Goal of This Booklet: This booklet is designed to guide you through your first 90 days, using a structured approach inspired by Michael Watkins’ The First 90 Days. Our goal is to provide you with the tools, resources, and strategies to transition smoothly into your role, learn quickly, and become an effective and confident contributor to our team.
The first 90 days in a new role are crucial in setting the foundation for long-term success. This period is an opportunity for you to immerse yourself in the company culture, understand your role and responsibilities, and begin building the relationships and skills that will help you thrive in the organisation. You want to gain clarity, build momentum, and ultimately position yourself as a high performer who delivers results so we hope this helps you!
Phase 1: Preparing for success
Self-Assessment and Goal Setting Tools
As you step into your new role, it’s important to take time for self-assessment and set clear goals to guide your success in the first 90 days. Here are some practical tools that you can use to evaluate your strengths, set actionable goals, and track your progress:
1. SWOT Analysis (Self-Assessment)
- What it is: A simple but effective framework that allows you to analyze your Strengths, Weaknesses, Opportunities, and Threats.
- How to use it: Take some time to reflect on your personal and professional strengths, areas where you need improvement, opportunities in your role, and potential challenges.
- Benefit: This tool will help you gain a clearer understanding of where you stand and how you can leverage your strengths to succeed in your new role.
2. SMART Goals Framework
- What it is: SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound.
- How to use it: Use this framework to set clear, actionable goals that are aligned with the company’s objectives. These might relate to sales targets, client meetings, or pipeline development.
- Benefit: By using the SMART framework, you ensure that your goals are realistic and trackable, helping you stay focused and accountable throughout your first 90 days.
3. 30-60-90 Day Plan
- What it is: A structured plan for your first 90 days, broken down into three stages:
- 30 Days: Focus on learning the company, culture, and tools/ short term wins on the board – slightly more transactional approach – client and candidate facing
- 60 Days: Begin taking on more responsibilities, like managing clients or candidates.
- 90 Days: Take ownership of key projects, demonstrate results, and set the stage for longer-term success.
- How to use it: Break down your actions for each stage to ensure you’re progressing and hitting milestones.
- Benefit: This plan will provide you with a clear roadmap for your success, making sure you know what to focus on and when to take action.
4. Feedback Loops (360-Degree Feedback)
- What it is: A process where you gather feedback from colleagues, managers, and peers to get a well-rounded view of your performance.
- How to use it: Regularly seek feedback from those around you to understand your strengths and areas for improvement. Use this input to adjust your approach and keep improving.
- Benefit: Getting feedback from various perspectives will help you identify blind spots and refine your work more effectively.
6. KPI Tracking Dashboards
- What it is: Track key performance indicators (KPIs), such as the number of client meetings, leads, Use language or measurements the new company use not your old company
- How to use it: Track your progress against your KPIs, measure your success, and adjust your approach when needed. Keep track even if they don’t ask you too and feel free to share with your manager weekly to show progress -Over communicate until he/she tells you its enough
- Benefit: Visual tracking helps you monitor your performance continuously and ensures you stay on track to meet your goals.
8. Strengths Finder Assessment
- What it is: An online tool that helps you identify your natural talents and strengths.
- How to use it: If you haven’t already identified your strength through assessment e.g Strength Finder, DISC profiling it might be worth investing in this before you start to play to your strengths. Another helpful took is Assessing your values to have an anchor to drive yourself too in times of uncertainty and out of your comfort zone – speak to Justine if you wish to get one
- Benefit: Focusing on your strengths/values will help you build confidence and accelerate your success in your role.
9. Peer Mentoring or Buddy System
- What it is: Pairing up with a more experienced employee (mentor or buddy) who can provide guidance, feedback, and support.
- How to use it: Ask to partner with someone who can help you navigate the early stages of your role. If they don’t offer it find the top biller or most successful manager in the office and take them to lunch!
- Benefit: Having a mentor or buddy to check in with give you an insider track of what works and doesn’t – do not align yourself to the political and the poor performers.
Expectations: In your first three months, focus on building a strong pipeline. Whether as a consultant or leader, leading from the front is key. Secure early wins by lining up client meetings and live roles before you start—this sets the tone and builds momentum.
As a leader, demonstrate the behaviors you expect. A strong pipeline comes from proactive effort, relationship-building, and consistently driving new opportunities. Establish credibility early and show your commitment to results.
Phase 2: Learning the Ropes (Days 1-30)
- Building Relationships with Key Stakeholders: Identify and meet key colleagues, including the leadership team, recruitment consultants, and clients. As mentioned zone in on the high performers long termers including the office manager.
- Understanding Your Role and Responsibilities: Make sure you are clear on your specific role, key performance indicators (KPIs), and how they you within the overall team and company goals.
- Mastering the Tools and Systems: Learn and correctly use software tools (e.g. Vincere/Bullhorn, LinkedIn Recruiter) and systems used in the recruitment process. Put everything on the system! Don’t be that guy!
- Training and Development: Dont overlook training even as an experienced hire there are always new perspectives and different ways so keep an open mind!
Phase 3: Building Momentum (Days 31-60)
- Expanding Knowledge: Push for deeper learning of the client base, industry trends, and competitors. By now you should be gaining some pipeline, having some wins
- Increasing Productivity: Make sure you have developed good time management skills, set weekly goals, and stay organized with daily tasks.
- Handling Challenges: If there are setbacks or challenges faced in early stages, look at ways to manage – its very easy to want to people please and over promise on pipe etc but better not to mis forecast or not deliver – rookie mistakes like this are below you!
- Feedback and Improvement: Seeking and act on feedback from managers and peers to improve performance.
Phase 4: Taking Ownership (Days 61-90)
- Driving Results: Time to take ownership of your recruitment targets and projects.
- Building a Network: Continue to expand your network with candidates, clients, and internal teams to build strong working relationships.
- Delivering Value to Clients: Make sure you are providing high-quality candidates and maintaining excellent client relationships.
Phase 5: Evaluating Progress and Setting Future Goals
- Reviewing Achievements: Evaluating your progress against initial goals and KPIs.
- Discussing Career Pathways: Make sure you know the potential career growth and opportunities within the company. Are you working towards these even now
- Setting Long-Term Goals: Establish long-term goals for personal development and success in the company.
Conclusion
- Generally where we see challenges in onboarding is around consultants not adjusting to the culture of the organisation they are in often they may not be reading the feedback because they don’t know the boss well – they wont necessarily be direct with you.
- Be compliant – data base, KPI’s compliance make sure you adhere these are non negotiable.
- Being sick sometimes cannot be helped but your priority is making a good impression being sick or hung over or taking leave are obviously not ideal so avoid unless its absolutely necessary.
- Do not get involved in politics and don’t play politics.
- Be discreet and professional, keep your opinions on ex colleagues, competitors and clients limited until you know the team and environment well.
- Be professional going out for drinks with the team have fun but keep it on the sensible side and don’t be the last to leave.
- Add value, give leads.
