... what do you hope to hear from an applicant when you ask this question? Or rather,
... what do you really want to hear?
Honestly?... I have been working for 18 years, I am open and direct, an ambitious employee and manager, and now self-employed, but I have always felt uncomfortable when asked, "Where do you see yourself in 5 years?"
Why? What was going through my mind...
As an applicant – depending on age and job:
- "Phew, what does the future supervisor / HR manager want to know from me?"
- "No matter what I say now, it just comes across the wrong way."
- "If I say now that I am ambitious and highly motivated,
then he might fear that I want his job." - "If I say, oh never mind, I'm completely flexible and take everything as it comes. Then he thinks to himself, she's totally boring, I'm sure nothing will happen and she doesn't have any goals, so she won't be able to increase her turnover."
- etc.
I was ultimately able to convince my future supervisors and show them that I am motivated, committed, persistent, and capable of significantly increasing sales. But the job interviews were always a big challenge for me.
As a supervisor and manager:
Again, it wasn't easy for me to ask the question "Where do you see yourself in 5 years?". That's why I started to formulate the question differently...
- "What will it take for you to still be with us in five years' time?"
- "What needs to happen for you to still be with us in a few years' time?"
- "What was the reason you weren't at the last few companies for so long?"
This rephrasing & the use of "DU" made it easier for me as a supervisor to ask the question and the applicants found it easier to answer the questions.
My employees have stayed longer than the average in the company (80 employees). The job interview was the beginning & of course other components & circumstances played into the lower fluctuation in my area, but it still contributed to my employees deciding in favor of me as a person & the position in the company.
And let's be honest, why does an employee join a company or choose a particular company? Because they had a good conversation with you as a person or they are on the same wavelength. That's why many colleagues in the areas of coaching & human resources speak of introductory interviews & no longer of job interviews.
The labor market is now an applicant market.
- Use the time you have with an applicant and ask questions that start with WHAT, HOW or WHICH.
- Ask OPEN questions as much as possible so that you show interest in your counterpart.
- Use fewer CLOSED questions (answer: YES or NO).
- Give your applicant room to answer.
- Be honest & open & yourself.
Fake it until you make it ... does NOT work here anymore.
After a few weeks at the company, the employee realizes that they are not in the right place and leaves after one or more employees have trained them. And that costs time, effort, and energy.
It holds everyone back. Processes are slowed down.
If you have an abundance of time, then this is acceptable, but if you want to work efficiently and focused on a goal, it is tedious, exhausting and totally demotivating for all your employees, especially if it happens several times in a row.
A good job interview does not guarantee that every employee will be a good fit for the company and stay forever, but it is the basis for a healthy corporate culture, which is the foundation of the Human Resources Department.
Good luck with your upcoming introductory meetings.
Sincerely,
Kathrin _ goldWERT
P.S.: If you notice anything unusual in the applicant's facial expression, ask if there is anything unclear. Be empathetic and attentive.