Interviews are nerve-wracking.
So much time spent researching, rehearsing and reviewing every possible scenario of potential questions and conversational avenues.
But one thing that pops up time and again – typically towards the end – is a very emotionally-heavy question:
“Where do you see yourself in five years?”
Now as tempting as it would be for someone like myself to try and counter with some self-deprecating sarcasm (“Alive, hopefully?!”), I was recently told how daunting so many people find this question.
It is, and sounds, so big and broad.
It is so all-encompassing that all that seems to matter will be this job and this company – and nothing else.
In fairness, from the interviewer’s point of view, this is understandable.
It has to work both ways, and companies need to know if you’re committed to the role you’re in the middle of an interview for.
However, if you know your answer clearly and succinctly to that five year question, then all the power to you.
Genuinely.
That’s a wonderful place to be.
But after hearing how daunting many people do find it, and searching around the guidance that typically appears to candidates when they desperately Google for inspiration, there’s a lot of very broad advice.
“Be seen as an expert”
“More responsibility”
“In a leadership role”
“Long-term commitment”
“Be a mentor to new starters”
None of these are wrong but, if they are your answers, you have to mean them. If you can’t convince yourself, you’re unlikely to convince the people interviewing you.
The same applies if you know you’ve been guilty of making something up on the spot.
It’s not ideal and clearly a little risky, but you shouldn’t feel bad about it, particularly if you’ve never been asked this question – or if you’ve pondered it but never given it any detailed thought.
However, while you don’t have to know exactly what you want from your career in five years, you will be expected to answer the question when asked.
If you’re someone who wants to answer as honestly as possible, without harming your interview chances, the following real-world worries from some very kind subscribers (with my thoughts on each) might help.
But first…
(Podcast listeners, imagine the Acast ad-break music).
Aaand we’re back.
Now, those worries…
1. “How am I supposed to know?!”
Five years is a long time.
Your work and personal priorities can change dramatically.
If ‘I don’t know’ has been your answer before, you can lean into it – own it, with confidence. You could even start by saying, “I’m not sure exactly, but…”, then follow up with one or more of the below:
That you’re keen to learn and see this company as the place to do it.
That you want to progress, even if you can’t see where or what that looks like right now.
That you’re potentially open to promotion if it feels right for you. (Promotion, ideally, doesn’t come out of the blue so this is a conversation you’d have in one-to-ones and performance reviews – particularly if you were doing well.)
That you might not want promotion but do want progression, becoming more of a specialist, rather than a manager.
That you’re main focus is nailing this role in the coming months and years, and developing along the way.
In my view, all of these would show an honest self-awareness, especially with that opening caveat – something I’d respect a great deal.
2. “My answers feel small”
This is a big fear for those who don’t see themselves as grand planners, or lack the confidence to give the considered honesty from the section above.
Crucially, not everyone has detailed long-term goals.
But ‘small’ does not mean without ambition or ability.
If this is you, your answer might be to focus on doing the job well and being recognised for it, while supporting the company with whatever it’s trying to achieve.
You know you might be a small cog in the machine, but one that has an impact – and it doesn’t diminish what you do.
Plus, remember why you’ve applied for this role in the first place. The company or job ad must have piqued your interest in some way.
3. “Can my answer be ‘comfortable’?”
This got me thinking. A lot.
Because in reality, this is what we all want.
Our definitions might differ, as will the extent of our ambitions, but at a minimum, we all want a job that pays well and – as a bonus – we enjoy.
A job or career that ideally gives us the space, finances, and wellbeing to have a genuine work-life balance.
While I wouldn’t be comfortable saying ‘comfortable’ in an interview, there are variations you can weave into an answer:
I want to be happy and feel supported.
I want to work with a motivated team in a learning environment.
I want to progress within a people-first culture.
You can then stretch your answer depending on your ambitions, linking in the other worries I’ve highlighted and responded to.
4. “I’m doing it as a stop-gap”
My thoughts on this comes down to several factors:
What sort of role you’re applying for?
Where you are in your career?
What you have planned next?
What vibe you’ve got from the company?
There will be people reading this who’ve taken a role purely for the money, as they look to maximise their earnings in the shortest amount of time.
Either because you don’t want to work for 40 years like everyone else, or you have grand plans about what you’re looking to achieve in your career.
If you have a clear idea of what you eventually want to do – particularly if this means doing your own thing or funding a major career change – most of the time it’s probably inappropriate to lay out your views so honestly in this interview scenario.
Putting aside the purpose of the salary for your ambitions, the time might be right once you’re much more settled in the company, and have the trust of your manager to know that making such an honest revelation won’t get you sacked.
However, I have seen situations where companies have actively encouraged internal progression from one department to another. This is especially common when you’re hiring people into roles where you know they often transition to other parts of the business.
The one example I’ve seen that stands out is in the customer service department of a business.
It hired a variety of people at different career stages. Some because the role as it stands works for them, some because they want a 9-5, others because it’s their passion, and another group who want to use it as a stepping stone into other areas of the business.
(There will be other groups in between all of these of course, but these are the most common four I observed).
The head of the department and managers would encourage anyone to speak to them if they wanted to move into other areas of the business – and I know for a fact they were told this by many people in interviews.
Good for everyone involved I say!
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If any of these sound like you, I hope it’s helped.
However, if you are genuinely stuck, please drop me a message.
I’d love to chat.
Dave