Job Search in Canada is Tough — Here’s a Simple Habit That Gives You an Edge

A simple ten-minute task each month could be a real game-changer for your career – and so many professionals aren’t doing it.

It sounds too good to be true, right? It’s not, and it’s incredibly easy and surprisingly powerful.

So, what is the task?

It’s tracking your performance.

As a resume writer and career strategist, I can tell you that far too many professionals aren’t tracking their achievements effectively. I was once one of them.

Why does tracking your performance matter?

It matters because employers want performers. If you can't clearly communicate your impact, you're at a major disadvantage when it comes to landing a new role or securing a promotion.

On the other hand? If you can communicate your performance using concrete quantifiable facts (metrics), you can tell a story that excites employers by showing them exactly what you bring to the table.

Whether you’re just starting out in a retail role or leading at the executive level, performance tracking is something that every professional should be doing. If you’re already tracking your performance – amazing. If you’re not, now is the time to start.

If it’s so crucial, why aren’t more professionals tracking their metrics?

For many, including my less experienced self, the value of this data often flies under the radar… until it’s too late and opportunities slip away.  While many professionals do track their performance to evaluate how they are doing in their current role, few actually maintain a record of their measurable accomplishments that they can revisit and leverage to fuel their next career move.

Here is an example that drives home the value of using metrics to communicate your accomplishments:

Without metrics:

“Surpassed quarterly sales quota by generating new business through outbound prospecting and strategic follow-ups.”

With metrics:

“Surpassed quarterly sales quota by 35%, closing $450,000 in new business through outbound prospecting and strategic follow-ups.”

See the difference. The second one tells a story. Without context, a hiring manager might assume the first example refers to a few thousand dollars, but the second shows real, measurable impact. That’s what gets attention.

What if your employer doesn’t collect or share performance metrics for my role?  

There are lots of positions that don’t formally track performance – especially entry level positions. In these instances, you can take initiative to measure and quantify your own impact. For example, if you’re in an office role and responsible for efficiently handling email communications, track your actual results: “Responded to 140+ emails daily while maintaining a 24-hour turnaround time.”  

No matter your role, if you’re doing your job well, there is something that you can measure and highlight. When you do, it makes your value more visible and memorable.

Final tip: Always maintain personal records of your performance.  

Make sure your performance records are yours – i.e., accessible even after you leave a job. A simple document or spreadsheet updated monthly can become one of your most valuable self-marketing tools.

Ten minutes a month to review and document your performance. That’s all it takes.

Ready to take the next step in your career? At The Shortlist, I help professionals across Canada stand out in a competitive job market with powerful resumes, interview coaching, and career branding support.

Photo by Julia Potter on Unsplash