I recently spoke to a qualified candidate who looks good on paper and sounds good in the interview, but is making a critical mistake in the interview and missing the job offer.

This is a common but fatal interview mistake. The good news is that it’s also easily fixed.

Don’t miss this 5-minute audio that will change the way you think about the interview and get you hired.

Click the control below to listen to this critical interview coaching.

What To Do Now

Sign up here for a free training webinar with more information on this topic: How to Answer Interview Questions.

Get the interview tool I mentioned in this audio.

Sign up for custom interview coaching with me.

I know that these will make all the difference in your job search.

Best of luck!

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

However (there’s always a catch, right?)…some job seekers have said to me, “I don’t know what you’re talking about…I took a plan and didn’t get the job.”

I respond, “Let me see your plan.”

Almost without fail, I see one of two problems:

• They created a plan that was too short and too light on details, like maybe a 1-page 90-day plan.

• They created a plan that was much too long. A 90-day plan that extends out to 10 pages long is more likely to be “Here’s why you should hire me,” instead of what it needs to be: “Here’s what I will do for you.”

Why You Need a 90-Day Plan

It may help you to think of a plan as not being about YOU, but as being about the COMPANY and the Hiring Manager.

You’re creating a 90 day plan so that you can effectively answer and address the 4 most significant concerns of every hiring manager:

1. Do you understand the job?
   (This would be purpose, tasks, goals, etc.)
2. Can you do the job?
   (Do you know what it will take to accomplish these tasks/goals?)
3. WILL you do the job?
   (Do you have the work ethic and focus to do this job well?)
4. Do you pose a risk to my own job?
   (Hiring you represents a risk to them—so you need to make them feel comfortable and confident with the idea of you being on board.)

Your plan enhances your interview conversation. It helps you address those concerns in a way that ‘normal’ interview questions and answers may not.

It allows that hiring manager to have sort of a ‘test drive’ of you on the job. You’re showing them what you will do, asking questions, getting feedback…which means you’re having an in-depth, professional-level conversation others aren’t having.

That entire experience puts the hiring manager psychologically on your ‘team.’ They become more comfortable with you, excited about the possibilities you represent, and more likely to hire you.

How to Create a Good 30-60-90 Day Plan

A good plan should be written out on paper, either in outline or bullet point form. It should be about 3 pages: one page for each 30-day section, plus a cover sheet.  (Some plans could be set up as PowerPoints or other visual presentations.)

The first 30 days primarily focus on:

• getting training
• meeting everyone
• learning the organization’s systems, software or procedures
• possibly making initial evaluations of what needs to be done

In the second 30 days (the 60-day section), you might be:

• getting to know people farther out in the company
• digging deeper into details and/or evaluations
• identifying problems
• building relationships
• reviewing efficiency of processes, procedures, or programs
• getting feedback
• setting goals

During the last 30 days (the 60-day section), you may be:

• beginning your own initiatives or projects
• going after new business on your own
• implementing strategies based on your previous evaluations
• setting long-term goals

These are examples…every job has tasks that need to be done and goals that need to be met in order to be successful, but your plan should be tailored for THAT job in THAT company.

(See 30 60 90 day plan examples for sales, technical, managerial and teachers, as well as how 30/60/90 Day Plans have gotten job offers for nurses, pharmacists, accountants, executives, and so many more.)

If you know this job will move faster and you’ll be expected to be in the thick of things by the end of the first week, then work that into your plan.

For certain jobs, you may want to consider creating a longer-term plan: 6 months or even 1 year.

Be as specific as possible with your plan: Research to find out the names of the training, software, or even customers/competitors. This is very impressive to hiring managers.

Know that it takes some effort and time to create a good 30-60-90 plan. The research you do will not only enhance your plan—it will add power to your interview answers and dramatically improve your entire conversation with the hiring manager because you are more informed and knowledgeable.  In the end, it will even help you make a more informed decision about whether or not to take the job.

