The best-prepared candidate is often the one who gets the offer.

And the hands-down, very best way to ensure that YOU are the best-prepared candidate is to construct a 30/60/90-day plan.

A 30/60/90-day plan is a written outline of what you will be doing in your first 3 months on the job.  It’s divided up into segments–your first 30 days, which are usually focused on training and the getting-to-know-everyone part; the next 30 days (the 60-day part), which is usually the getting-up-to-speed portion; and the last 30 days (the 90-day part), which is where you set goals for accomplishing on your own (like bringing in new accounts, going after new business, or otherwise contributing to the growth of the company).

These plans can be as detailed as you wish, or you can keep it simple.  The important thing is to make it specific to the company you’re interviewing with.  Not only does that allow you to demonstrate that you’ve done your homework on the company, it helps you talk to the hiring manager about specific things you’ll be doing, which helps him to see you in the job (which is half your battle).

Want more?  They also help you have more control over your conversation with the hiring manager.  It facilitates finding out what the hiring manger is really interested in, so that you can talk about what’s going to sell you as a candidate for the job.

The 30/60/90-day plan takes some effort to put together.  The research on the company is the most extensive and time-consuming part (but you need to know that stuff anyway, right?) and then it takes some strategic thinking to actually write out the plan.  But just the effort alone makes you shine in the interview because most candidates won’t go that far in thinking about their role at the company before they’ve even got the job.  It makes the hiring manager look at you and think, “If this candidate will work this hard and show this much commitment to the company before we’ve even hired him, what will he do as an employee?”  And THAT’S what you want him to think.

To really shine in the interview, you want to blow the hiring manager away with your focus, energy, initiative and dedication right from the start.  The 30/60/90-day plan is the way to do that.

There are tools available to help you, complete with samples and actual fill-in-the-blank templates:

30/60/90-Day Sales Plan With Audio Coaching

30/60/90-Day Action Plan (for non-sales jobs)

If you’d like more information on how to land the job you want, check out our FREE, one-hour webinar:

Webinar Signup Here

That’s a question many candidates ask.  Folks who want to differentiate themselves but aren’t sure about the timing or etiquette involved in the hiring process wonder if they should bring the whole 30/60/90-day sales or action plan to the first interview. Watch the video for my answer:
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Welcome to Part 3 of my 6-part series on how to stand out in your job search.  Today’s job search is unlike any we’ve seen before.  There have been, and continue to be, major shakeups in the job market, and thousands of candidates are applying for fewer jobs.   And, the market itself is changing as candidates utilize new ways to network and find positions.  You really have to bring your game to stand out from other candidates in today’s market.  With that in mind, I’ve created this series.  Tip #1 was Rethink Your Job Search, and Tip #2 was Using Social Media in Your Job Search.  Today’s tip #3 is:

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A 30/60/90-day plan is a very powerful interview tool for any job.  Why?

• It’s a demonstration of your go-getter attitude, and it shows that you are someone who will go above and beyond to get the job done.  Most other candidates won’t have done this plan (if they even know about it) because it takes some effort to do it–before you even know if you’ve got the job. It’s a tangible demonstration of your energy and enthusiasm for THIS job.
• It helps you to have a targeted interview, focused not just on what you’ve done before, but on what you can offer for this job, at this company.  And it allows you to have a conversation between professionals, rather than a ping-pong style Q&A session.
• It helps the hiring manager “see” you in the job, because the whole plan is focused on what you will do in it for the first 90 days, and that’s what you’ll be talking about.

Watch the video and I’ll show you what you should say and how you can use the 90-day plan to tip the interview in your favor by helping the hiring manager see you in the job.

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If you’re searching for a job, you want every advantage you can get, right? Which means, you’ve probably put a lot of effort into your resume, you’ve found the perfect suit for interviewing, and you’ve gone over your answers to potential interview questions as well as your dos and don’ts.

Want another advantage?

Create a 30/60/90-day plan for the job you want.

