Hiring managers and prospective employers often face a daunting task when reviewing job applications from the Philippines. Understanding how to read Filipino resumes helps you match the right candidate to your job description without overlooking key details or undervaluing strong experience.
In today’s digital age, Filipino resumes may follow a different resume template, include unfamiliar educational backgrounds, and highlight achievements using local job titles or soft skills that don’t always align with Western standards.
This comprehensive guide will give you a better idea of how to evaluate work experience, relevant skills, technical skills, and language skills—so you can focus on finding the right fit for your position, manage the hiring process more effectively, and avoid missing out on capable applicants with strong potential.
Why U.S. Founders Often Misinterpret Filipino Resumes
Filipino resumes can be misleading if you don’t understand the local context. In some cases, job titles used in the Philippines may not directly align with U.S. or Western equivalents in terms of scope or responsibility. A “Manager” role in the Philippines might match a “Team Lead” or even a specialist position in the U.S. Without knowing this, prospective employers might assume a candidate is overqualified or expect leadership capabilities that don’t align with the role.
Cultural modesty can also affect how skills and achievements are presented. Many Filipino applicants focus on tasks completed rather than the impact made. Instead of highlighting accomplishments with bullet points, they may list duties. This makes it harder for U.S. companies to identify strong communication skills, problem-solving abilities, or relevant certifications. A good resume might look understated simply because the candidate avoids self-promotion.
Educational Terms and Degrees You’ll Commonly See
Education in the Philippines generally follows a U.S.-style system, but the labels and schools might be unfamiliar. Knowing how to read these correctly is key to matching candidates to your company’s needs.
4-year degrees: BS, BA, BSBA, BSIT, etc.
Most Filipino professionals list four-year degrees with abbreviations that indicate their field of study. These degrees come from universities or colleges and reflect solid academic training.
Common 4-year degrees include:
- BS – Bachelor of Science
- BA – Bachelor of Arts
- BSBA – Bachelor of Science in Business Administration
- BSIT – Bachelor of Science in Information Technology
- BSN – Bachelor of Science in Nursing
- BSECE – Bachelor of Science in Electronics and Communications Engineering
Vocational or TESDA Certifications
What are considered associate-level programs in the U.S. are often labeled “Diploma” or “Certificate” programs in the Philippines, typically earned through TESDA-accredited vocational schools. Some applicants may list TESDA certifications, which are government-backed credentials for specialized skills like IT, bookkeeping, or hospitality.
These indicate strong hard skills and technical abilities even if the candidate hasn’t completed a full university program. For jobs that don’t require advanced theory but need someone who can manage tasks effectively, these can be a real advantage.
Interpreting unfamiliar universities
Filipino resumes may feature schools you’ve never heard of. Don’t dismiss these immediately. If the school is accredited by CHED (Commission on Higher Education), it means the program meets national standards.
Many strong candidates come from regional universities that lack global name recognition but still offer solid education. If in doubt, ask for more information or check the school’s online presence for a better idea.
What to Look For in Professional Experience
Work experience in the Philippines may be written differently than in U.S. resumes. To evaluate a candidate fairly, focus on the kind of companies they’ve worked for, the length of tenure, and their exposure to international clients.
International client exposure (U.S., AU, UK companies)
Candidates with experience supporting U.S., Australian, or British clients may have practiced cross-cultural communication and developed familiarity with international work expectations, especially in English.
They usually understand time zone coordination, data privacy, and Western workplace expectations. This experience helps applicants adapt faster to your systems, tone, and feedback style. These professionals also tend to speak up more and manage tasks with less hand-holding.
Experience at BPOs (Accenture, Teleperformance, Concentrix)
Many Filipinos gain experience in large Business Process Outsourcing (BPO) companies. Working at places like Accenture or Teleperformance means they’ve been trained to follow strict processes, use common tools like applicant tracking systems, and deliver professional service across different industries. This background often includes supporting international clients remotely, which builds cross-cultural service and communication skills and boosts their ability to communicate, problem-solve, and meet deadlines across cultures.