If you know that you need more help and direction in creating a plan, check out Career Confidential’s proven, tested, 100% guaranteed plans:

30-60-90-Day Action Plan

30-60-90-Day Sales Plan

30-60-90-Day Plan for Managers

30-60-90-Day Plan for Executives

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

MedReps has released its list of the best medical sales companies to work for in 2017!

This is an awesome survey based on the recent votes of medical sales reps. You’ll see which companies are considered great to work for and why they think so.

In addition to overall winners for 2017, MedReps breaks it down into:

• Best Medical Device Companies

• Best Pharmaceutical Companies

• Best Biotech Companies

What do you think?

Do you agree with the results?

Are any of these companies on your target list of employers to get a medical sales role with this year?

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

1. “Isn’t that a little presumptuous?”
2. “How could I possibly know what to put in a plan this early?”
3. “Don’t I need to save that to wow them in my second interview?”

Here’s what I say:

1. It isn’t presumptuous…you need to be competitive and stand out.
2. You have to do some research–but the result is a better, stronger interview.
3. You may not make it to the second interview if you don’t show your best self in the first one.

Jim’s story is a great example of this:

Peggy

I just wanted you to know that yesterday I had a very competitive interview. I completed my 30-60-90 Day Plan and brought it with me.

1. I was the only candidate who brought a plan
2. The company typically asks their final candidates to provide their plan AFTER the interviews, to see how quick they can provide them with this data and to see how well organized they are in their approach.
3. By bringing my plan to the interview, I was the one who received the offer 24 hours later.

Thanks, this was a game changer!

Jim L.

There is no doubt…you MUST bring a 30 60 90 day plan to your first interview.

You need to get the offer!

Find out more about 30-60-90-day plans and get your own plan template and coaching today:

30-60-90 Day Action Plan

30-60-90 Day Sales Plan

30-60-90 Day Plan for Managers

30-60-90 Day Plan for Executives

Best of luck!

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

Have you heard of 30-60-90 Day Plans? Simply put, this kind of plan is an outline of what action steps you plan to take in the first 3 months of your new job. You research and create it before you go to the interview. During the interview, you talk over your plan with the interviewer / hiring manager.

(See more details about what a 30-60-90-day plan looks like.)

In this post, I’m going to show you 7 reasons you absolutely need to bring your own 30-60-90-day plan to your very next job interview. In fact, my best advice to you is: never go to another interview without one.

When I first mention these plans to job seekers, I say, “Take a plan to your first interview.” You don’t want to take a chance with getting cut from consideration, so bring you’re ‘A’ game from the beginning. The job seeker typically responds with, “How can I make a plan if I don’t know what the job is or if I haven’t worked at that company?”

The answer is, “You have to do some research.” Look up information about the job and the company. Ask your network for help, too. Then put on your critical thinking cap and imagine yourself doing this job. What will you need to do in order to make sure you’re successful?

Let’s look at why this is so important and then how to make it easier.

Here are 7 reasons why this matters so much, and why a 30-60-90-Day Plan will get you hired:

1) Making a plan shows off your work ethic—which gets you hired.

Hiring you (or anyone) is a risk for the company. They can make an educated guess as to what kind of employee you’d be, but they can’t really know until you get there.

By doing this work to create a plan before you even have an offer, you show them that you’re someone who’s not afraid to work. You’re doing something that isn’t required, but it helpful to your success.

It clearly demonstrates what they can look forward to with you—having someone who is take-charge, thoughtful, focused, and dedicated to success.

2) The research will make sure you are better prepared for this interview than anyone else—which gets you hired.

Think about what happens when you intensively research the job and/or the company before you walk into your first interview: you have a much better understanding of what their problems are and how they do things. You clearly see what they need.

That means that your interview answers can be laser-focused on how you’ll help them. Every one of your answers will help to sell you for the job.

3) It displays your critical thinking and organizational skills—which gets you hired.

Creating a plan means that you are prioritizing tasks and setting goals. You know what should be done, what should come first, and you know how you’re going to get there. These are highly desirable ‘soft skills’ for employers, no matter what industry you’re in.