What is a 30-60-90 day plan? And how do you use it to get a job? Why does it help?

A 30-60-90-day plan is an outline for what you will do when you start the job. Essentially, you spell out for your future employer, in as little or as much detail as necessary, how you will spend your time. To do that, you have to do some research on the company so that you know what you’re talking about…a search on Google, LinkedIn, or the company’s own website can provide you with the information you need. (It’s always impressive to a hiring manager if you can show that you’ve done your homework before the interview, remember?)

The basics:

The first 30 days of your plan is usually focused on training–learning the company systems, products, and customers. So, most of the items in your 30-day plan should be along the lines of attending training, mastering product knowledge, learning specific corporate systems, traveling to learn your territory (if you’re in sales), meeting other members of the team, or reviewing accounts.

The next 30 days (the 60-day part) are focused on more field time, less training, more customer introductions, reviews of customer satisfaction, and getting feedback from your manager.

The last 30 days (the 90-day part) are the “getting settled” part. You’ve had the training, you’ve met the customers, and now you can focus on sales! It should include things that take more initiative on your part: landing your own accounts, scheduling programs, or coming up with new ways to get prospects’ attention (again, if you’re in sales), as well as continuing to get performance feedback and fine-tuning your schedule.

The more specific you can be in the details, the better off you are—by that I mean specifying the name of the training you’ll need, rather than just indicating that you’ll “get training,” for instance. That’s why you research the company, not just the position!

This kind of analysis of the position not only sets you apart from other job seekers… it also makes you a better performer on the job. It means you’ve put some thought into what it takes to be successful, and once you’ve written down your goals, they become much easier to attain.

Using a 30-60-90-day plan to show that you’ve done your homework, analyzed the position, and thoughtfully considered how you can best serve this particular company in this particular capacity is very impressive to a hiring manager. This kind of effort is the advantage you need that will set you apart from other candidates and get you hired.

2: Click here to register for the no charge webinar that talks in more detail about this.

Usually, when you think of using a 30/60/90-Day plan, you associate it with landing a job at a new company–and it’s a fantastic tool for that because you’re demonstrating your skill, your understanding, and your strategic thought processes, among other great qualities. It’s even more impressive when you use it while transitioning to a new position, because it demonstrates that you understand the job and can do the job, even though you don’t necessarily have that much (if any) experience.

But, a 30/60/90-day plan is also a powerful tool when you’re going after a promotion within your own company. Watch to see me explain how you can use the plan at increasingly higher levels in the company, and what you have to keep in mind in that situation.

Of course, wouldn’t we all be hiring machines if every added employee increased profitability? I know I sure would. So, if YOU are the prospective hire, the closer you can come to this magical being–”the profit machine”, the closer you are to being hired.

The problem is most employees don’t turn out to be profit machines. Even when they are, their contribution may not be quite as clear as the owner or manager would like to see. Herein lies opportunity for your job search and your interview.

What am I implying? What am I saying?

Very simply, the smart job hunter should be thinking about more than simply finding a job. Suppose you land a job where your contribution to the success of the company (and for medical sales, this means profits) is not so very clear. Maybe its worse than that. Maybe the hiring manager or owner has concluded that your role is a loser for the business. Your job security just went out the window. You can expect soon, and perhaps very soon, that you will be searching for a new position yet again.

The cure for this condition is to get ahead of the curve on the process. Place yourself in the role of the “magic profit machine”. You have to come to the party with a plan that says:

1. I am going to hit the ground running.
2. I am not going to waste any effort.
3. This is what your business does.
4. This is what I can contribute.
5. This is how my contribution is going to make money for you each and every day.

Coming with this plan is not such a simple task.

You have to really understand your own skills. You need to clearly dissect how those skills can be applied to increase revenue, decrease cost, increase the client base, improve client retention, incrementally increase client revenue, improve the company’s capacity to grow, and so on.

