A performance review for a job search should help you learn what to change: sourcing mix, preparation time, follow-up quality or role selection—not produce vanity metrics.
A practical workflow
Use the following as a working sequence, then adapt it to the companies and conversations in front of you.
- Review the opportunities and conversations you actually created
- Look for repeated friction or missing context
- Choose one experiment for the next review period
Keep the system workable
Keep one clear record for the opportunity, its current stage, the people involved and the next action. That gives you enough structure to return to the search without adding ceremony.
Candidate keeps this context together so a useful update after an application, conversation or exercise does not need to be copied across several tools.