I even got a great email from someone who interviewed with a company that had no formal training program (they knew they needed one, but hadn’t gotten it done). They were so impressed with this person’s plan, they hired him and used his plan as the new training program for all new hires!

4) It highlights your communication skills—which gets you hired.

Communication skills are the #1 ‘soft skill’ that are most in-demand by employers today. When you have a plan and you walk the interviewer through your ideas, you’re throwing out ideas, asking questions, and getting feedback. You’re having a conversation at a much higher communication level than any other candidate.

5) It shows your knowledge of the job—which gets you hired.

This is a critical piece if you don’t have much experience. Employers don’t want to take a chance that you won’t know what you’re doing, or that you’ll get in over your head. A plan demonstrates that you are fully capable, even if you haven’t done this job before.

I’ve seen many people who beat out more experienced candidates by using a plan. It wasn’t personality and it wasn’t connections—it was only the power of the plan.

6) It shows your interest in the job—which gets you hired.

I’ve worked with hundreds of hiring managers over the years as a recruiter. As a rule, they want to hire people who are excited to work for them and their company.

Bringing a plan makes it seem as if you are so excited that you can’t wait to get started on this job. They’ll realize that you took time to learn these details. They’ll see your interest when you ask smart, thoughtful questions. You’ll build rapport much more easily than your competition.

7) It allows the hiring manager to take you for a ‘test drive’—which gets you hired.

You know how car dealers don’t really spend a lot of time talking to you about a new car before they’re offering you a test drive? The reason they do that is because if you drive the car, you’re more likely to buy it. This is an important concept for your 30-60-90-day plan.

The job search itself is a sales process. In this case, the hiring manager is the customer and you’re the car. If they ‘try you out’ by talking through what you’d do on the job, they can visualize it. They get comfortable with it. They are much more likely to offer you the job.

Check out my proven, guaranteed 30-60-90-day plans with templates and coaching: 

• 30-60-90-Day Sales Plan

• 30-60-90-Day Action Plan

• 30-60-90-Day Plan for Managers

• 30-60-90-Day Plan for Executives

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

A 30-60-90-Day Sales Plan is the most important tool or document you can bring to any sales interview (besides your resume).

It gives the potential employer a glimpse into the future by outlining how you will approach the most important tasks and action steps of your first 3 months.

It lets the hiring manager or interviewer have a ‘test drive’ of what you’d be like in this new job.

As a result, it changes the dynamics and scope of your interview in a big, impressive way. It’s the #1 way to improve your interview so you get the offer. I would personally never interview without one.

However—sometimes, people come to me and say, “I brought a plan, but I didn’t get the job.”

My question for them is, “What does your plan look like?”

You can’t just Google ’30 60 90 day plan’ and expect to find a good plan. Not all plans are created equal. I’ve seen plenty of useless (and even damaging) free plans online—some are too short, some are too long, and some don’t focus on the right actions.

In this article, I’m answering the most common questions I get from job seekers about what your 30-60-90-day plan should look like in order to get you the job offer—and I’ll show you where you can get a template that’s proven to be successful in a huge variety of jobs at all levels (entry-level to C-suite).

So…what does a good 30 60 90 day plan look like? How can you write the best plan?

The most important factors in any good plan are strategy and specificity.

Your plan should be thoughtfully and smartly laid out. You must think strategically about what actions would be most beneficial to your success in that role. Your plan should be specifically written for that particular job, at that company.

What if you don’t know the job because you’re new to it?

You have to research the job. Go online and google it. Read articles about that job and the tasks involved. Ask your network if they know of anyone who can give you some pointers.

(See How to Find Information for Your 30-60-90-Day Plan.)

How can you be specific if you haven’t worked for that company before?

Again—research. Dig into that company. Find out what software they use, what training they supply, or the names of their biggest customers or competition.

Yes, this is quite a bit of work to do before you know that you’ll get hired. It could all come to nothing—but the more work you do, the less likely that is. Chances are that with all this research and preparation, you’ll have the best interview of your life and get a great job offer.

