| Many candidates see the first interview as a | | | | If you're serious about your job search, get rid of that |
| get-to-know-you session. They want to find out | | | | kind of thinking right now. In this economy, your |
| more about the job to see if they're truly interested, | | | | competition is pretty stiff for just about any job you're |
| and they want to test the waters to see if the | | | | going for. First interviews are another place |
| company is really serious about hiring them. And a 30 | | | | companies can weed out candidates to get a |
| 60/90-day plan is a detailed outline specific to the | | | | manageable number of serious contenders. You |
| company that requires a lot of research and effort to | | | | want to start the process in as powerful a position as |
| do correctly. It sets your goals for the first 90 days | | | | you can. A 30/60/90-day plan will make you a |
| on the job, and it covers training, getting up to speed, | | | | 20%-30% stronger candidate. Because it takes |
| and your ideas for performing on your own. Since it | | | | some effort to create one, it makes a powerful |
| takes that kind of effort to create one, many | | | | impression on the hiring manager that you're a |
| candidates see it as an over-the-top, unnecessary | | | | go-getter they need on their team. And, discussing |
| effort that is better left to the more-serious second | | | | the plan results in a deeper, more detailed interview |
| interview—it'll be something new to bring that will | | | | that serves both parties better than a standard |
| "wow" them, and it will be easier to create once they | | | | interview question and answer session. |
| know more about what the hiring manager is looking | | | | So, it's not crazy to create a 30/60/90-day plan |
| for. | | | | before you go to the interview—it's crazy to go to |
| Uhh…no. | | | | the interview without one. |