Tired of Going to Interviews and NOT Getting the Job?

What hiring manager doesn't want to see you demonstrate what a great addition you’ll be to the team? What hiring manager doesn't want you to make the interview easier and more interesting? And what hiring manager doesn't want to be excited and confident about a new hire?

And ask yourself this: do you really want to compete against someone who has listened to me and brought a 30/60/90-day plan? Who prepared, did their research and demonstrated how much they want the job? Who has a higher-level interview conversation because of it? Do you want to go up against that person? I wouldn't.

All jobs have some kind of training, orientation, tasks, objectives and goals. When you articulate those, and you spend time in your interview talking with the hiring manager about how you'll meet these goals in that job—and you're the only candidate who's done this—they will be blown away.

My plan is extremely adaptable for different jobs. And the coaching is really going to help you if you're not in sales, because you're not used to this kind of conversation in the interview. It’s so necessary to get the hiring manager to say, "Yes, we'd like to offer you a job."

Remember: If you try this out, even if you take it to the interview and it doesn't work for you for some crazy reason, let me know. We want to look at that plan and help you with it, and if it isn't working for you, and you're not satisfied, we'll give you a refund. 

Hiring managers do ask questions, but they may not be the best questions for you. Their questions might not really allow you to shine, or you might not be able to respond under pressure because the interview is so stressful.

You never know what kind of interviewer you’ll get, and here’s an example:

I had a candidate who told me that she went to her interview, and the manager just had her cell phone and a pen in the meeting. She even left the cell phone on. The manager would pick up her pen, and she was twirling it around, and she's listening to the lady and she's asking a few questions, but she's not really engaging the candidate. So my candidate says, "Hey, the manager isn't even engaged. She's flipping her pen around. She doesn't come with anything. She didn't really ask me any questions. I couldn't develop who I was in front of her or help her see what I should have been, and I'm concerned that I'm not going to get moved forward in the process."

What is interesting is that the same manager interviewed another candidate of mine on the same day. Second candidate, same manager, same office, everything—just a different candidate. The second candidate calls me after the interview and says, "Oh, my gosh. I have just had the very best interview of my entire life." And I said, "Really? Well, okay. Tell me what happened." And she said, "This lady is great." [I asked her], "Why is she great?"

And the candidate says, "Well, I could tell that she just showed up with her pen and her cell phone, and she wasn't going to help me out at all with this. I mean, she literally wanted to see me take control of the interview, and that's what I did. It seemed to me that she wanted to find out how I would react to a customer who didn't know me and might not be warm and fuzzy, and I was able to demonstrate all of this clearly, right there in the interview. And it was an incredible interview."

Guess what the difference was? The second candidate brought a 30-60-90-Day Plan. Look at the perspective. Same manager, same job, same pen, same cell phone, two different candidates. One of them has an incredible, amazing experience (and by the way, gets the offer) and the other one feels that they didn’t get their fair shake. I want you to be the candidate that's confident, and in control, and prepared in a way that will set you apart like that second candidate. I want you to have that experience.

You can’t expect hiring managers to give you leading questions that will help you sell yourself in the interview. Some will, but it’s not that common to be a good interviewer. For the majority of them, you’ll need to take control. They’re looking for you to demonstrate your skill set.

The bad news is that you can’t just print it out as is and put your name on it—and you wouldn’t want to, because then you wouldn’t get the maximum effect you want to have out of the plan. In the training, I tell you what you need to be looking for to get the biggest wow factor, but you have to do the looking. But, when you do the looking, you get the knowledge. You get to be the most prepared you’ve ever been for an interview. That means that you’re going to be super-confident and calm. You won’t be nervous. You’ll be able to glide through the interview.

The good news is that because I’ve given you so much information with the template and the coaching, you’ll be able to do all the research you need to do within a few hours, and you can interview tomorrow. 

Let me tell you right now—99.9% of them won’t ask to see your plan. That's why my video coaching that comes with the plan is so important, because I tell you when and how to present it without being asked—very smoothly, very confidently. This is what makes my plan so unique. I give you the template, the PowerPoint templates, the samples to review, and then I personally coach you through how to present it and what to say. I teach you how to run the conversation and control the interview.

But what happens if you bring it up and the manager says, “I don’t need to see that right now?”

First, even if you don’t get to show your plan, you will be a tremendously stronger interviewer because of what you learn putting your plan together.

However, I’m a gutsy person, so I would say something like, “Mr. Manager, you and I both know that at the end of this interview, you're going to make a decision about which candidate to move forward with, and if I haven't discussed with you how I would approach the job, then how will you know whether I'm the candidate that you need to hire or not?" I know this sounds aggressive and strong, but guess what? We're selling something here--you.  It’s important that they choose the right person for the job, and it’s important that you show them it’s you.

This is a big concern for people who have never tried out one of these plans. That's one of the reasons you need to use my plan, because it will get you as close to perfect as you can get.

I’ll tell you right now that you can’t get to perfect.  You’ve never worked at that company, in that role, so how could you know everything there is to know? 

All you have to do is acknowledge that right in the beginning:  "I haven't worked for your company before, so I'm sure that there will be things in this plan that aren't perfect."

Ask you go through your plan, ask questions like: 

• “Is this the right software?”
• “Do I have this right?”
• “Is this what you are thinking?”

When they give you the answers, write those down and tighten up your plan to make it even stronger. Then, guess what? Now you've got a fantastic follow-up tool that's amazing, and there won't be another candidate in the job interview process that will do that.

If you're out of a job and broke, then you really do need a good job quickly, right? So here's my answer:  Do whatever it is that you have to do to find the money and buy the 30/60/90-Day Plan and implement it in the next interview. You owe it to yourself to do this. Your job affects every part of your life. If you're out of a job, it makes every part of your life stink. I know this, and I want to encourage you. You can't get someone else to invest in you unless you're willing to invest in yourself.

Remember, this one purchase will benefit you many times over in your career.  You’re going to use it now to get your next job, and maybe a better job than you could get without it.  You can use it again in your next job search, or when you go up for promotion.

Even if you don’t have an interview scheduled today, go ahead and get the plan now.  You may get a phone call tomorrow for an interview.  In the meantime, you can be looking at this plan and thinking about it, so you are ready to go when you need to be.