A couple of days ago I was talking to my next door neighbor, Carrie, about a job interview she’d just been on. “It went pretty well … except that: ‘Where do you see yourself in five years’ question. I didn’t know what to say. I’m just trying to get through the next week … five years – who knows!”
I couldn’t agree with Carrie more. Isn’t it time we move on as employers – and once and for all, and throw this archaic interview question to the scrap-heap.
Being a recruiter for over fifteen years, I have found that most interviewers ask this question only because they were asked it and it seems they would be committing heresy if they didn’t ask it too. Aside from nixing the candidate if they say – “I want your job,” or “I want to learn everything I can so I can start-up my own firm and compete against you” … nothing is gained from it.
Imagine if an interview went like this. Upon the appointment confirmation, the candidate was emailed these questions: Where do you see this company in five years? What role do you see yourself in it at that time? And what steps do you believe you need to take to get there?
First, as an employer, you just might get an interesting outside perspective on your firm. One you wouldn’t get as an insider.
Second, you would find out what the true goals and ambitions of the candidate were – not just what they thought you wanted to hear.
And third, you would find out whether the candidate could think creatively and critically. Most CEOs say the their biggest challenge in hiring these days is to find critical thinkers. Some even say they prefer candidates from oversees because of this factor.
As a candidate or even as a networker, it would force you to face your possible future in that firm. It would also give you an opportunity to gauge the response of the interviewer, your prospective boss. Does their vision align with yours?
The world has changed from the time this question can into our lexicon. Why hasn’t has it?
I can be found on Twitter at @clayforsberg