Free tool · for owners, managers & small HR teams
Interview-to-Onboarding Goal Library
24 onboarding goals for a new hire — three for each of eight interview competencies, one to hit by day 30, one by day 60, one by day 90. Score your candidate against the eight, take the two they scored lowest on, and look those two up here. That gives you six goals for their first ninety days aimed at what the interview actually found, rather than at the job ad — which is where an onboarding plan tends to come from once the scorecard has been filed. Every goal names a condition you can check, because a plan item you cannot tell you have met is not a goal.
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Direct download. No email, no account — just the file.
What it does
- Covers all eight interview competencies — Role Skills & Knowledge, Problem-Solving & Judgment, Communication, Ownership & Accountability, Collaboration & Teamwork, Adaptability & Learning, Drive & Initiative, and Culture Add & Values Alignment — and says what each one is actually probing for.
- For each competency, a 30-day, a 60-day and a 90-day goal — 24 in all — written as observable outcomes rather than intentions, so the check-in has something to check.
- Gives you the wording, not a prompt. Communication, for example: by day 30, rewrite three real customer replies with their manager, then send the next five unaided; by day 90, deliver a piece of difficult news to a customer or a colleague and debrief it with their manager.
- The worked examples lean on one concrete role — a support-and-operations shape, with a queue and customers — so you can see what observable looks like. Reword them for your own role rather than pasting them in unchanged.
- Explains the two-lowest rule: these are development areas, not doubts. You hired the person, and a ninety-day plan that only lists what someone is already good at wastes ninety days.
- Includes a blank worksheet — your hire's name, their two lowest competencies, and the six goals you picked — so the sheet becomes the record rather than a page you read once.
- Prints the same eight competencies, in the same order and at the same weights, as the paid Structured-Interview Scorecard, so the two line up if you own both.
Related reading
Own it, don't rent it
Want the two competencies picked for you?
This library tells you what to write once you already know which two competencies to look up. The Hire & Onboard Kit does the looking up. Mark a candidate Hire on the Candidate Slate, and its Hiring Command Center reads their two lowest of eight weighted competencies straight off that candidate's own row and fills in all six goals — then names the exact tab and cell in each of the kit's three workbooks where the new hire's details go. It also prices that hire from your own interview loop, and names whichever stage of your funnel is furthest over its target. The kit is three complete workbooks — the Job Applicant Tracker, the Structured-Interview Scorecard & Question Bank and the Onboarding / 30-60-90 Plan Workbook, $59.85 bought separately — plus the Command Center, which is not sold on its own.
A one-time purchase you keep and re-run for every hire — four spreadsheets and 20 PDFs, not a monthly seat on hiring software you use twice a year.
A structured starting point and general guidance, not legal or employment advice. Hiring and performance management are regulated differently in every country, state and locality — check your own obligations, and have qualified counsel or an HR professional review anything you rely on. A filled-in worksheet names an individual and the areas they are weakest in, so keep it wherever you keep confidential HR records. The library itself is free to use and to share as-is — please don't resell it.