招聘經理最愛問這個問題，該怎么回答？
Amy Segelin
2019-03-27
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對于任何工作來說，前90天至關重要。這屬于新員工的標準寬限期：也就是用于適應新工作的時間，同時也可以借這段時間向同事和雇主展示自己如何應對新工作。正因為如此，30天/60天/90天問題——“在入職后30天、60天和90天內都有什么目標？”——已經逐漸成為了招聘經理常問、求職者常答的問題。如何應對？請見下文。 先構想 人們應該考慮部門目標、該職務的首要任務以及如何衡量自身的進步。在入職后最初的30天內能夠拿出什么樣的速效對策？有哪些更長遠的目標？認真考慮這些問題，并積極地將自己的工作計劃可視化，從而展示你對崗位的理解以及相應的工作能力。在第一輪電話篩選中，不妨問一問招聘經理他們衡量該崗位成功的關鍵指標都有哪些，然后你便可以將其作為指引。 寫出來 30/60/90天計劃不僅僅是一個思想實驗，也是一個書面的策略綱要。不管是演示文稿還是書面報告，最好能夠拿出一份實實在在的東西。在經過一番構思得出自己的目標以及理想的影響力之后，把它們寫下來。這樣可以為招聘經理提供一份可供其評估的文件。不用事無巨細地將其列出來，因為當前你只能描述一下你打算做的事情，而不是事無巨細地說明如何實現這些目標。通常90天計劃的篇幅為3至4頁。 分享 如果招聘經理不問這些問題怎么辦？別擔心：你依然可以提交你的計劃書。在一篇領英的文章中，邁克·基辛格解釋道，所有招聘經理都會試圖從多個方面來了解求職者：他們是否了解這項工作？能否勝任這項工作？是否愿意從事這項工作？完成30/60/90天計劃書可以回答所有這些問題，并展現你的誠意和組織能力。不妨對招聘經理說：“我已經圍繞自己在獲得這個崗位后打算做的事情寫了一份計劃書。”，然后在應聘時或應聘后與招聘經理分享。得知你已經思考過這個問題的事實會給他們留下深刻的印象。 回答30/60/90這類問題能夠體現你自身對這個崗位的獨到看法，從而讓你在諸多求職者中脫穎而出。當然，這類計劃最大的一個優點莫過于展示你在獲得聘用之后的潛力，而且你也會知道在入職后該從哪一方面著手！（財富中文網） 艾米·塞格林是Chaloner的總裁及聯合所有者，Chaloner是一家全國性的高管獵頭公司，專注于傳播、公共關系和營銷招聘。 本文原載于Chaloner的The Interview Room博客。譯者：Pessy 審校：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. |
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