Best Colors for Resume

Stand Out From The Crowd

Photo by Microsoft Designer

​Hiring managers don’t see candidates in terms of black and white. Not anymore, anyway. Color is becoming an increasingly important part of résumé design. Color on the résumé shows how to make your resume stand out to human readers. Color can direct the reader’s eye to important information — especially accomplishments.

Color Theory and Color Psychology

​When using color on career documents, it is important to consider both color theory and color psychology.

Color theory is the collection of guidelines and principles designers use to communicate with users.

In 1666, Sir Isaac Newton defined three groups of colors:

• Primary (red, blue, yellow)
• Secondary (mixes of primary colors — orange, purple, green)
• Tertiary (also referred to as “intermediate” — these are mixes of primary and secondary colors)

The breakdown of colors is as follows:

• Red (primary)
• Orange (secondary)
• Red-Orange (tertiary)
• Yellow-Orange (tertiary)
• Yellow (primary)
• Yellow-Green (tertiary)
• Green (secondary)
• Blue-Green (tertiary)
• Blue (primary)
• Blue-Purple (tertiary)
• Purple (secondary)
• Red-Purple (tertiary)

Note that colors you see on a screen don’t look the same in print. The RGB color profile consists of red, green, and blue hues that combine to create color variations. This color mode applies exclusively to digital displays (computer monitors, mobile devices, and television screens). However, color elements vary across different computer systems and models, so a RGB color on an iPad may look different than a RGB color on a Surface or a Chromebook.

A RGB profile uses an “additive” process to produce color by blending light. The color displayed on your screen depends on the presence or absence of RGB base hues. The presence of all RGB hues at full intensity yields white, while the absence of color produces black.

In contrast, print documents are primarily based on a CYMK color profile, which contains cyan, magenta, yellow, and key (black) that combine to produce a range of hues. This four-color process works for any type of printer. If you’ve ever taken a magnifying glass to a printout, you can see the four-color dots that layer to create different hues and gradations. As with RGB profiles, a CYMK color profile varies among different styles and models of printers.

CYMK uses a “subtractive” color process. As inks and dyes are layered upon each other, they subtract from the white of the paper. (Think of it when you were a kid — when you mixed lots of different paint colors, it created a dark color — sometimes an ugly brown or black. Using fewer colors created a lighter color, an example of the subtractive color process.)

Most modern résumés are viewed on screen, so RGB is the primary factor in choosing colors. However, résumés are sometimes printed out, so make sure the résumé still looks appealing in print form.

Like font choice, color choice is often a matter of personal preference. Color theory is a fact (the practical application of mixing and matching various hues), while color psychology is a choice. Color psychology is the influence of colors on human mood and behavior.

At its most basic, résumé colors should reflect your personality and positioning. You can also apply color psychology to create a positive psychological impact on the résumé reader. Color choices should also consider accessibility — for example, being mindful of red-green color blindness in some readers.

While dark text on a light background is almost always readable, white letters on a dark background does still meet the Americans with Disabilities Act (ADA) accessibility guidelines because it provides sufficient contrast for readability. Reverse text (for example, black text on a blue background) can be an issue when using a low contrast color on a low contrast background, so high contrast is preferred. Text that is larger and has wider character strokes is easier to read; therefore, an 18-point bold font can have lower color contrast than a 12-point serif font.

Some hiring managers and recruiters express a strong preference about use — or avoidance — of color on career documents. Color is best for certain industries for sure — among them, design, art, education, advertising, music, and fashion. But even more “traditional” industries are recognizing how effective color and design can be in attracting the reader’s attention.

However, some hiring managers like tradition and don’t like to see color anywhere on a résumé. If you are asked by a recruiter to remove the color from your résumé to submit to a specific hiring manager, do a “Save as” of the file and remove it. But for most direct applications with a company, it’s perfectly acceptable to include color, unless otherwise specified.

Color psychology is largely impacted by personal preference and perception. However, research has identified some specific characteristics that are often associated with particular colors.

