Why do short-term goals matter in your hiring process?

Short-term goals describe what a candidate aims to achieve professionally over several weeks, months or quarters. When you ask about these goals, you can potentially learn about their drive and whether their goals match what the position offers. For example, if you’re hiring for a job that needs continuous upskilling, your company may appeal to candidates hoping to learn new software or lead a small project.

A candidate with clear interview short-term goals generally shows they’ve considered growing in their career. Their answer might also demonstrate whether they’re likely to stay long-term or if their goals don’t fully align with your open position.

You can also ask about short-term goals to assess a candidate’s planning skills and organization. A clear plan, like signing up for a training course or setting specific targets, may show they understand how to set specific, measurable, achievable, relevant and time-bound (SMART) goals.

What to look for in candidate responses to interview questions

When you review a candidate’s answer about short-term goals, consider these points:

• Job alignment: Evaluate whether the candidate’s goal matches the skills or results needed to be successful on the job. For example, if the job requires technical skills, you might look for candidates who plan to learn a relevant software tool.
• Clarity and realism: Look for clear and manageable goals. If the candidate is able to set realistic goals for themselves, it may imply they understand SMART goals and help them drive results at your business.
• Genuine interest: If the candidate expresses enthusiasm, either verbally or by their demonstrated preparation for the interview, they’re likely excited about growing in the role, which could translate into motivation and high performance. Answering where they see themselves in five years may also show they’ve considered your company in their professional goals.
• Planning evidence: Ask if the candidate has short-term goals to assess when they align with your offerings. For example, if they’re interested in learning a new skill, you might mention upskilling opportunities at your company.

Common short-term goals interview question methods to avoid

Even clear interview questions generally require some guidance for success. Here are some issues to consider when speaking with candidates:

• Being too vague: Clarify you’re inquiring about short-term, work-related goals for a more focused answer. During the interview, you may ask, “What skill do you hope to refine within the next six months?”
• Leading the candidate: Let the candidate determine their goal without input. This can encourage an honest response instead of one that may be based on what they think you want to hear. For example, you could ask, “What’s one professional goal you’ve set for yourself recently, and why?”
• Expecting one perfect answer: Candidates may have different views. Consider focusing on how they approach goal-setting rather than expecting a perfect response. You might ask, “Can you walk me through a recent short-term goal you set and how you approached achieving it?”
• Ignoring misalignment: If the candidate’s goal doesn’t match what the job offers, that may be a discussion point. Ask follow-up questions to see if the goal is realistic for the role. For example, “That’s a great goal, how do you see that aligning with the responsibilities of this position?”
• Straying into personal topics: If a candidate starts sharing personal ambitions, guide the conversation back to job-related goals. An example interview question might be, “That’s interesting, how do you think that personal interest connects to your career development or this role?”

Best practices for evaluating short-term goals

Once you’ve interviewed candidates, you might use a standardized review process to help reduce bias and create a more inclusive hiring approach. Consider evaluating candidates’ interview short-term goals using this consistent approach:

1. Ask every candidate the same question: Standardizing the question helps ensure fairness and makes it easier to compare responses. You might ask, “What is one professional goal you’re working toward over the next six months?” or “What’s a skill you’re currently developing?” This can help create a consistent baseline while giving candidates room to respond authentically.
2. Document responses: Take clear interview notes. Write down the exact goal the candidate mentions along with any timelines, actions, or motivations they provide. For example, a candidate might say, “I’m working on improving my data visualization skills by completing an online Tableau course.” Notes like this allow you to reference specifics later and make more informed decisions during the final review.
3. Ask for clarification when needed: If a candidate gives a vague or overly brief answer, follow up with thoughtful prompts. Asking “What steps are you taking to reach that goal?” or “How will this goal support your professional growth?” can help uncover whether the candidate has a clear plan or if their goals are more aspirational. A well-articulated goal often reflects strong planning and motivation.
4. Compare with role requirements: Look for alignment between the candidate’s goal and the core needs of the position. For instance, if you are hiring for a customer support role and the candidate’s short-term goal is to become more confident in conflict resolution, that shows alignment with daily job challenges. If the goal is unrelated, such as learning graphic design for a role in sales, it may be worth asking how they see that fitting into their work in the role you’re offering.
5. Integrate the responses with overall assessments: A short-term goal should be considered alongside the candidate’s resume, experience, and other interview responses. For example, someone with limited experience in project coordination might stand out if their short-term goal is to lead a small team initiative and they can explain how they’re preparing for that. Combine what you learn about their ambitions with your overall impression of their readiness and cultural fit.
6. Ask for input for leadership: Once you’ve narrowed your candidate pool, share your notes with team leads or hiring managers. Leaders may have insight into how a candidate’s goals might fit within department initiatives or future growth opportunities. For example, a department head might know that a leadership training program is launching next quarter, making a candidate with managerial goals a timely fit.
7. Consider motivational fit: Short-term goals can reflect a candidate’s deeper motivations. Comparing their goals to what drives long-term success in your company can help assess motivational fit. If a candidate’s short-term goal shows they are motivated by challenges or development, and that aligns with your company’s culture, they are more likely to thrive in the role. You might ask, “What motivates you to pursue this goal?” to learn more about their mindset.