If you want to beat the other interview finalist hands down, you need to develop a 30-60-90-Day Plan to send to the hiring manager after your final interview.
During the interview, you need to determine the hiring manager's problems, pains and new initiatives, and use them as a basis for your plan. Also, be sure to ask the hiring manager what the person filling the position is expected to accomplish in his or her first 90 days on the job. Suppose you had an interview for a position as Course Developer and discovered that the issues listed below needed to be addressed during the first 90 days on the job.
• There are no electronic versions of the current training manuals.
• Training materials are out of date and need to be updated.
• Training manuals need to be translated to other languages since entering global markets.
• Training courses need to add eLearning versions.
• A training schedule needs to be developed on the company website.
Based on the above information, you can formulate and write a 30-60-90-Day Plan. There should be a maximum of 10 items for each 30-day window. Also, don't get so detailed with a plan that it can't be put into place. The idea is to provide a high-level plan of what you plan to do in each 30-day window. A sample plan is shown below.
Sample 30-60-90-Day Training Plan
• Learn tools used by the company to create training courses.
• Work with all stakeholders to assess all training to identify necessary changes and new courses.
• Create electronic version of two existing training manuals.
• Scan manual with an Optical Character Reader and store the result in a Microsoft Word document.
• Update the content of each manual.
• Research and select a tool for developing eLearning versions of courses.
• Develop a training schedule on the company website.
• Produce versions of training courses in Spanish, French, German and roll out to those markets.
• Develop a pilot version of the first eLearning course, and get feedback from a focus group inside the corporation.
• Roll out the first eLearning course worldwide.
• Produce versions of training courses in Chinese and Japanese, and roll them out to those markets.
• Complete a second eLearning course, and roll it out worldwide.
• Update the training schedule on the company website.
After you develop your 30-60-90-Day Plan, send it to the hiring manager via second-day mail. This will ensure that the hiring manager gets it, treats it as a priority message and opens and reads it immediately. Make sure you include an accompanying note that explains why you are sending the plan. Make sure to send it to arrive one to two days before the hiring manager is going to make a hiring decision. Sending it sooner might cause the hiring manager to ask all the other finalist to do the same, and this could cause you to lose your competitive edge.
Finally, make sure you send your thank-you note separately, before you send in your 30-60-90-Day Plan.
Remember, your 30-60-90-Day Plan will be a major distinguishing factor in separating you from the pack during the final candidate-selection process. Good luck!
Larry LaBelle is president of Training Tamer, which provides comprehensive training, coaching and support services for job seekers, HR staffers and hiring managers. Reach him at email@example.com. To learn more about Training Tamer, visit trainingtamer.com or call (813) 924-8404.