For example:

• RED can portray strength, confidence, power, and passion. It’s an effective way to draw user attention (a “call to action”) but should be used sparingly to avoid negative reactions. Commonly used in sales, marketing, and technology résumés.
• ORANGE is fun, energetic, warm, bold, adventurous, and friendly. It connotes power and confidence. It can also demonstrate creativity and adventure. It is commonly used on customer service, design, arts, and sports résumés.
• YELLOW can signify happiness, optimism, inspiration, and confidence. However, too much yellow may bring negative reactions, such as a feeling of anxiety or fear. Yellow is sometimes used on résumés for artists, designers, and educators.
• GREEN is calming, peaceful, and can convey the impression of growth. It has more positive energy than other colors, but can sometimes be associated with inexperience or new beginnings. It can be effective for résumés for science, sales, health industries, and nonprofit careers.
• BLUE is the color of trust, security, and stability. Aside from black, blue is the most commonly used color on résumés. It can also be associated with distance and sadness. Blue is commonly used on résumés in finance, business, law, and education professions.
• PURPLE is associated with luxury, wealth, and creativity. Deep purple is especially effective for female executives. However, a big concentration of purple text may distract readers, so use it carefully. Purple is effective for medical, higher education, and executive résumés.
• PINK conveys feelings of hope, sensitivity, and romance. It is often associated with youthful femininity and playfulness, which can make it effective for résumés targeting the beauty industry and health fields.
• BROWN reflects security, experience, protection, warmth, and comfort. Brown can be associated with dependability and reliability, or it can be considered dull. It is often used in conservative fields like law and finance.
• BLACK is classic and sophisticated and is seen as both traditional and modern.

Subtle, jewel tones (navy blue, burgundy, dark green, deep purple) — when used as an accent especially — are appropriate for almost all conservative industries, including legal, finance, engineering, politics, and medicine. Muted, natural tones and pastels are also acceptable.

Colors are assigned “meaning” but this can be affected by the age, culture, and gender of the reader. Different parts of the world view some colors very differently.

For example, regarding gender preferences, research shows:

• Both men and women like blue and green
• Men dislike brown the most; women dislike orange
• Men prefer achromatic colors like white, black, and gray

Color can be used judiciously to highlight key information on the résumé — such as résumé headings — WORK EXPERIENCE, EDUCATION, AFFILIATIONS, etc. Color can help the reader find important information.

Do and Don’ts with Color

​DO consider your personal brand and personality when selecting colors for the résumé. Also consider matching the color on the résumé to the brand colors of the company being applied to. Mirroring company colors shows you have done your homework and changing colors is an easy adjustment to make in Microsoft Word.

For example:

• RED — Coca-Cola
• BLUE — JetBlue
• ORANGE — Amazon

When using color on a résumé, DO maximize contrast by using “opposite color” pairs — for example, blue/yellow, blue/orange, navy/gold, and purple/gold.

DO add color to the design, not just the content. Include color on design elements such as lines, boxes, and callouts.

DO make sure the color works both on the screen and when the résumé is printed out.

DON’T use too many colors. A maximum of three colors is recommended — one color for the résumé header and sections, a second color for body text, and an accent color to add emphasis (for example, bullets or subheadings). Black or a dark gray is recommended for main body text.

DON’T put a light color on a light or white background. From a technical standpoint, color on the résumé has little bearing on résumés filtered through applicant tracking system software, as long as there is sufficient contrast between the text and background. However, some color choices can reduce readability of the résumé if not carefully considered.

DON’T be afraid to stand out. You can’t go wrong using black (and white and gray) on a résumé, but it may keep you from standing out in a crowded field of candidates.

Best Practices with Color

​In addition to the dos and don’ts listed above, also consider the following best practices:

• Keep the design simple. Don’t insert graphics and design elements
• Have well-defined résumé sections with clear headers
• Choose an easy-to-read font, especially for body text and subheadings using color
• Make sure the cover letter matches the color use on the résumé
• Print the finished document in black and white to make sure it’s still readable

“Color is like a spice” — use it to accentuate. Too many colors, not enough contrast between colors, and using bright primary colors are just some of the common mistakes made with color on résumés.