**At this point, many people say, “What if I don’t find the right information? What if my plan isn’t perfect—won’t that hurt me instead of help me?” That’s a natural question, but it’s a needless worry. Of course your plan won’t be perfect. You don’t work there yet—you can’t know everything. It’s easy and reasonable to acknowledge that right up front:  “I’ve been thinking a lot about how I could be successful in this role, and I did some research and put together some ideas. I know it won’t be exactly right, so I’d love to get your feedback.”

How should the plan be laid out?

Your plan should be broken up into a 30-day section, a 60-day section, and a 90-day section. Some people in certain jobs, at higher levels, make 6-month or even 12-month plans.

Each section should take up about a page.

I’ve seen people with 1-page (total) plans–but that doesn’t get into nearly enough detail or communicate that they’re taking this seriously. It’s almost an insult. I’ve also seen people with 10-page documents that are too overwhelming and become too much about what you’ve done, instead of what you’ll do for the company.

You can lay your plan out in a classic outline form, or you can use simple bullet points. (Never use paragraphs, for the same reason you don’t want paragraphs on a resume. In this situation, they’re too difficult to read and focus on. The hiring manager will skim it and skip over information you need them to know.)

What should be in the 30-day section?

Typically, in any job, the first 30 days or so are focused on getting your bearings…for instance:

• Completing training on products, services, HR policies, etc.
• Getting to know everyone—peers, support departments, primary customers or clients, etc.

What should be in the 60-day section?

Usually, this is when you’re able to dig in a little deeper…

• Get to know a second level of people—those people who aren’t a primary part of your day—maybe vendors, occasional customers, counterparts in other divisions, etc.
• Get routines established and/or refined
• Evaluating what needs to be done (now that you’re there and can find out more)
• Make a point to get feedback on your progress

What should be in the 90-day section?

In any role, by now you should be fully functioning on your own, and actively contributing. So you could be:

• Going after new business
• Starting new projects
• Establishing and enforcing new procedures
• Implementing specific improvements
• Increasing efficiency
• Setting longer-term goals

Some jobs may move a little faster or slower than others. That’s OK—simply adjust your plan.

(See additional examples specifically for sales, management, or technical jobs, even teachers.)

(See more 30-60-90-Day Plan FAQs here.)

So, because…

• there are so many bad plans online,
• this is such a critical document for you,
• I want you to get the job you want,

…I put together some plans for you that are PROVEN to work.

They are based on the plans I’ve used with literally thousands of job seekers in my almost 20 years as a successful recruiter and career coach. (They also borrow from the plans I used myself to get 5 offers the last time I was in a search.) I hear back from people who’ve used my plan, and they say things like, “I got the offer within 90 minutes,” “I beat out someone more experienced,” “They offered me a better job than what I interviewed for,” and even, “This got me my dream job.”

Each one has a detailed template, how-to guides, and a 100% money-back guarantee for a full year.

That means that you could go to 1000 interviews over the next 365 days with this plan, and still get your money back if you don’t get a job. (Although if you go to 1000 interviews without an offer, we need to talk—something else is going on. Get coaching.)

We’ve developed 4 different guaranteed plans so you can choose the one that fits you best
(click on the plan to get details on each one):

30-60-90-Day Sales Plan

30-60-90-Day Action Plan

30-60-90-Day Plan for Managers

30-60-90-Day Plan for Executives

We want your success—so, we’ve even added an optional plan review for you. Send your completed plan to me and I’ll review it for you (with feedback) at no extra charge.

Get your plan and get your job today!

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

Warning: You can’t just use any old plan and still expect it to deliver these kinds of benefits.

I’ve had people come to me and say, “Hey, I took a plan and it didn’t work.” I ask to see their plan and I almost always find that it’s super short (ineffective), too long (all about you–not the employer) or some free download they were told was a good plan (it wasn’t).

I’ve seen a lot of free templates that are totally worthless, and I don’t want you to be misled into using them.

I’ve been using these plans for 20 years–as a job seeker, as a recruiter with my candidates, and as a career coach with my clients. I absolutely know what works based on thousands of cases.

