I was recently asked to write a plan outlining how I’d approach my first few months in the job I’m interviewing for. A few people (a couple of recruiters among them) commented on how unusual the request was, but I think it makes a lot of sense.
The interview process can be a beauty contest, with its emphasis on scripted answers and connecting with the interviewer. This task requires the writer to demonstrate an understanding of the role (which probably requires that he or she did a good job asking questions during interviews) and of organizational needs and priorities. It also tests your writing and organizational skills and also provides some insight into your leadership and management style that may not come out through your scripted responses. I kept mine to two pages, so I was forced to balance the creation of a simple, easy-to-understand strategy with the desire to give the hiring manager a sense that I understand the scope of the challenge and will hit the ground running.
The process will also help me in future interviews with this employer — assuming I get one — because I now have additional questions that I will bring to the table, because I’ve thought through ways I’d approach different problems the organization faces, and because I will have better examples of ways I’ve resolved similar challenges that I might not have come up with in a conference-room setting.
One tip: There aren’t many good templates for this task, but Harvard professor Michael Watkins has written a great book on this subject called The First 90 Days, which provided me with a great starting point.
All in all, I will use this in the future when I’m trying to choose between qualified job applicants who want to demonstrate their ability to help us achieve our goals.
Readers, how about you? Have you been asked to do a 90- or 100-day plan? How did you approach it and what impact did it have on your candidacy?