The purpose why you get invited for a job interview is basically for you to showcase the kind of asset you are or will be to the potential employer. With that in mind the employer will in no doubt then want to know what exactly you will be doing or how you have planned to make yourself of value to the organization immediately you join them . The belief is, if you can verbalise it, then you have planned well thus you can execute the same given the chance. This gives birth to a very potent interview question – “What are your goals for the first 30, 60, and 90 days on the job?”. I call it the 30/60/90 Question.
This first ninety days of any job are vital. It’s the standard grace period for new employees: a time to get settled into the new environment, but also a time to demonstrate to new colleagues and employers how you plan to handle your new role. Any serious employer will be interested in knowing how you will navigate that path.
If you understand just how much 30-60-90-day plans can help you get the job, then your next question will be, “How do I write a 30-60-90-Day Plan?”
This plan will definitely demand and investment of your time and effort since it calls for some research work to gather key information. If done well the investment will pay off. It will help you speak more confidently about your ability to do the job, and demonstrate that you are someone who not only can do the job, but will be very successful at it. The plan will reward you in terms of the job offer and related rewards. Basically the plan is going to help you have a successful job interview.
Then how do you approach it.
The best way to come up with an action plan is to break it into smaller goals (in this case 30, 60 and 90 day goal plan) and figure out the steps to reach each. When you break up your plan into 30-day increments, it becomes easier to figure out what you should be doing in each section.
The first 30 days:
Normally focuses on learning the ropes: meeting co-workers, training–learning the company systems, products, services, software, vendors, and/or 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), or reviewing accounts.
This part of the plan is all about getting your feet wet. You are basically settling into the job. Not every boss has a lot of time to train you. If you can show how you can get up to speed on your own, then you impress them and it’s a plus to you. No hand-holding necessary for you.
The next 30 days (60-day):
Usually finds you digging deeper, past the surface stuff. You are focused on more field or independent time, less training, more customer introductions, more vendor introductions, reviews of customer (internal or external) satisfaction. You are taking more responsibility and the key feature at this stage is seeking feedback from your boss on how you are performing.
Related Article: Answering The Interview Question – How Would You Describe Your Boss?
The last 30 days (90-day):
Usually when you have to take off on your own: By now, you should be up to speed, rolling with some independence, and contributing significantly. You should know your way around by now and be initiating things on your own: maybe you are bringing in new business, or starting a new project, or somehow putting your own “unique touch” on the job.
This is where you’re really going to begin addressing and solving the problems the employer has (that’s why they need you in this role). You will also continue to solicit for feedback on your performance.
This 90-day section is going to highlight what you are bringing on-board. What value are you adding to the organization? By the time you get here, your hiring manager is going to be picturing you in the job…and already thinking about hiring you.
To do this well, you really need to think critically about this job and what it would take for you to be successful in it. You must research the company to find out details like the training programs, software, or primary customers/competitors. The more details you can incorporate into your plan, the better. Specifics count here. So if you can find out the name of the software they use and put that name into your 30-day section, that’s great. Or if you know the name of the training they put new employees through, you can include that as well.
To get to know this specific details, it’s important that you research the company as well as the goals for the specific position.
To get the information to incorporate into your 30/60/90 Day plan, You will have to do serious data mining thanks to technology and the social media space. Google, LinkedIn and Facebook can be great gold mines. Look at their corporate pages, as well as the pages of employees or certain groups.The more specific you can be with your action plan, the more impressive it will be to the hiring manager you’re interviewing with.
Answering the 30/60/90 Question allows you to set yourself apart from other applicants with your unique vision of yourself in the role. And of course, one of the best parts of a 30/60/90 plan is its potential should you get hired—you’ll know where to start!