The following post is courtesy of the Recruiting Blogswap:
30-60-90-day plans are amazing tools for job interviews, and they seem like a natural for folks in sales, marketing, or similar jobs. But there’s a real hesitation from candidates in technical fields, who don’t think this kind of plan applies to their jobs. But it absolutely does. In fact, a candidate for a technical job can make an even bigger positive impact with a 30-60-90-day plan because it’s so unexpected that it really spotlights what an outstanding candidate you are.
Here’s how it works:
Every job has a period where you’re learning the ropes, getting up to speed, and moving out on your own to make significant contributions to the organization. All a 30-60-90-day plan does is elaborate on that, and demonstrate what that will look like with you on the job.
In a technical field, like say, engineering, maybe the first 30 days will focus on your learning the software, systems, and procedures of your new company (probably while you’re working on your first projects!)—along with meeting co-workers, support staff, customers, or suppliers. The next 30 days (the 60-day part) will be streamlining and expanding your efforts, and looking into improving processes. The last 30 days (the 90-day part) might very well be when you begin improving those processes, taking on bigger projects, or going after more work.
So what if you’re in IT? What if you’re a lab tech? What if you’re in risk management or accounting or data management? It all works. They all have steps that must be taken when you begin, and they all have actions that lead to success. If you have been in the field for a while, you know what the job is really like, so you’re ahead of the game. If you’re a newbie, you have to start with researching the job. Everyone has to research the company, because including the details that are specific to that particular company (like the name of the software they use) are the cherry-on-top touches that make it extraordinary.
Put all that research into a plan (it doesn’t have to be perfect) and bring it in to your interview to discuss it with the person who’s likely to be your boss. It will give you a fantastic tool that improves your interview conversation, and it will make a very positive impression.
Author: Peggy McKee
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