Is it crazy to create a 30/60/90-day plan before you even go to the interview?

Many candidates see the first interview as a get-to-know-you session. They want to find out more about the job to see if they’re truly interested, and they want to test the waters to see if the company is really serious about hiring them. And a 30/60/90-day plan is a detailed outline specific to the company that requires a lot of research and effort to do correctly. It sets your goals for the first 90 days on the job, and it covers training, getting up to speed, and your ideas for performing on your own. Since it takes that kind of effort to create one, many candidates see it as an over-the-top, unnecessary effort that is better left to the more-serious second interview—it’ll be something new to bring that will “wow” them, and it will be easier to create once they know more about what the hiring manager is looking for.

Uhh…no.

If you’re serious about your job search, get rid of that kind of thinking right now. In this economy, your competition is pretty stiff for just about any job you’re going for. First interviews are another place companies can weed out candidates to get a manageable number of serious contenders. You want to start the process in as powerful a position as you can. A 30/60/90-day plan will make you a 20%-30% stronger candidate. Because it takes some effort to create one, it makes a powerful impression on the hiring manager that you’re a go-getter they need on their team. And, discussing the plan results in a deeper, more detailed interview that serves both parties better than a standard interview question and answer session.

So, it’s not crazy to create a 30/60/90-day plan before you go to the interview—it’s crazy to go to the interview without one.