Self-praise won’t land you interviews. Concrete numbers and measurable results will
LinkedIn began with good intentions.
Designed as a professional networking site, it’s now flooded with posts portraying job seekers as victims blaming employers for their misfortune. And when I check their profiles, they almost always lack one thing: numbers. No metrics, no proof—just vague claims, assertions and opinions about themselves. My reaction? “Who cares?”
Most resumes and LinkedIn profiles are just lists of opinions, which is why job seekers struggle to land interviews. Empty statements like “I’m a team player” offer no value. In contrast, something like, “I was part of a 12-member sales team with an individual $3.5 million annual quota, a goal I achieved four years in a row, from 2020 to 2024,” speaks volumes. It shows impact.
Today, your resume and profile must focus on what matters to employers: results. Yet most are still written as task lists, as if hiring managers don’t already know what a marketing manager or software developer does. They fail to explain how the candidate added measurable value to the business.
Employers are drawn to people who generate revenue, cut costs, solve problems, innovate and get things done and never say, “That’s not my job.” They favour profiles that quantify success.
Too many job seekers hide behind vague statements like “I’m talented” or “I have X years of experience,” without backing them up. But talent and experience mean little without evidence. How is an employer supposed to know what your value really is?
If there’s one principle to remember, it’s this: employers don’t hire opinions—they hire results. Results backed by numbers give hiring managers confidence that you can perform under pressure and deliver measurable outcomes. That’s why phrases like these fall flat:
- “I’m a fast learner.”
- “I’m detail-oriented.”
- “Excellent communication skills.”
- “Managed projects.”
- “Great at problem-solving.”
Hiring managers constantly ask themselves, “So what?” They want substance, not fluff. A resume or profile without numbers leaves them guessing. And they won’t.
Give them what they need: budget sizes, team headcounts, reporting lines, cost savings, revenue gains, productivity boosts. Did you manage a $4.5 million project? Lead a team of 20? Launch a cost-saving initiative? Hit sales targets? Grow social media followers? Increase email open rates?
The language of business is numbers. So translate your clichés—“I’m a fast learner,” “detail-oriented,” etc.—into measurable outcomes.
I roll my eyes every time I hear “self-motivated” or “hard worker.” These are opinions. What employers want are results. Want to stand out? Deliver dopamine hits with numbers that prove your worth. “Increased sales” is meaningless. Try: “Generated $4.7 million in 2024 medical equipment sales, a 15 per cent increase over 2023,” or “Redesigned the tree menu in 2022, cutting the abandonment rate to 1.8 per cent in 2023 from 2.9 per cent the year before.”
Don’t just say you’re “detail-oriented.” Prove it. Did you catch a critical error that saved the company thousands? Implement a quality control process that cut product returns by 45 per cent?
Now this grabs attention: “Because I love challenges, last year was a fantastic year for me at Universal Exports. I led a project involving multiple departments, managed a $2.5 million budget, and rolled out a marketing strategy that increased lead generation by 40 per cent in six months.” It’s not just a claim—it’s proof that you embrace challenges and deliver results.
Remember: numbers create clarity and control your narrative. Without them, the hiring manager is left to guess, and guessing rarely ends in your favour. Hiring managers are busy. They want candidates who make their jobs easier.
Quantify your impact. Pre-empt the “So what?” and you’ll stand out. It’s a proven strategy that increases employer interest.
In today’s competitive Canadian job market, demonstrating your value with numbers can set you apart in a crowded field.
Think like an employer. Would you hire someone based solely on their opinion of themselves? Of course not. You’d want evidence—numbers—to help you assess whether they can get the results your business needs.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.
The views, opinions, and positions expressed by our columnists and contributors are solely their own and do not necessarily reflect those of our publication.
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