You need the correct information about these plans. Here are some links to check out…

Plan ‘How To’ Info:

• 5 Tips for Writing the Most Effective 30-60-90-Day Plan

• 30-60-90-Day Plan FAQs

• What Does a 30-60-90-Day Plan Look Like?

• 30-60-90-Day Plan Example

• How to Write a 30-60-90-Day Plan for Job Interviews

• How to Find Information for Your 30-60-90-Day Plan

Over the years, I’ve gotten so many outside requests for help with these plans that I put together several effective, easy-to-customize templates that anyone can use:

30-60-90-Day Action Plan

30-60-90-Day Sales Plan

30-60-90-Day Plan for Managers

30-60-90-Day Plan for Executives

They are not free, but they ARE:

• Proven to Be Effective (no guessing – saves time and gets you the offer)

• Bundled with Coaching from me on how to use these plans effectively in the interview
  (no free download comes with that–users tell me this is essential)

• Very reasonably priced

• GUARANTEED to work (or 100% money-back)

I strongly encourage you to create and use a 30-60-90-Day Plan in your next interview.

Best of luck!

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

If it’s been a while since you had a full-time job, you’ve probably been told to brace for a long job search, reset your expectations, and plan on coming back at a lower level than before. Not only do employers assume you’re out of touch with current best practices, they’re probably discriminating against you because of your age (according to an AARP survey).

This all sounds awful, but the good news is that this doesn’t have to be your story. Need proof? Look at what happened to Dereck:

Peggy,

After taking a 5-year career break to look after my children following the death of my wife, I decided…to resume my career…

After having sooooo many job applications ignored or turned down…I finally got invited for an interview. It went dreadfully even though I could have done the job with my eyes closed.

I was invited for another interview…at a different company so I purchased a copy of your Interview question books and 306090 day plan book [on Amazon].

I studied these with interest and did my preparation. Went to the interview with my question list and 306090 day plan, but some of my experience wasn’t broad enough.

Although I was turned down for the job, the interviewing manager recommended me to his directors stating “this was the best prepared candidate I have ever seen and we would be mad to let him go.”

So I was invited back for another interview for a more senior role that didn’t yet exist, and for which they had no other candidates.

This was a unique challenge – but I still did a 306090 day plan for it (based simply on a one-word hint from the recruiting team), extending it to cover tasks in months 4-6 and beyond

Today I was offered this more senior job, on a good salary, with promise of a review after 6 months to increase that further once the role has been properly scoped. I’m defining my own dream job!

And all because your books taught me to be prepared. Thank you so much for all the great advice.

Warm Regards,

Dereck

Without a plan, he was totally qualified for the job–but he didn’t get it.

WITH a plan, they were so impressed with him that they invited him back to interview for a HIGHER level position they created just for him.  It doesn’t get any better than that.

What’s so special about a plan?

A 30-60-90-day plan is a written outline of your prioritized tasks and goals for the first 3 months on the job. It dramatically illustrates your value and helps you secure the job offer, no matter how long you’ve been out of the game.

When you bring a 30 60 90 day plan:

• You ease their fears that you’ve lost your touch while you were gone
• You show that you can minimize any ‘learning curve’ and contribute immediately
• You demonstrate your knowledge, work ethic, and strategic thinking
• You communicate more effectively and have a stronger interview
• The hiring manager (your future boss) will easily see your value
• You will get a better offer than you would have without it
• You’ll have more negotiation power

Take a 30-60-90-Day Plan to your next interview!

We recognize that creating a plan is harder than it sounds. There are a lot of parts and pieces to it, and you need to know what’s really important. You also need to know how to present it most effectively in the interview. For these reasons, we developed plan templates that make it easy for you to create your own customized plan. We included coaching to help you use it to get the job.

Wherever you are in your career, we have a plan for you:

• 30-60-90-Day Action Plans

• 30-60-90-Day Sales Plans for Sales Job Interviews

• 30-60-90-Day Plan for Managers for Management-level Job Interviews

• 30-60-90-Day Plan for Executives for Director, President, VP, or C-Level Interviews

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

My first question is always (of course), “Did you use a Career Confidential plan?” Regardless of their response, I ask to see the plan they brought to the interview.

