Why 'Where Do You See Yourself in Five Years?' Is the Wrong Interview Question
LEADERSHIP MASTERY
Where do you see yourself in five years?" It’s a question that has become a staple of job interviews, but is it still relevant in today’s ever-evolving job market? With roles and industries constantly shifting and new technologies emerging, predicting the future has never been more uncertain. Instead of focusing on hypothetical career paths, it’s time to ask candidates more meaningful questions that assess their ability to adapt, their understanding of the role, and what motivates them to succeed.
"Where do you see yourself in five years?" It’s a question that almost every candidate has heard during a job interview, and it’s likely that every recruiter or hiring manager has asked it at some point. But as someone who has been on both sides of this question, I’ve come to realize how unrealistic it is.
What are we really trying to gauge with this question? Do we expect a candidate to have a crystal ball, providing a neatly packaged vision of their future that aligns perfectly with our company’s trajectory? The reality is that most people don’t think five or ten years ahead in such a linear way—and even if they did, how could anyone realistically predict where they’ll be with today’s rapidly changing job market?
The Futility of Predicting the Future
Take my own career as an example. In the early ‘90s, I made the conscious decision not to pursue a career in software development because I didn’t want to spend my life in front of a computer screen. Fast forward a few decades, and what do I do every day? I work in front of a computer. And this isn’t unique to my experience; many of today’s in-demand jobs didn’t even exist a decade ago.
According to the World Economic Forum’s Future of Jobs Report 2023, 65% of children entering primary school today will end up working in completely new job types that don’t even exist yet. If we’re in an era where the future job landscape is so unpredictable, does it make sense to ask candidates where they see themselves in the distant future?
While it’s a good idea for people to have goals, the notion that one can predict where they’ll be professionally in five or ten years is increasingly far-fetched. The question is rooted in an outdated view of career progression—one that assumes linear growth in a relatively stable job market. But today's reality is that industries are constantly being disrupted by technology, and new opportunities are springing up faster than we can map them.
What Should We Ask Instead?
Rather than asking candidates to predict their future, I believe the focus should be on understanding their grasp of the role they’re applying for and their motivation to do the job. These two factors—understanding and motivation—are much more relevant to a successful hire than a long-term vision that may or may not materialize.
Understanding the Role: A candidate who doesn’t fully understand what the role entails won’t be able to deliver results. While they don’t need to know everything on day one, they should have a clear idea of what’s expected of them and how they plan to contribute to the team’s success. By focusing on whether they have a realistic view of the job at hand, we can better assess if they’ll be able to hit the ground running.
Motivation: A candidate’s level of motivation is a far more accurate predictor of success than their long-term career plans. If someone is genuinely excited about the role, they’ll be driven to excel in it, even if they don’t have every skill or piece of knowledge upfront. Skills can be taught, but motivation is what fuels the desire to learn, grow, and adapt.
Shifting the Focus to Adaptability and Cultural Fit
In today’s fast-moving job landscape, the ability to adapt is one of the most valuable traits a candidate can have. Instead of focusing on where someone sees themselves years from now, it’s more useful to ask about their ability to respond to change, their willingness to learn new skills, and how they’ve navigated challenges in the past.
Consider these alternative questions that are much more insightful than asking about long-term career plans:
What excites you about this role, and why?
This question helps assess whether the candidate is genuinely enthusiastic about the job and has a clear understanding of what the role entails.How do you stay current with industry trends?
In a world that changes constantly, staying updated is key. This question allows you to see whether the candidate is proactive about learning and growth.Can you describe a time when you had to quickly adapt to a new challenge?
Adaptability is essential in today's work environment. This question digs into the candidate’s ability to handle uncertainty and change—qualities that are critical for success in any role.
Cultural Fit and Positive Work Environment
Another aspect often overlooked in interviews is whether the candidate aligns with the company’s culture. But here’s the catch: before we can assess cultural fit, we need to ensure that the culture itself is positive. No candidate, no matter how skilled or motivated, will thrive in a toxic environment. If the company culture is lacking, that’s something that needs to be addressed before bringing new people in.
A New Way to Approach Interviews
Rather than focusing on hypothetical future scenarios, we should shift our attention to the present—on the candidate’s understanding of the job, their motivation to excel, and their ability to adapt. In an ever-changing world, the people who succeed aren’t necessarily the ones with a detailed five-year plan. They’re the ones who can pivot, learn, and stay motivated despite uncertainty.
So, the next time you’re in an interview, whether you’re asking the questions or answering them, consider this: is predicting the future really the best use of your time? Or is it more valuable to dig into the candidate’s passion, adaptability, and readiness for the challenges of today?