Tenure of 1+ years at each role is often a green flag
A tenure of over a year may indicate stability and the ability to commit to long-term responsibilities, depending on the context. Some Filipino applicants may move jobs more often, especially early in their career or if they’re in fast-moving industries.
Still, long tenure is a strong sign that the candidate can manage responsibilities, learn over time, and build trust with your team. It’s a good idea to ask about shorter stays during the hiring process rather than assume a lack of capability.
Common Resume Phrases (and How to Read Them Correctly)
Some job titles and phrases on a Filipino resume can mean something different than they would in a U.S.-based application. Learning how to read these correctly helps prospective employers avoid misjudging strong applicants.
“Team Leader” may = mid-level role, not executive
In the Philippines, the term “Team Leader” is often used for roles that involve supervising a small group or coordinating tasks—not leading departments or making company-wide decisions.
Filipino employers sometimes use this title for roles focused on daily support and operations. The responsibilities listed in the resume or cover letter give a better idea of what the candidate managed.
“Virtual Assistant” roles can include bookkeeping, email, scheduling
“Virtual Assistant” is a broad term in Filipino job applications. A candidate with this title may have managed client inboxes, scheduled meetings, processed orders, or even handled data entry in QuickBooks.
These professionals often manage multiple technical tasks and develop strong time management skills. Always look at the details or ask for examples to understand the full scope of their work.
“Freelance” may mean experience across multiple industries
When a candidate lists “Freelance” under their work experience, it doesn’t always mean they lacked full-time roles. A significant number of Filipino freelancers support international clients, often on flexible or project-based contracts.
These freelance jobs may include project-based work in graphic design, writing, digital marketing, or customer service. This shows the ability to manage multiple projects, adjust to new systems, and work independently—important skills for today’s digital age.
How to Assess Skills When Portfolios Aren’t Attached
Some Filipino applicants may not include links to their work, especially if their past roles involved private data. Still, you can assess skills by asking focused questions during the hiring process.
Ask for task lists, tools used, and daily workflows
Instead of relying only on a resume, ask the candidate what tasks they handled daily, what platforms they used, and how they organized their work. This gives you a better idea of their real capabilities and technical skills.
Ask questions like:
- What software did you use to complete your tasks?
- Can you walk me through your daily schedule?
- What types of projects did you work on?
- Did you use spreadsheets, design tools, or project trackers?
- How did you prioritize urgent vs. routine work?
Clarify whether they handled strategy or execution
Job applications often include responsibilities like “managed campaigns” or “handled reports.” Some candidates may write tasks without explaining their level of involvement. Clarify if they created the strategy, executed someone else’s plan, or simply followed set instructions. This helps employers understand their ability to lead versus follow—and how they’ll contribute to your team.
Follow up in interviews with situational questions
Situational questions help reveal communication skills, soft skills, and problem-solving abilities. Ask how they responded to delays, handled difficult clients, or worked under pressure. Even if the resume lacks detail, the answers can highlight relevant keywords and give you a clear sense of their potential fit for your position.
Red Flags (and What Might Be False Alarms)
Not all resume red flags are signs of poor candidates. Some patterns reflect common realities in the Philippines and should be assessed carefully.
Many short stints? May reflect competitive BPO job-hopping, not instability
A resume showing several jobs under one year may not be a red flag. BPO workers, particularly at the agent or junior staff level, often switch companies to gain better pay, benefits, or hours. At leadership levels, longer tenure is typically more common. Focus on how they describe their learning and contributions in each role rather than the length alone.
Gaps in employment? Often due to caregiving or typhoon-related breaks
The Philippines faces frequent natural disasters, and many professionals step away from work for family reasons. These gaps don’t always reflect poor performance. Ask for context before making assumptions. Candidates with caregiving responsibilities or power outages may still have strong skills and good resume potential.
No resume customization? Common, but not always a dealbreaker
Some applicants send the same resume and cover letter to multiple jobs abroad. This doesn’t always mean a lack of interest. Filipino candidates may not be trained in resume optimization or applicant tracking systems. You can still evaluate relevant skills, education, and language skills through the interview process to determine their true fit.
