Using A 90 Day Plan As A Final Step In The Recruiting Process

Note: This post is an excerpt from our sister site The Best Team Wins. Visit TBTW for the full post, or subscribe to Adam’s weekly podcast on building your best team.

When new employee onboarding is done correctly, it leads to higher job satisfaction, organizational commitment, decreased turnover, better performance levels, career complementing, and lowered stress. What’s constitutes ‘done correctly,’ however, is largely in the eye of the beholder.
One of the most effective techniques that a hiring manager can use to improve their onboarding process is to utilize what I call the ’30-60-90 Day Plan’ at the final stage of the recruiting process. By this point, the manager has completed all steps of the interviewing process, reviewed the results of the requisite skills tests and job fit assessment, and have check the candidate’s prior manager references. The decision has all but been made, but this one extra step can produce a fantastic lift in the onboarding process (and catch a few mis-hires, as well!).

What Is A 30-60-90 Day Plan?

A 30-60-90 day plan is a brief (2-3 page) document that summarizes the specific, measurable and actionable outcomes that this candidate will commit to achieving at thirty, sixty and ninety days on the job. It’s the blueprint that the new employee will use to navigate the first three months on the job.

Why Use A 30-60-90 Day Plan?

There are three reasons to use a 30-60-90 day plan as part of the hiring process. First, it allows to you observe the candidate’s approach to creating a plan for themselves. Second, it gives the candidate very clear goals for their first three months in the role.  Third, it gives the hiring manager a blueprint for onboarding the new employee over the first three months. 
Download a free 30-60-90 day plan template over at The Best Team Wins and sign up for our weekly podcast.



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