I’ve noticed a few common factors in plans that don’t do well in the interview, and so I wanted to share some key tips to remember when you are writing your plan.

How to Write the Best 30-60-90-Day Plan

1. Know WHY You’re Writing This Plan

If you don’t have a goal, it’s really hard to hit it, right? So what is your goal with a 30-60-90-day plan?

Your goal is not to simply show off everything you know. Your goal is to foster more effective communication with this hiring manager about the job.

• You do want to show that you understand and have the ability to do this job. This is why it’s so important to incorporate smart action steps and be as specific as you can with the details. This plan is helping you sell yourself for the job by showing them what you can do for them.
• You want to take the risk factor out of hiring you. When you walk them through your plan and your thoughts about how you will approach this job, they can see what you will do. It makes them more comfortable and enthusiastic about hiring you.
• You want to make sure you and that hiring manager are on the same page. I’ve seen many a person start a job and realize they made a mistake in taking it. Going over your plan with your future boss ensures that you and they agree on what ‘successful’ means for this role. This will be very important for performance reviews, raises, promotions, and recommendations down the line.

Knowing what you want to accomplish with your plan makes it easier to write and more effective for you.

2. Make Your Plan an Appropriate Length

I often see bad plans that are way too short (an insult to the job) or too long–10-page plan usually turns out to be more about you than about what you can do for the company.

An effective plan should generally be about 1 page for each section: the 30-day section, the 60-day section, and the 90-day section. (This can also vary depending on the job and the job level.)

3. Be Thoughtful About Your Timeline

All jobs have things that must happen—tasks that must be completed, actions that must be taken, etc. Tasks must be prioritized and goals must be set. This will vary according to the particular job, but here is a general timeline to help you organize your thoughts:

First 30 Days – Typically, this is a time of learning your way around. You may go through HR training or product training. You’re learning everyone’s names and roles. You learn how to navigate the system. You master product knowledge. You meet vendors or customers.

Yes, these are things that everyone must do—so why write them into a plan? Because you are demonstrating emotional and tactical intelligence, and you are painting a picture for them of what they can expect with you in that role. When you do your research and include specifics, such as the name of the software they use or their top customers, it has a powerful impact. You seem intensely interested in the job—and therefore more attractive to that hiring manager.

Next 30 Days (the 60-day section) – For many jobs, this is a transition time. You may not be operating entirely on your own, but you are stepping out. You’re taking on more responsibility. You’re getting deeper into the details. You’re introducing yourself to a second-tier list of people. You’re actively planning to ask for feedback.

The Last 30 Days (the 90-day section) – This is where you will especially show what you are bringing to this company: Are you tasked with culture change? Are they relying on you to grow the company’s market share? Do they need greater efficiency? What kinds of things will you implement to accomplish these goals?

One question I get from a lot of job seekers is: “How can I possibly create a plan before I’ve talked to them about the job?” Well, that’s kind of the point. This is a big effort that will make you stand out from the competition. You have to research and talk to people to get accurate information for your plan.

You absolutely won’t have everything right. How could you? You haven’t worked for this company before.  As you have your discussion, you get feedback and adjust.

– If they say, “That’s not really where I want to go with this position,” you have just found out something incredibly valuable. Where do they want to go? How are you prepared to get them there?

– If they say, “That looks great, but I need you at the 90-day mark at the end of Month One,” then you can re-evaluate. Is that something you can do? Tell them how. Does it make you think that this company will wreck your work/life balance and you want no part of it? It’s good to know before you accept the offer.

Your plan isn’t THE rulebook that should never be deviated from. It’s a working document that can be adjusted. It enhances clear communication with the hiring manager.

4. Be Mindful of the Details

The more company-specific details you can incorporate into your plan, the better off you are.

• What training program do they follow? Incorporate the name of that.
• Who would you be reporting to? Use that person’s name.
• What software program or system do they use? Add that name in.

