| A 30/60/90-day plan is a guaranteed way to make a | | | | - Google the company (set up a Google Alert for |
| powerful impression on the hiring manager and help | | | | up-to-date info) |
| you stand out from your competition in the job | | | | - Ask your network |
| search. It's simply an outline for what you'll do in the | | | | - Ask your recruiter |
| first 3 months on the job: how you'll get your training, | | | | - Ask the person who referred you to the company |
| get up to speed, and attack the principal challenges | | | | - Ask someone who used to work at the company |
| associated with the job. | | | | - Ask a current employee |
| The more specific you can be with your plan, the | | | | All of these are great resources for the kind of |
| better. But someone who's new to the company or | | | | information that will help you flesh out what you'll do for |
| new to the field probably won't know what needs to | | | | the company in the role you're interviewing for in the |
| go into the plan. That can make creating a plan | | | | first 90 days of employment. It's a lot of work. But |
| seem overwhelming. The answer is research. The | | | | the fact that you're willing to go to this much effort |
| more research you can do, the better your plan will | | | | before you get the job tells the hiring manager a lot |
| be. Where can you find the information you need to | | | | about your work ethic, your commitment, and your |
| create a great 30/60/90-day plan? | | | | drive. So, simply creating a plan will make you stand |
| - Press releases | | | | out, but the knowledge and insight you'll gain from the |
| - LinkedIn | | | | experience will help you be the most-informed, |
| - Google groups | | | | best-prepared candidate-and that's what will get you |
| - Facebook | | | | the offer. |
| - Twitter | | | | |