Instead of saying things like "improve efficiency and sales process" be more specific by saying things like "increase representative achievement of daily KPI's by a third." Numbers are your friend, superfluous statements are not.Ĭarefully read over whatever instructions they provided you with and then read and re-read the job description again. Every stage of the plan should connect to the next.Īt the end of the three months both you and whomever you report to should be able to clearly measure what was accomplished. Also, make sure that you are telling a continuous story. Save all of those ideas, but focus on what is most important for the presentation. Most people are overly ambitious when they are strategizing about their new jobs, and that is a good thing! But it can also mean your ideas are a tad scattered and over abundant. Ask yourself, how are you going to make an impact? When an employer asks you for a 90 day plan what they really want to see is how you plan on hitting the ground running. Completing on-boarding activities and basic day to day responsibilities is the base line.
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Here are some tips to make your 90 day plan hit it out of the park.Ī lot of candidates make the mistake of creating a basic checklist of everything they need to get done when they start the new job.
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Creating and presenting anything can be nerve racking, and that feeling is all the more amplified when it is your first time presenting a 90 day plan and/or your dream position depends on it. Congratulations! There is one small thing though - you need to create a 90 day plan.Īlthough this process has existed for a long time, usually after the candidate has been hired, it has started to pop up more and more in more junior level positions as a last round in the hiring process. So you've made it to the final round interview.