"I noticed in your job description that you mention a sales hunter mentality as being a must. My 90-day impact plan would be to tackle aggressively the cold call list that you mentioned has been neglected recently. These cold calls will cause an increase in sales appointments as my closing percentage is very strong."

"If hired, I plan to make an impact on your business quickly. I will do this by fully absorbing my training, taking any additional coursework if required, and building healthy co-worker relationships right out of the gates."

Familiarize yourself with the 30/60/90 rule: The first month of a new hire's 90 day probation period should focus on familiarizing themselves with the team, company, products/services, clients, etc. Month two should be spent studying current processes and procedures, identifying strengths and weaknesses. In the last month, that hire should be well-grounded in the role and capable of identifying growth opportunities. Past the 90 day mark is considered an acceptable time to implement innovation.

In order to build rapport and trust with a new team, a hire needs to learn the ins and outs, before suggesting it needs fixing. The best way to evaluate what you can contribute is by first working side by side with those who are more familiar with the environment. Learn from them, ask questions, and get a clear understanding of their systems before you offer suggestions for how to improve upon them.