Details like these strongly communicate that you are someone who will absolutely take this job seriously and work hard to be successful.

How do you find out things like this? You may be able to find some with a Google search. Probably you’ll have to search through LinkedIn or Facebook to see what others at that company have included in their information. You may even be able to ask people in your network if they know or if they can connect you to someone who knows.

5. Look at Sample Plans and/or Get a Proven Template

The more you know about 30-60-90-day plans, the more comfortable and effective you’ll be writing one for yourself.

Here are several articles that will be very helpful for you:

• 30 60 90 Day Sales Plan Template
• Sales Job Interviews – How To Set Yourself Apart From Your Competition and Get the Job
• How a Med Tech Moved From the Bench to the Medical Sales Team

• Why 30-60-90-Day Plans Make Your Interviewer Love You

• 30-60-90-Day Plan FAQs

• How to Research the Company for your 30-60-90-Day Plan

• How to Do an Action Plan for Your Job Interview

• Creating a 30 60 90 Day Plan

• 30/60/90-Day Plan Example

• How to Prove You Have the ‘Soft Skills’ Employers Want Most

I’ve used these plans myself, and evaluated them as a hiring manager. I helped my candidates create job-winning plans as a recruiter and as a career coach. It’s fair to say that I’ve had experience with thousands of plans.  (See about Peggy McKee here.)

I’ve been asked so many times for help with these plans that I created a template that can be customized (with research) for any white-collar job. Since then, I’ve expanded it to 4 specialties: Action, Sales, Manager, and Executive.

• 30-60-90-Day Action Plan (for any white-collar job)

• 30-60-90-Day Sales Plan (for sales roles)

• 30-60-90-Day Manager Plan (for management-level and above)

• 30-60-90-Day Executive Plan (for Directors, VPs, CEOs, etc.)

Each plan comes with a personal review of your completed plan (optional) and a 100% money-back guarantee.

Bring a plan for your interview!

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved

  How To Answer Interview Questions

Can you explain why you’re the person they need to hire? Employers ask you a hundred different interview questions… but what they really want to know is,
“Why should we hire you?” If you get interviews but you don’t get the job, you have not explained that to them. This is the book that will show you how to use your answers to get the job.

> Read More Here <

How to Answer Interview Questions II

Deliver perfect interview answers that make you stand out and get hired with this set of additional 101 job interview questions and answers.  Learn how to include special details that set you apart and avoid mistakes that knock you out of the running.  Learn the Keys to a Great Interview and get a Bonus:  How to Handle Illegal Interview Questions.

> Read More Here <

  How to Work With Recruiters Effectively

What’s the most powerful place you can be in as a job seeker? The most powerful place you can be as a job seeker is having someone the company knows and trusts marketing you for the job–that someone is a recruiter. If you are in a job search now, or want to get better and better opportunities throughout your career, you need to understand how to leverage the considerable power of recruiters.

> Read More Here <

  How to Ace Your Phone Interview

 This book is for YOU if you want to slam-dunk every phone interview and get invited to the face-to-face.  You will discover my best phone interview tips from 14 years of interviewing thousands of candidates (as a hiring manager and recruiter). This is your key to phone interview success!

  > Read More Here <

  Jumpstart Your Job Search

If you feel like your job search is stalled because you can’t get enough interviews, then this is the book for you!  It will jumpstart your job search and put you in the interview seat, so you can get a job fast.

  > Read More Here <

Finding a Job Fast, Using a 30 60 90 Day Plan

Finding a Job Fast, Using a 30/60/90-Day Plan brings you a dynamic new way to take control of your job search and prove to hiring managers that you have what it takes to join the team. Whether you have years of experience in your field or none at all, you can get the job offer you have been waiting for.

> Read More Here <

 How Do You Prepare For an Interview?

> Read More Here <

Article courtesy of  Peggy McKee - Owner / Senior Recruiter at the nationally
recognized medical and laboratory sales recruiting team of PHC Consulting.
© Copyright 2008 PHC Consulting | All rights reserved