Now You Can Get More Job Offers, Job Offers within 24 hours, Triple Your Salary, Get Higher Level Jobs and Higher Lever Salary, Have the Best Interview You Have Ever Had, Get Offers on the Spot, Get Senior Positions with More Money, Get Hired for More than You Interview For Using a 30/60/90 Day Plan.
(1): What Is A 30-60-90-Day Plan?
A 30/60/90-Day Plan is just what it sounds like…it is a written outline of your action steps and goals for your first 30, 60, and 90 days on the job.
In the past, these plans were more familiar to sales reps (and if you are in sales, you MUST have a plan or don’t even bother going to the interview), but the truth is that every job has critical tasks that must be accomplished in order to be successful.
A 30/60/90-day plan simply lists those tasks out. With your plan, you answer the question, “How will you be successful in your first 3 months on the job?” And ultimately it communicates that you will be successful long-term.
(2): How Does A 30-60-90-Day Plan Help You Communicate More Effectively?
Every hiring manager who interviews you, no matter what field they work in, has 4 questions in the back of their mind that they can’t necessarily come right out and ask you, but that weigh heavily in their decision-making process.
These 4 questions are all risk-assessments:
1) Do you understand the job?
Do you understand what the job entails and what is required of you? Are you prepared for it? Even if you’re willing to work hard, you won’t be successful if you don’t understand it.
2) Can you do the job?
Many people can talk a good game about their abilities, but can’t actually deliver.
3) Will you do the job?
More than one hiring manager has hired someone who looked like a hard worker but slacked off on the job. Knowledge and ability fail in the face of laziness.
4) Will you pose a risk to his or her own continued employment?
Your future boss’s reputation is on the line when they hire you.
Does he or she have the judgment to choose good people? That’s a critical management skill. Will all the tasks on his or her work list get done with your help? If you don’t do your part, or if you do it badly, the blame rests on them. If you turn out to be a bad choice, you could put his or her own job at risk.
The best way to communicate the 4 critical things they need to know about you in the interview is to bring a 30/60/90-day plan:
1) It shows that you understand the job even if you’ve never worked at it before —because you’re listing out specific job tasks and goals, including the most critical steps to success. You can hit the ground running.
2) It shows that you can do the job because you’ve just listed out the specific tasks and how you’re going to handle those.Even if you don’t have actual experience, this shows that you know what you’re talking about.
3) It shows that you will do the job because you’ve just spent a few hours putting together this in-depth document before you’ve even talked to them in the first interview. That is a vivid demonstration that you are someone who has the energy, motivation, and willingness to do more than what’s required in order to be successful. That speaks to your work ethic in the strongest, most powerful way.
4) It shows that you are absolutely, positively, NOT a risk to this person’s employment—in fact, you’re going to be a huge asset that will make your boss look fantastic for having the good sense to hire you
When you answer these 4 questions, you eliminate every risk factor in that hiring manager’s mind, one by one, and make them very secure and optimistic about hiring you.
If you fail to communicate these 4 things effectively, someone else may get the offer—even if YOU are the best candidate for the job. The one who communicates better with the hiring manager is the one who gets the job
(3):Why Does A 30-60-90-Day Plan Make You Stand Out?
It elevates you as a candidate. Creating and presenting a 30/60/90-Day Plan shows that you’ve: Done your homework; Analyzed the position and Thoughtfully considered how you can best serve this company in this capacity
It dramatically improves your interview performance. The process of creating your plan requires research and planning. This means that you will be the most prepared that you’ve ever been for an interview. As a result, your answers to their interview questions will be the best they’ve ever been and your interview performance will be spectacular.
It demonstrates your intelligence, work ethic, commitment, energy, and more….all those intangible qualities that you can’t put on your resume that make for a great employee. It substantially improves their perception of you as a candidate:
- Work Ethic
- Critical Thinking Skills
- Analytic Skills
(4): How to Present Your Plan in Your Interview
Even though most interviewers won’t ask for your 30/60/90-Day Plan
(because it is not a standard interview tool), it’s easy to bring it up. Just say something like, “Hey, I’ve thought a lot about how I could be successful in this job, so I put together this outline and wanted to talk it over with you.”
It’s very important to walk them through your plan in the interview.
Don’t just hand it over to them. When you go through it with them, you ask questions, get input, and discuss—and all of a sudden, your interview is no longer the same interview he’s had with everyone else.
You’re not just answering questions and hoping that your answer sounds better than the next guy. You’re having a conversation. You’re building rapport. You’ve put you and that hiring manager on the same ‘team,’ talking about how you’re going to be successful working for him. That conversation helps him to visualize you working for him, and that visualization gets you a very long way toward getting the offer.
During this conversation about your plan, you’re asking questions:
- “I thought I would get this training. Is that the right one?”
- “I thought that if I tackled this first, it would make it easier to do X. Do you agree?”
- “I put down X. Do I have that right?”
- “I included X here. Do I need to add something else?”
Asking for that agreement helps you elevate your communication with this hiring manager, because you are clarifying that you are communicating what you need to communicate. Does he agree with you or not? Is something not clear, or do you need to explain it further?
This interaction is incredibly beneficial to your interview success. Persuasion experts will tell you that in order for people to learn or to hear your message, they have to be actively listening and engaged with you.
