It’s not uncommon for a candidate to receive a job offer that’s not quite the one they wanted.  But the good news is that there are things you can do to slow down the process involving the current offer, and speed up the process on the one you want.

Watch the video to find out how to work this situation in your favor, and avoid what could become a very sticky situation in your job search:

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

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Need a laugh before your next interview?  Watch these very funny interview tips from Kris Straub:

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:

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Do you know how to handle the references question? I just talked to a candidate who’s making a fatal mistake when asked about her references. Listen to this audio to find out what it is and how to avoid it:

Want more job-getting advice? Check out this free training on “How to Get a Better Job Faster”

2: Click here to register for this no-charge webinar.

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Did you ever wish you had the “inside track” at your interview?  Or that you knew exactly how to explain that slightly difficult/embarrassing/sensitive situation in your job history?  Or even the very best way to explain who you are and what you do in a compelling, “hire me” kind of way?  Maybe you’re getting interviews, but you know that something’s not going quite right because you’re not getting called back for the second one.

What’s your solution?

Read more…

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:
Read more…

If “no experience” is stopping you from the dream job that you desire?
Listen to this short audio clip about how to overcome this objection…..

Want more job-getting advice? Check out this free training on “How to Get a Better Job Faster”

2: Click here to register for this no charge webinar.

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Because brag books (or 30/60/90-day plans, for that matter) are a relatively uncommon item to bring to interviews, some hiring managers aren’t prepared to work them in to the process. And because you might not be completely comfortable with using them (combined with the fact that job interviews rattle your nerves), you might not be as assertive as you need to be in incorporating them into your interview.

So what happens is that you might be asked to just leave your brag book or 90-day plan with your interviewer so that he can read it later – but DON’T. Watch this video to see how to gracefully and effectively handle that situation:

It might surprise you to know that asking questions of your own during your job interview is just as important as answering them.  Candidates spend a lot of time on interview preparation, and they should.  Doing your research on the company, bringing your 30/60/90-day plan, and preparing compelling answers to interview questions (as well as having some stories to back them up) are guaranteed ways to have a good interview.  But one thing that will make you stand out from other candidates is asking questions.

Asking questions tells you what you need to know.

After all, you’re interviewing the company, too.  Is it going to be a good fit for you?  Is it going to be somewhere you’ll be able to grow and advance your career?  To find out these answers, you’ll ask questions about the company, the mission, the typical work day, travel schedules, and so on—just don’t ask about the salary or the vacation!

Asking questions gives you better answers to interview questions.

Do you want to know what the hiring manager wants to hear?  Ask him.  Say something like, “What are you looking for in a candidate?” or “Tell me about your most successful employee.”  Or ask, “What tasks will define success for this job?”  You can even ask, “What would sink an employee in this position?”  Any of these questions will define for you what the hiring manager is looking for so that you can show him how you will deliver those qualities and skills he needs when you answer his questions.

Asking questions uncovers doubts the hiring manager might have about you.

When you ask questions like “Do you see any reason you wouldn’t move me forward in this process?” or “Is there any reason you wouldn’t hire me?” the manager will tell you what he sees as your weak spots.  It might be a real one that you can provide a plan for correcting, or it might just be a misconception on his part because you didn’t give him the answer he was looking for in a previous question.   Once you’ve uncovered those issues, you can correct them and possibly save the interview.

Asking questions turns the interview into a conversation.

Conducting a conversation, rather than participating in a ping-pong-style Q&A session, helps to establish rapport.  It becomes a give-and-take between professionals.  It makes you seem confident, and capable of thinking strategically.  And, it makes you seem more enthusiastic and interested in the job.

You can’t go wrong by asking questions.  Here’s a link to some ideas for killer interview questions.

If you’re not comfortable with this, find an interview coach to role-play the interview with you.  It’s worth it if it increases your confidence and gives you a smoother, more successful interview.