招聘经理最爱问这个问题，该怎么回答？

对于任何工作来说，前90天至关重要。这属于新员工的标准宽限期：也就是用于适应新工作的时间，同时也可以借这段时间向同事和雇主展示自己如何应对新工作。正因为如此，30天/60天/90天问题——“在入职后30天、60天和90天内都有什么目标？”——已经逐渐成为了招聘经理常问、求职者常答的问题。如何应对？请见下文。

先构想

人们应该考虑部门目标、该职务的首要任务以及如何衡量自身的进步。在入职后最初的30天内能够拿出什么样的速效对策？有哪些更长远的目标？认真考虑这些问题，并积极地将自己的工作计划可视化，从而展示你对岗位的理解以及相应的工作能力。在第一轮电话筛选中，不妨问一问招聘经理他们衡量该岗位成功的关键指标都有哪些，然后你便可以将其作为指引。

写出来

30/60/90天计划不仅仅是一个思想实验，也是一个书面的策略纲要。不管是演示文稿还是书面报告，最好能够拿出一份实实在在的东西。在经过一番构思得出自己的目标以及理想的影响力之后，把它们写下来。这样可以为招聘经理提供一份可供其评估的文件。不用事无巨细地将其列出来，因为当前你只能描述一下你打算做的事情，而不是事无巨细地说明如何实现这些目标。通常90天计划的篇幅为3至4页。

分享

如果招聘经理不问这些问题怎么办？别担心：你依然可以提交你的计划书。在一篇领英的文章中，迈克·基辛格解释道，所有招聘经理都会试图从多个方面来了解求职者：他们是否了解这项工作？能否胜任这项工作？是否愿意从事这项工作？完成30/60/90天计划书可以回答所有这些问题，并展现你的诚意和组织能力。不妨对招聘经理说：“我已经围绕自己在获得这个岗位后打算做的事情写了一份计划书。”，然后在应聘时或应聘后与招聘经理分享。得知你已经思考过这个问题的事实会给他们留下深刻的印象。

回答30/60/90这类问题能够体现你自身对这个岗位的独到看法，从而让你在诸多求职者中脱颖而出。当然，这类计划最大的一个优点莫过于展示你在获得聘用之后的潜力，而且你也会知道在入职后该从哪一方面着手！（财富中文网）

艾米·塞格林是Chaloner的总裁及联合所有者，Chaloner是一家全国性的高管猎头公司，专注于传播、公共关系和营销招聘。

本文原载于Chaloner的The Interview Room博客。

译者：Pessy

审校：夏林

The first 90 days of any job are vital. It’s the standard grace period for new employees: a time to get settled, but also a time to show coworkers and employers how you plan to handle your new role. It’s because of this that the 30/60/90 Question— “What are your goals for the first 30, 60, and 90 days on the job?”— has gained popularity with hiring managers and candidates alike. Here’s how to approach it.

Imagine it.

A guide suggests that you consider departmental goals and objectives, the position’s priorities, and how you’ll measure your progress. What are the “quick fixes” you can deal with in the first 30 days? What are your more long-term goals? Giving serious thought to the question and actively visualizing what you would do with the job is a way for you to exhibit your knowledge of the position and capability within it. During your initial phone screen, feel free to ask the hiring manager the critical ways they define success in that role, which you can then use as a guide.

Write it.

The 30/60/90 plan is more than a thought experiment; it’s a written outline of strategy. Whether it’s a PowerPoint presentation or a written report, having a tangible product is ideal. After you’ve brainstormed your goals and ideal impact, write it down. Doing so will create a helpful artifact for the hiring manager to evaluate. Don’t feel pressure to go into immense detail—for now you can focus on what you’ll do more than the nitty-gritty of how you’ll do it. A typical 90 day plan is 3-4 pages.

Share it.

What if the hiring manager doesn’t ask this question? Not to worry: you can still present your plan. In a LinkedIn article, Michael Kissinger explains that all hiring managers are trying to answer several questions about a potential candidate: Do they understand the job? Can they do the job? Will they do the job? Completing the 30/60/90 plan can answer all these questions while demonstrating your commitment and organization. Feel free to say to the hiring manager, “I’ve put together a plan of what I’d like to do in this position” and share it during or after your interview. If you’ve put in the thought, they’ll be impressed!

Answering the 30/60/90 Question allows you to set yourself apart from other applicants with your unique vision of yourself in the role. And of course, one of the best parts of a 30/60/90 plan is its potential should you get hired—you’ll know where to start!

Amy Segelin is the President and co-owner of Chaloner, a national executive search firm focused on communications, public relations, and marketing recruitment.

This story originally appeared on Chaloner’s The Interview Room blog.