9 Reasons 30-60-90-Day Plans Make Employers Say ‘You’re Hired’ [Video]

In one minute, I’ll give you 9 strong reasons you must have a 30-60-90-day plan for your job interview. (If you’re not getting offers, this is what you’re missing.) Watch this video:


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…

best 30 60 90 day plan for job interviewsPlan ‘How To’ Info:

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!

A Medical Sales Interview Must-Do: 30-60-90-Day Plan

When I send my candidates into job interviews, I insist that they bring a 30-60-90-Day Sales Plan…because then they are more likely to get the job. It’s been proven over and over again.

Discussing your plan for success with that medical sales manager psychologically puts him on your team and makes him more likely to hire you.

In the video below, I talk more about what a 30-60-90-Day Sales Plan does to help you get the job.

So…you must have one and you can put one together yourself…or get a template to create a 90-day plan for sales jobs here.

30-60-90-Day Plans for Medical Sales Jobs

Most sales reps are familiar with 30-60-90-Day Sales Plans, but unbelievably, not all of them bring one to their job interviews.  As a medical sales recruiter, I push all my candidates to create a 30-60-90-day plan for each job interview, and that’s one of the reasons my candidates are so consistently successful.  In candidate comparisons, the one with the plan always wins.  You have a lot to prove in the interview, and a well-written plan will help you do it.  It’s part of the whole process of marketing yourself.

In the video below, I’ll tell you more about why 30-60-90-day sales plans are such a natural fit for medical sales jobs.


Get a proven 30-60-90-day sales plan here.

30/60/90-Day Plan for Medical Sales Job Interview Success!

Recently, I had a conversation with a strong, articulate medical sales candidate who was still struggling with the interview process.  He thought the interviews were going well, but he wasn’t making the cut and he didn’t understand why. After some questioning to pinpoint the problem, I discovered that he wasn’t bringing a 30/60/90-day plan.

A 30/60/90-day plan is a written outline of what you intend to do during the first 3 months on the job:  training, learning your market/territory, and going after new sales.  It’s an incredibly powerful tool in a medical sales interview because it provides some evidence for the hiring manager that you understand the job, you know what it takes to succeed, and you won’t pose a risk to his own continued employment.  It doesn’t matter whether that manager is in laboratory sales, medical device sales, surgical sales, or medical software sales…he wants to know that you will be able to hit the ground running and produce results as a member of his sales team.

Some candidates are uncomfortable with the idea of using one because

(1)  What if they make a mistake with it or it’s not complete?  Will it kick them out of the process?

(2)  What if the hiring manager doesn’t want to see the plan?

(3)  What if there’s no opportunity to present it?

In this video, Peggy will show you why that thinking is faulty and exactly what to say in the interview to overcome all of these obstacles and successfully present the plan to the hiring manager.  In the end, you’ll understand why bringing a 30/60/90-day plan is right for every interview–and you’ll never go into another medical sales interview without it.



Learn to write the 30/60/90-day plan that is proven to knock the socks off any medical sales hiring manager here:  30/60/90-Day Sales Plan

Do Recruiters Help You Put Together Your 30/60/90-Day Plan?

The short answer is yes.  A recruiter can and will absolutely help you put together a 30/60/90-day plan, especially an external recruiter whose paycheck depends on you getting the job.

The longer answer is also yes, but you have to do your part in making sure that happens.  A good medical sales recruiter will point you in the right direction for your research on the company.  But you also have to ask the right questions to get the recruiter to share with you what they believe and know about the company and the job.

What are some basic things you need to know to create a killer 30/60/90-day plan?

  • What’s the greatest challenge for the position?
  • Why is the position open?
  • What has to happen for the role to be successful?
  • Who has been hired for this position before?
  • What made them successful at it (or not)?

These concepts are huge.  They are going to help you think strategically about the role and create a plan of attack that will ultimately result in your success.  And the candidate who asks them will make a very favorable impression on the recruiter.

A good recruiter will also be able to point you to essential resources to help you.  Not just a home webpage address, but possibly a summary of the company, white papers on company products or services, or more.  (But don’t forget the company’s LinkedIn page.  That’s a tremendous resource, also.)

