Finding a Job Fast Using a 30 / 60 / 90 Day Plan
I read Finding a Job Fast Using a 30 / 60 / 90 Day Plan by Peggy McKee over six years ago while I was ghost blogging for a client. The focus of the blog was on work and career, so I wrote a blog post for them on the 30 / 60 / 90 Day Plan. At the time, when I read the book, I thought it was an interesting way to look at job search as a sales process.
Many people have lost their jobs because of the pandemic. So, to stand apart from your peers, you need tools that will make you unique. The first 90 days on a new job is critical because it determines whether you get the opportunity to stay with the organization. This is so important that books have been written about the topic.
If you took the time to create a 30-60-90 Day Plan, when hired, you’ll have a head start because you are prepared to do the job from Day One. To make sure that you’re able to use the information in Finding a Job Fast Using a 30 / 60 / 90 Day Plan to your advantage, I break down the most important information from the book for you.
It’s also important to understand the 30 / 60 / 90 Day Plan because you’ll find a variety of ways to use the concept. And you want to identify the different situations to use the information.
What Is Finding a Job Fast Using a 30 / 60 / 90 Day Plan by Peggy McKee About?
Definition of a 30 / 60 / 90 Day Plan
A 30 / 60 / 90 Day Plan is a detailed outline of what you plan to accomplish during the first 90 days on the job. It’s usually one to four pages in length. And it’s your success strategy laid out step-by-step for a particular company and job.
Master Your Next MoveFirst 90 Days Updated and ExpandedYour First 100 Days In a New Executive Job
Job Search As a Sales Process
A lot of professionals, especially women, have lost their jobs because of the global pandemic. To secure a new job, and one that you want, needs a new way of thinking. Thinking of your job search as a sales process seems like a promising way to go. With that in mind, here are a few things you need to understand.
- Product: YOU
- Buyer: Hiring Manager
- Price: Salary
- Sales Call: Job Interview
- Questions to Understand What’s Needed: Questions to Understand What’s Needed
Your Customer/What the Hiring Manager Wants
- List of Products/Features/Benefits: List of Skills/Accomplishments/Experiences/Abilities
- Practice Sales Pitch: Practice Your Interview Questions and Answers
- Bring a Sales Brochure to the Sales Call: Bring Your 30 / 60 / 90 Day Plan
- The Goal is a Sale: The Goal is a Job Offer
Problem/Solution: 30 / 60 / 90 Day Plan
The company is hiring because it has a problem that it wants a job candidate to solve. In other words, the hiring manager has a problem and you have the solution. Your 30 / 60 / 90 Day Plan helps you to demonstrate the following eight characteristics, which are important in solving the existing problem in the prospective company.
- Creativity
- Strategic Thinking
- Analytical Skills
- Planning Ability
- Drive
- Determination
- Enthusiasm
- Goal-Setting Skills
Finding a Job Fast: You Never Get a Second Chance to Make a First Impression
During the job interview you want to demonstrate to your “future” boss that you’re the right person for the job. Therefore, you want to show him or her how successful you’re going to be in the role. To do that though, you need to understand the issues the company face and how you can solve them. What are the company’s top three strategic imperatives?
You also need to know the company’s mission, goals, and objectives. What trends are shaping the industry the organization operates in? How will those trends likely impact it? What preemptive steps make sense? An effective 30 / 60 / 90 Day Plan requires strategic thinking on your part.
Practice answering tough interview questions prior to the interview. Know which questions will give you the opportunity to talk about your 30 / 60 / 90 Day Plan. An opportunity is when the hiring manager asks,
- How do you see yourself in the role?
- Which value do you bring to the team and company?
- What will you do during your first 90 days on the job?
- If faced with X problem, how would you solve it?
You can’t dazzle the hiring manager if you never get the opportunity to present the Plan. If you weren’t asked any questions where you could talk about your plan, when asked if you have any questions, bring up your Plan then.
How to Make the Hiring Manager Feel Confident About You
You want the hiring manager to feel confident that you’re the right person for the role. Hiring managers have four questions that are important to them. Though they will not ask these questions, your Plan and answers to interview questions MUST address them.
4 Questions Hiring Managers Have
- Does the job candidate understand the role?
- Can he/she do the job?
- Will he/she do the job?
- Does the candidate pose a risk to my continued employment at the company if I take a chance and hire him/her?
Be thoughtful about the four questions. Remember the interview is as much about the hiring manager as it is about you. Your job is to find a way to remove the doubt and angst that the hiring manager is feeling.
Components of a 30 / 60 / 90 Day Plan
Each of the four components is a page in length.
- Introduction
- 30 Day Plan
- 60 Day Plan
- 90 Day Plan
Tips for Creating the 30 / 60 / 90 Day Plan
- Take the time to customize the plan for the company and job that you’re applying for. Otherwise, you defeat the purpose for creating a 30 / 60 / 90 Day Plan.
- Conduct detailed research to identify the company’s top three strategic imperatives, its mission, goals, objectives, and the trends shaping the industry that will likely impact the organization.
- To gather the research information to create your 30 / 60 / 90 Day Plan, use the company’s website, Wikipedia, Google, Twitter, the company’s page on LinkedIn, Facebook company page, and the profiles of people who work for the organization, LinkedIn groups where they hang out, and industry groups. Talk to journalists who watch and write about the company. Visit industry forums and also search Dun & Bradstreet Hoovers Database.
- Introduction to the 30/60/90-Day Action Plan
- 30-Day Plan/First 30 days on the job: The time is spent attending training, meeting team members, learning the organization’s systems and its products and services, reviewing procedures and client accounts.
- 60-Day Plan/First 60 days on the job: Study best practices in the industry, set goals for the next 30 days, meet with your supervisor/manager to gather feedback, build relationships with your colleagues, identify potential mentors, review the efficiency of company processes and procedures, visit other departments, and continue to attend training sessions.
- 90-Day Plan/First 90 days on the job: Obtain feedback on new processes and procedures, implement new strategies and procedures, and address the three strategic initiatives you identified.
- Give yourself enough time to create your 30-60-90 Day Plan. It’s not something you can do overnight. Make your plan visually attractive and use it to close in your interview. Remember it's like a sales call so work on closing the sale.
Final Thoughts on Finding a Job Fast Using a 30 / 60 / 90 Day Plan by Peggy McKee
Creating a 30-60-90 Day Plan gives you an edge over other job candidates and increases your chances exponentially in securing the position. In this time of unprecedented changes, do what other job candidates are unlikely to do.
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