Why should employers ask where candidates see themselves in five years?

Asking a candidate, “Where do you want to be in five years?” or other motivational fit questions helps you understand whether their long-term goals align with your organization’s needs and preferences.

It’s also a straightforward question that can help build trust between you and the candidate, enhancing your ability to understand the person’s qualifications. It can also show you acknowledge their desire for professional development, which may surpass the role you’re hiring for.

Here are some insights you may gain from the “Where do you see yourself in five years?” question.

Whether the candidate’s expectations align with the role

Candidates may have long-term goals that your company is unable to support. Asking this question can show whether their growth expectations align with your open position.

For example, if you’re hiring a data analyst and a candidate responds, “In five years, I see myself becoming a senior analyst, leading data-driven projects and helping the company make strategic decisions through advanced analytics,” it shows alignment because the candidate’s goal to grow in data analysis and leadership matches the company’s long-term need for strategic insights and talent development in analytics.

Whether you can expect them to remain with your company long-term

Asking this question can also help you gauge longevity with the company. Candidates who see a future with the organization may be more likely to stay longer, reducing turnover costs. For example, if a candidate responds, “In five years, I’d like to be growing within this company, taking on more complex projects and possibly mentoring new team members,” it signals that they envision a long-term role, are motivated to contribute over time and are open to internal growth opportunities.

Whether the candidate is ambitious

This is a great question to help you find candidates who want to move into positions that let them take on new responsibilities and grow their careers. It can help you gauge a candidate’s level of commitment to their career and the company. A thoughtful response can indicate the candidate is serious about their professional development.

Whether the person is truly interested in the position

You might also ask where candidates see themselves in five years to determine whether they’re truly interested in the position or just looking for a temporary role. A thoughtful answer, such as “In five years, I see myself becoming highly skilled in [specific aspect of the job], contributing to key projects and possibly growing into a leadership role within this team,” shows genuine interest in the job and its long-term potential.

What are some variations you can use when asking this question?

You can learn more about a candidate’s future goals without asking specifically where they see themselves in five years. Some other ways you can phrase this question include:

• How do you see this role contributing to your long-term career goals?

• What experience and skills would you like to be able to include on your resume in five years?

• What position do you see yourself holding in five years?

• What growth goals do you have for the next five years?

• What motivates you to stay with a company long-term?

How to assess candidate answers to this question

By using critical-thinking skills, you can analyze answers to the “Where do you see yourself in five years?” question to make a hiring decision.

Determine whether long-term employment matters

Start by determining whether you care if the candidate sees themselves with your business in five years. If you’re hiring for seasonal roles or looking to bring in entry-level candidates, you probably expect occasional fluctuations in staffing.

However, if you want to hire someone who is likely to remain with your business through the years, this question is important to ask. You can use the other tips below to best evaluate candidate answers.

Compare applicant answers to the job description

Think about how the candidate’s answers align with—or don’t align with—the role’s job description. For instance, if a candidate has most of the skills for a position and indicates that in five years they would like to have refined any remaining skills, that’s a potential indication they understand the needs of the role and are ready to work to fill it.

On the other hand, if a candidate’s goals and plans for the future wouldn’t make them an even better fit for the role or help them grow into roles beyond the position, they may not be a good fit.

Consider whether you can realistically support growth goals

Questions about an applicant’s goals for the future also help you consider whether you can be a supportive employer in the long term. If a candidate sees themselves growing their career with your company but you don’t have a path for potential promotion, you may want to be honest with the candidate.

Consider how long-term growth may impact your business

Think about how a potential employee‘s long-term growth could impact your business positively or negatively. Would the candidate’s goals make them a stronger employee or someone capable of stepping into a leadership role in the future? Is the person interested in learning new skills that might help you expand your business in the future? These answers may help you decide which candidate is the best fit for a role if you are considering multiple applicants.

Frequently asked questions about “Where do you see yourself in five years?” interview questions

When should you ask this question?

You could ask this question at almost any stage of the interview process since it can help you get a quick idea of whether a candidate’s goals are aligned with yours. If you don’t want to ask this question more than once, you may want to reserve it for second-stage interviews, keeping first interviews focused on skills and qualifications.

Is there a wrong answer to this question?

As an employer, you may want to avoid looking for a very specific “right” answer to this question. Every candidate has their own goals and vision of the future, and a great candidate may not have an answer that aligns 100% with what you expect.

Instead, consider looking for overall concepts that help you decide whether the candidate will be a good fit and happy working for your business long term.

Is there ever a time when you should not ask this question?

This question is generally a good question to ask during any interview process. Interviewers may need to use their own common sense, however. If a candidate has already indicated they are only available to work for a year or two, for instance, you might consider skipping this question because it isn’t relevant.