Even better, a smart candidate will have the recruiter review and critique the plan before it’s presented in the interview.  The input you get could in fact be what makes you superior to all other candidates and get you the job offer.

Check out this free webinar to give you more insight into landing the medical sales job you want:

How to Get a Better Job – FASTER

Webinar Signup Here

If a 30/60/90-day plan is good, would a 1-year plan be better?

I was recently asked this question by a laboratory sales candidate:  “If bringing a 30/60/90-day plan to the interview is so impressive, would a 1-year plan be even better?

Now that’s a go-getter!

But, my answer is:  Maybe, but probably not.

I can see where there’s a possibility that someone with tremendous amounts of experience who’s going for a very high-level executive position might want to extend the plan out for a year, in the same way that someone who’s starting their own business would do–it’s a big deal.

A well-written 30/60/90-day plan is very impressive to hiring managers for a lot of reasons, and one of them is that not many people take the time to create one.  So you’re already ahead of the game if you do. When you add in the advantages of your careful and thoughtful analysis for exactly how you’re going to be successful at this job (and make your new boss look great!) and the way it helps you turn the interview into a professional conversation rather than a question-and-answer session, you become a job-winning candidate.

I think the answer is that for most people in medical or health care sales jobs, a 90-day plan is going to be as far out as you need to go.  You’re showing the manager how you’re going to transition into being a contributing, productive member of the team, and by 3 months in, you should be sailing along pretty well.  And you’ll have additional goals given to you from your boss and your boss’s boss that you can’t predict right now–so there’s no point.

What do you think?

Listen to this audio of how to incorporate a 30/60/90-day plan into your interview.

Get a proven 30/60/90-Day Sales Plan here.

Create a 30/60/90-Day Plan Now To Boost Your Job Search in the Future

January 26, 2010 · Posted in 30/60/90 day sales plans, Business Plans for Interviews, HealthCare Sales, HealthCare Sales Jobs, Laboratory Sales Recruitment, Medical Sales, Medical Sales Recruiting, Medical Sales Recruitment · Comments Off on Create a 30/60/90-Day Plan Now To Boost Your Job Search in the Future 

A 30/60/90-day sales plan is a written outline for exactly what you’ll do in the first 3 months on a new job.  It’s the goals you’ve set for yourself as a new employee for the first 30 days, the first 60 days, and the first 90 days.  A 30/60/90-day sales plan is tremendously impressive to a hiring manager because it takes a lot of effort to write one, and requires that you research the company and the job very well in order to be specific in your goals.  (It takes the idea of “doing your homework” to a whole new level.) 

Very few people put this kind of effort into a job they haven’t even gotten yet.  When a hiring manager sees a candidate with one of these plans, they think at least two things: 

(1) “This person knows exactly what I need here, and he can hit the ground running…I can see him doing well in this job”  and

(2) “Wow.  If this candidate will work this hard before she gets the job, imagine what a go-getter she’ll be on my team.” 

(Either one means great things for you.)

If you’ve got lots of experience, your 30/60/90-day plan will show the hiring manger your energy, enthusiasm, drive, determination, and knowledge, setting you apart from the pack.

If you have little experience, a 30/60/90-day plan will show the hiring manger that you do, in fact, know what it takes to be successful at this job, and it’s not going to be a risk to hire you. (Click here for more tools to help you get into medical sales.)

OK.  I said all that to say this:

Don’t throw away your 30/60/90-day sales plan after you get the job.

First of all, you’ll need to use it on the job.  If it’s a good 30/60/90-day plan, actually following it WILL make you more successful.

Second, unless you’re already flirting with retirement, the job you’ve got probably isn’t going to be your last stop….so job searching, interviewing, and 30/60/90-day plans will still be a part of your future.

With that in mind, here’s my big tip for the day:  make notes on what worked for you in your 30/60/90-day plan and start a “Job Search” folder, where you keep notes on interesting companies, recruiter contacts, “attaboy” (or girl) emails, etc.–and put your 30/60/90-day sales plan in there for future job searches.  Like a brag book folder, it’s going to be a personalized resource for you.  You won’t need to start from scratch on your job search or your 30/60/90-day sales plan if you find yourself suddenly in the market for a new job.  And, you can use what you’ve learned to improve your plan for each job you interview for….you’ll be more efficient, and you’ll become a better candidate.