You have to then get inside the hiring manager’s specific company and change the application of your skills into a real deliverable action plan that is compelling, simple, clear and enticing. Cause the hiring manager to feel urgency about making you a part of his team. Place yourself in a position that leads to increasing value and satisfaction from the hiring manager, owner, or company. As a result, earn support for more compensation in the future and growing job security from before you even take a seat on the first day at your new role.

What’s the best way to do this?  Create a 30/60/90-day plan for your interview that’s detailed, focused, and as comprehensive as you can make it.  It will show the hiring manager that you’ve carefully considered the needs of his company and how you can use your skills within the first 3 months on the job to make money.  This kind of written outline will make a fantastic impression in the interview.  Once you land the job, work your plan to be a magic profit machine.

If you’ve read this blog at all, you’ll know how important a 30/60/90-day plan is to your job interview success. In most cases, we’re talking about sales jobs. But I often get questions from people who aren’t in sales jobs and want to know if that kind of plan can help them, too.

The answer is absolutely YES.

A 90-day plan is critical to bring to every job interview.  It works for marketing, technical support, operations, and more.

Why?

Watch the video and I’ll tell you:

• How the 30/60/90-day plan demonstrates that you understand the job and can do it

• Why the 30/60/90-day plan makes you stand out from the pack and showcases your drive and initiative

• A hiring manager’s secret fear and why a 30/60/90-day plan makes him much more comfortable hiring you

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I was recently asked this question by a candidate:  “If bringing a 30/60/90-day plan to the interview is so impressive, would a 1-year plan be even better?”

Now that’s a go-getter!

But, my answer is:

Maybe, but probably not.

I can see where there’s a possibility that someone with tremendous amounts of experience who’s going for a very high-level executive position might want to extend the plan out for a year, in the same way that someone who’s starting their own business would do–it’s a big deal.

A well-written 30/60/90-day plan is very impressive to hiring managers for a lot of reasons, and one of them is that not many people take the time to create one.  So you’re already ahead of the game if you do. When you add in the advantages of your careful and thoughtful analysis for exactly how you’re going to be successful at this job (and make your new boss look great!) and the way it helps you turn the interview into a professional conversation rather than a question-and-answer session, you become a job-winning candidate.

I think the answer is that for most people, a 90-day plan is going to be as far out as you need to go.  You’re showing the manager how you’re going to transition into being a contributing, productive member of the team, and by 3 months in, you should be sailing along pretty well.  And you’ll have additional goals given to you from your boss and your boss’s boss that you can’t predict right now–so there’s no point.

What do you think?

Listen to this audio of how to incorporate a 30/60/90-day plan into your interview. It will change your job search.

All sales job candidates should create a 30/60/90-day sales plan to use in their job search and interview process.

A 30-60-90-day sales plan is a document that spells out how you will spend your time in the first 30 days, the first 60 days, and the first 90 days on your new job.  To do one correctly, you have to research the position and the company, and you have to analyze the job so that you can lay out the steps to success.  It takes some effort, but the results are almost always worth it in terms of great job offers.  It’s amazingly impressive to hiring managers that you’ve put in this kind of effort before you even get the job, and it demonstrates to them that you understand the job and what it takes to be successful from the start.

But how do you go about introducing your innovative 30/60/90-day plan to the hiring manager?

• In an ideal situation, you bring your 30-60-90-day plan to the interview and “wow” the hiring manager when you present it during your conversation–as an answer to “How do you see yourself in this job?” or “Why should we hire you?”.  You ask the hiring manager for input during the interview, and in your follow-up thank you note, you should attach your sales plan with the changes that the hiring manager suggested.
• Less than ideal, but better than nothing:  you don’t get a chance to present your 30-60-90-day plan during the interview, but you realize that thank you notes can be second chances.  Either you attach your sales plan to your thank you note (which points out how the information you gained during the interview is included), or you put a shortened version of a 30-60-90-day plan in the body of the note if you think he might not open the attachment.

What if you can’t even get the interview?

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