One of the strategies I suggest with some of my clients is creating a 30/60/90-day plan during the interview process.  Let’s start with the benefits of creating such a plan, which is usually in the form of a PowerPoint. Demonstrates Your InitiativeMost candidates aren’t going to do a plan like this, so you will immediately stand out and show you’re willing to put in extra effort. It also shows that you have thought beyond the interview, pictured yourself in the role, and given extensive thought to how you could be successful in the role.  Shows your Understanding The process of developing a plan requires you to thoroughly research the role and the company. You’ll need to understand the company’s mission, values, and vision – as well as any specific challenges or opportunities you would be able to effect change on in the role.  Illustrates Strategic ThinkingYou are showing your ability to be strategic, identify key priorities and break them down into manageable phases, and anticipate challenges. If you include metrics for success, you’re showing your ability to measure impact.  Builds CredibilityYour plan will leave a strong, positive impression on the hiring manager, and reduces the perceived risk of hiring by providing a clear vision of how you will hit the ground running. Finally, it opens a conversation about expectations and makes sure you are on the same page in regards to your initial contributions.   Plan FormatThere are lots of templates out there for you to use, and exactly what you include will depend on the role, the company, and other factors.  The format I use with my clients:  10 slides, with 9 following the format below. You have 1 “floater” slide of your choosing. #1: Intro page with contact info (optionally: a quote or philosophy you operate by)  #2: Leadership Philosophy overview with examples #3: Vision specific to that company and that position (when there is no specific company in mind, there will be a placeholder for this slide) #4: High-level overview of 30/60/90, such as: 30 - LearnMeet with partners, peers, internal stakeholders to learn the business and HR systems. The goal will be to accelerate my learning process to make an effective and expedient contribution. To have a seamless transition in the HR Role, from existing CHRO to incumbent CHRO Manager, is to plan, stay on course while remaining agile! 60 - AssessAnalyze the existing key processes to understand the performance of core, short- and long-term initiatives by HR for operations. Identify opportunities for short-term and long-term improvement, based on feedback from stakeholders, company president, and HR team members. 90 - OptimizeIdentify opportunities for improvement, potential process or program improvements. Use existing or begin building HR Scorecards to measure strategic alignment with business operations. #5: Details of 30-day, with specific bullet points #6: Details of 60-day, with specific bullet points #7: Details of 90-day, with specific bullet points #8 – Measurements of success at 30,60,90, such as: 30 Days - Learn -Begin relationship-building HR Staff,