highlight areas of importance.

You can follow one of the three common resume formats to create your resume. Also take note of the other common mistakes that applicants make such as the resume font, resume font size, etc. Try to avoid over-decorating your resume and confuse the recruiters. Remember, you only have 6 seconds to make an impression.

  • Chronological Resume Format
  • Function Resume Format
  • Hybrid Resume Format
  • Resume Length
  • Resume Font, Font Size and Font Style
  • Paper Size and Margin
  • Free Online Resume Templates

Functional vs Chronological Resume

Chronological Resume Format

This format is the most common seen format. It is widely used by different levels of job seekers and follows a traditional experience timeline layout. It lists your experience in a clear and ordered manner allowing the recruiters to have a quick overview of the different jobs that you had.

Chronological Resume Sample

Chronological Resume Sample Page 1

Functional Resume Format

The functional resume format is most suitable for technical jobs such as IT professionals and web development professionals. This format is used when the technical proficiencies is highly regarded. It highlights your major skills and accomplishments over your job experience. This is especially useful to showcase a niche skill that the recruiter may be looking for. However, this is not commonly used. Most of those who wishes to use the functional format usually choose the hybrid format instead.

Functional Resume Sample

Functional Resume Sample Page 1

Functional Resume Sample Page 2

Hybrid Resume Format

A hybrid resume format is simply combining both the chronological and functional format. This way, it allows you to showcase major skills and accomplishments while providing a clear job history. It also allows you to make it through an Applicant Tracking System (ATS) easier.

Standard Resume Format

Resume Length

The length of the resume should commensurate with your work experience. If you are a fresh graduate, try not to exceed 3 pages. In fact, 2 pages should be more than enough. The purpose of the resume is to be invited for the interview. So only include important points that are crucial for the position you are applying for. Focus on getting the interview. You can tell the rest of your work history during the interview.

Resume Font, Font Size and Font Style

A good resume font should be reflective of your personality, in line with your profession and the company’s culture. If you do not know what font to use, I recommend Arial. I think it is the best font as it is commonly used and is considered a safe font for any resume. Other commonly used fonts also include Times New Roman and Calibri.

You should also differentiate the font size of your heading and body. Use a font size not less than 12px for heading and 10px for body depending on the length of your resume.

Also feel free to use bold, italic, capitalize or underline to highlight headings and important text. However, do not over decorate your resume such as making an entire paragraph bold.

Paper Size and Margin

For Microsoft Word users, you are generally safe. For others, try to keep your resume in A4 size and always send a copy of your resume in PDF. By using PDF, it can be easily opened and you can sure that your formatting will be intact.

Resume Design Templates

Designing may not be your forte but if you want to have a beautifully designed resume, you may considering using these free creative resume templates from Canva or Or if you use Microsoft Word, you can also download resume templates from their website.