When you interact with this manager using your 30/60/90-Day Plan, they will remember it and they will remember you—very positively
Candidates who aren’t remembered don’t get job offers. With this tool, you will be extremely memorable and you’ll be memorable for things that demonstrate your ability to do the job.
This is the kind of tool that successful sales teams have, because when you engage your customer, you’re able to persuade them, and you get them to do the things that you want them to do.
Remember that the job search is a sales process in which you are the product. When you engage the hiring manager, you’re able to persuade them and get them to do what you want them to do, which is make you a job offer.
When you ask these interactive questions, some of their answers will give you big clues about what they’re most interested in.
You’ve heard how important it is to tailor your resume for the job, and to tailor your interview answers for the company, right? Well, asking these questions helps you tailor your interview answers on the spot to directly appeal to this person with the power to hire you.
If he’s interested in “X”, you don’t want to talk about “Y”, you want to talk about “X”.
(5): The Most Important Question to Ask With Your 30-60-90-Day Plan
One question will boost your chances of getting the job by 30%-40%.
This question is a natural follow-up to presenting your plan, and you can only ask it if you have discussed your plan in your interview:
“If I were to do all the things I have on this plan, do you agree that I would be wildly successful in this job?”
This question is a game-changer. Most job seekers will go into their interview very focused on dressing well, answering interview questions well, smiling, making eye contact, etc. Very few job seekers will actually ask for the job.
In any situation, asking for what you want boosts the likelihood that you will get it. Job interviews are no exception.
Asking this question is a technique that (again) sales people use, called ‘closing.’
This is the “are you in or out” question. If you get a “yes, I think you’d be very successful in this position,” then you know that you’ve crushed your interview. That hiring manager is sold.
Now he’ll be on your side, advocating for hiring you—and you’ve just significantly boosted your shot at the job.
What if he says, “No,” or “I’m not sure”?
That’s OK. You have another chance. Your next question should be, “Why?” or “What do you think is holding me back?” If you hadn’t asked, you’d leave the interview and never know why you didn’t get the job. But now, you’ve uncovered what’s bothering him about you.
Sometimes this is just a misunderstanding that you can solve with a little more communication. Maybe he can’t afford to relocate you, but you’re moving anyway and you don’t need relocation.
Maybe he’s worried that you don’t have a certain skill but you just forgot to mention it. More communication solves the problem.
It could be that there really is a real objection and you’re not going to get past it. But if you don’t ask, you’ll never know. Most people come out of the interview absolutely clueless about how they did, and this closing question takes care of that. I’ve seen people save job offers with this question more than once.
(6): How to Put Together A Plan
How you put together your plan will vary by whatever industry or career area you’re in, but all jobs will have a general arrangement you’ll follow when you start. Include these tasks in your plan:
The 1 30 Days (30 Day Section)
This is generally when you’ll learn the specifics of the company—training, systems, procedures, products, customers, culture, getting to know your team.
The 2 30 Days (60 Day Section)
This is when you start getting your feet wet—getting more in-depth, evaluating changes you’ll be making, reviewing files, training on secondary equipment, expanding your contacts within and outside the company, getting feedback, and so on.
The 3 30 Days (90 Day Section)
This is generally a “ready to run” period of implementing changes, initiating action plans, etc. This is when you’ll start making significant contributions on to the company on your own, either by bringing in more work, or starting some project, or something.
Every job has a period where you’re learning the ropes, getting up to speed, and moving out on your own.
A 30/60/90-day plan demonstrates what that will look like with you on the job. It is a great demonstration whether you are at an entry-level job, a middle – management job, or an executive C-Level job—whether you’re moving to a new company or going after the internal promotion. The general goals and actions are the same–only the specific tasks are different.
The more specific you can be to that job and that company, the better off you are.
For example, if you can find out the name of the training they put new employees through or the software they use for whatever task, then you can put that in your plan.
Where can you find the information you need to put together your plan?
The best places are:
- · Corporate website
- · Your recruiter
- · LinkedIn–LinkedIn is especially valuable because it has:
- Groups specific to your industry
- Group discussions and questions-and-answer sessions
- Company pages (different from corporate websites)
- Profiles (where you can learn more about the people who work for or have worked for the company)
- Ease of contact —the ability to reach out to actual human beings who can help you with what you need to know. LinkedIn isn’t your only resource, but it’s a good one. It has a rich array of opportunities for you and your job search. If you’re not on LinkedIn yet, get a profile today
(7): What Happens When You Bring a 30-60-90-Day Plan to Your Interview
A 30/60/90-Day Plan is going to knock the socks off your interviewer and make them think they’ve won the employee lottery.
These plans are that impressive. They elevate your game. They elevate your interview conversation, they elevate you as a candidate, and when they make the offer you have negotiation power and will get a higher salary.
Job Seekers using the 30-60-90 Day Plan Get More Job Offers, Job Offers within 24 hours, Triple Their Salary, Get a Higher Level Job and a Higher Lever Salary, Have the Best Interviews They Have Ever Had, Get Offers on the Spot.
They Get Senior Positions with More Money, Get Hired for More than You Interview For and much more. See: http://d2uibt7wqz1aji.cloudfront.net/leadmagnets/306090Day-Report.pdf
We hope you enjoyed this article on “How to Stand Out in Every Job Interview and GET THE OFFER!”By: Peggy McKee’s Personal Career Coaching and Career Confidential offers a variety of training webinars to put you ahead of the pack in your job search. See:http://www.phcconsulting.com/WordPress/career-coaching
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