Bonus Credentials That Signal Strong Candidates
Some applicants may not have flashy resumes, but certain certifications and test scores show they’re well-trained and ready to grow with your company.
TESDA certifications for tech, admin, or trade skills
TESDA (Technical Education and Skills Development Authority) certifications offer practical training in areas such as IT support, computer operations, hospitality, and skilled trades. Some certifications may include office-related skills like customer service and clerical support.
Filipino employers trust these and signal that the candidate has completed government-recognized programs. TESDA-certified applicants often bring solid technical skills and can manage tasks with little onboarding.
QuickBooks, Google, HubSpot, or Meta certifications
Certifications from global platforms show the candidate has taken time to improve their hard skills. These are useful for positions in digital marketing, admin, or bookkeeping—even without a full portfolio.
Look for:
- QuickBooks Online Certification
- Google Ads or Analytics Certification
- HubSpot Inbound Marketing Certification
- Meta (Facebook) Digital Marketing Associate
IELTS/TOEFL scores, or experience handling U.S. support
Some candidates include English proficiency test scores on their resume. IELTS and TOEFL scores provide a standardized assessment of English proficiency across listening, reading, writing, and speaking. A score of 7.0+ (IELTS) or 100+ (TOEFL) indicates advanced language skills.
Applicants with customer support experience for U.S. clients often gain exposure to English-language service standards, multitasking, and professional tone, as well as the ability to follow tone guidelines—especially important in jobs that involve speaking to clients or writing emails.
Real Example: Filtering 50+ Resumes to Find the Right VA
One founder needed a virtual assistant and received over 50 job applications. Instead of picking the most impressive resume, they used a candidate persona to find someone who matched the role’s real needs. They focused on tenure, experience with tools like Zoom and Google Workspace, and how clearly the applicant wrote their cover letter.
The final hire had a simple resume, no graphic design, and limited keywords—but had the right capabilities. She had experience in client-facing roles, strong soft skills, and a good attitude during the interview. She’s now managing projects and outperforming other applicants with more polished resumes.
Final Thoughts: Read for Fit, Not Flash
Learning how to read Filipino resumes gives you a real advantage in today’s global hiring process. A good resume doesn’t always show itself in fancy formatting or long bullet points. Look for relevant keywords, soft skills, and values that match your team.
Many strong candidates from the Philippines might not stand out at first glance, but with the right questions and a clear job description, you’ll find team members who are professional, committed, and ready to grow with your company.
Frequently Asked Questions
What should I look for in a Filipino resume?
Focus on relevant skills, tenure, language skills, and real-world experience—even if the layout looks simple.
Is it normal for Filipino resumes to include personal details?
Yes, it’s common to see contact details, age, and sometimes a photo, but these are not required for your decision-making.
Why do some Filipino candidates list many short jobs?
Frequent job changes reflect the fast-paced BPO industry and not necessarily a lack of loyalty.
Do Filipino applicants need a cover letter?
While not always required, a cover letter can show communication skills and give you a better idea of cultural fit.
How can I verify an unfamiliar educational background in the Philippines?
Check if the school is CHED-accredited or ask the applicant for more information about their degree or program.
References
- Government PH. (2019). digitaljobsPH: DICT Free Trainings for Online Freelancing. https://governmentph.com/digitaljobsph-dict/
- Philippine Statistics Authority. (2022). Philippine Standard Occupational Classification. https://psa.gov.ph/classification/psoc
- Philippine Statistics Authority. (2024). 2022 Annual Survey of Philippine Business and Industry (ASPBI) – Information Technology – Business Process Management (IT-BPM) Industries: Final Results. https://psa.gov.ph/content/2022-annual-survey-philippine-business-and-industry-aspbi-information-technology-business
- Scribd. (n.d.). Complete List of CHED-Accredited Schools. https://www.scribd.com/doc/47161206/Complete-List-of-CHED-Accredited-Schools-Public-State-Universities
- Technical Education and Skills Development Authority. (n.d.). List of TESDA Courses. https://car.tesda.gov.ph/tesdacar/list-of-tesda-courses/