Listen to this audio of how to incorporate a 30/60/90-day plan into your interview.

Get a proven 30/60/90-Day Sales Plan here.

Career Coach does CPR on Job Seeker’s Search! Listen to the job seeker here:

Jennifer M. tells all about how a career coach (that would be me) made her dream job come true (even in this economy)!
I worked with Jennifer mid July. We fixed her resume, worked on her social media skills, helped her target hiring managers (and gave her the secret of what to ask for when she contacted them), and smoothed out her rough interviewing edges (don’t say “I hope”, “I believe” or “Hopefully”, or other negative statements). And within 6 weeks, she called me to say that she had landed the job of her dreams.
Here is her version of the story:


If you want someone in your corner that really has the inside scoop, go check out my custom career coaching page.

Life is short and you will only get one run through it (as far as I know), so why would you wait to grab your dream job?

Get a proven 30/60/90-Day Sales Plan here.

Using Your 30/60/90-Day Plan After You Get the Job!

If you’ve created a good 30/60/90-day sales plan before you start your job in medical sales, healthcare sales, laboratory sales, medical device sales, or pharmaceutical sales, you have a road map to success already.  Don’t assume that because you got the job, you can just toss it and go with the company flow.  That’s a little like “bait-and-switch.”  Most likely, your manager hired you in part because of your sales plan.  So, the first thing you should do after you start your job is to follow your plan!

You’ve already researched the specific company training, product training, or sales training that you need, so start setting that up.  Get to know your co-workers, support staff, and customers.  Learn the company culture and corporate systems. 

The most important thing you can do is to get feedback from your manager.  No later than one month into the job, meet with your manager to assess how you’re doing.  Having been on the job for that long, you will be able to rework the 60-day and the 90-day part of your plan if necessary, and you can take that re-written plan to your meeting for input on how to adjust it further. Get a proven 30/60/90-Day Sales Plan here.

Should you e-mail your 30/60/90-day sales plan to the hiring manager?

As a Medical Sales Recruiter, I recommend to all my candidates that they create a 30-60-90-day sales plan to present to hiring managers or hiring teams during job interviews for every position in sales, sales management, or marketing for medical sales, healthcare sales, laboratory sales, biotech sales, medical device sales, clinical diagnostics sales, imaging sales, or pharmaceutical sales. 

Simply put, a 30-60-90-day sales plan is a document that spells out how you will spend your time in the first 30 days, the first 60 days, and the first 90 days on your new job.  To do one correctly, you have to research the position and the company, and you have to analyze the job so that you can lay out the steps to success.  It takes some effort, but the results are almost always worth it in terms of great job offers.

  • In an ideal situation, you bring your 30-60-90-day plan to the interview and “wow” the hiring manager when you bring it out and present it during your conversation.  You ask the hiring manager for input during the interview, and in your follow-up thank you note, you should attach your sales plan with the changes that the hiring manager suggested. 
  • Less than ideal, but better than nothing:  you don’t get a chance to present your 30-60-90-day plan during the interview, but you realize that thank you notes can be second chances.  Either you attach your sales plan to your thank you note (which points out how the information you gained during the interview is included), or you put a shortened version of a 30-60-90-day plan in the body of the note if you think he might not open the attachment. 

What if you can’t even get the interview?

If you can’t even secure an interview, this might be a good time to e-mail your 30-60-90-day sales plan to the hiring manager with the subject heading of:

“This is how I can help your company”


“Here’s my plan for increasing your sales”

You get the drift…

This is an attention-grabber.  It’s a way to entice the hiring manager into meeting with you.  You’ve probably already sent your resume, which hasn’t helped, so it’s another opportunity for contact with out seeming annoying.  Showing what you can do for the manager and the company from the first few days of employment is powerful, and has a decent chance of securing a meeting. 

Get a proven 30/60/90-Day Sales Plan here.

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