![]() ![]() Then make sure you’re hired based on your ability and motivation to achieve these objectives. In essence you’re using reverse engineering to create a performance-based job description. During the interviewing process, ask everyone to describe the job expectations. Don’t accept an offer until job expectations have been clarified.How to Become a 90-Day Wonder – The Good Kind Since few managers use this approach, it’s up to the candidate to increase his or her likelihood of success. The big aha: if the person has been successful doing similar work he or she obviously has all of the skills required. ![]() With the job defined this way the interview consists of asking candidates to describe their most comparable accomplishments using the Performance-based Interview methodology I advocate. These types of performance-based job descriptions consist of 6-8 performance objectives each describing the most important tasks and key subtasks. The right choice is preparing a job description describing the work that needs to be done. Then the hiring manager has a choice: define the job as a generic list of technical skills and competencies, educational requirements and years of experience. To achieve this you need to begin about 90 days before the person’s start date when the job requisition is first opened. Surprisingly though, with a little planning and forethought, 90-day wonders can actually become commonplace. Unfortunately, for most people taking a new job and for those doing the hiring, the good kind of 90-day wonders are rare. Luck and good fortune all rolled into one great hire and one great job. For you - and the person hired - it was serendipity. If you’re the hiring manager, you thank your lucky stars. Their insight and problem-solving skills are apparent right away, they’re excellent communicators and they collaborate effectively with others. They’re the people who make a significant impact in the first 90 days. And if you’re the one hired, you wonder why you took the job. They’re the people you wonder why you hired in the first place. The bad are those you don’t want to become. There are two types of 90-day wonders: the good ones and the bad ones. ![]() Follow the stories here and write your own (please include the hashtag #First90 in the body of your post). In this series, professionals share how they rocked - or didn't! - the all-important first 90 days on the job. ![]()
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