Creating a 30-60-90-day plan is a fantastic way to stand out from your competition in a hiring process. I’ve seen it help people with less experience (or zero experience) beat out others with substantial experience. I’ve seen it boost the value of job offers for those who bring it. I’ve even seen it help job seekers get offers for bigger titles and more senior roles than what they actually interviewed for. It really is kind of an interview miracle worker.
However (there’s always a catch, right?)…some job seekers have said to me, “I don’t know what you’re talking about…I took a plan and didn’t get the job.”
I respond, “Let me see your plan.”
Almost without fail, I see one of two problems:
Creating a 30-60-90-day plan is a fantastic way to stand out from your competition in a hiring process. I’ve seen it help people with less experience (or zero experience) beat out others with substantial experience. I’ve seen it boost the value of job offers for those who bring it. I’ve even seen it help job seekers get offers for bigger titles and more senior roles than what they actually interviewed for. It really is kind of an interview miracle worker.
However (there’s always a catch, right?)…some job seekers have said to me, “I don’t know what you’re talking about…I took a plan and didn’t get the job.”
I respond, “Let me see your plan.”
Almost without fail, I see one of two problems: