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Think forward to 2027…where do you see yourself? For the optimists, perhaps you envisage yourself as a billionaire entrepreneur, caressing a coconut cocktail between bronzed hands, gazing at postcard views from behind gold-framed Ray-bans.
Or, if you haven’t got a master plan to excuse yourself from the daily grind, then you might still be sat in that chair you’re in now, chasing candidates, and your boss for that pay rise inflation prevented.
However, the question ‘Where do you see yourself in ten years’ time?’ can throw anyone, let alone candidates in a job interview, into a tizzy. And according to last week’s episode of CNBC’s new show, ‘The Job Interview’ candidates that don’t have a solid answer can really turn recruiters off.
Chrishon Lampley, Founder of Love Cork Screw, and her publicist, Ikeda Lockhart, were hunting for an employee, and so asked their candidate:”Where do you see yourself in 10 years?”
The candidate responded with: “It’s interesting. Sometimes I know the answer, sometimes I don’t.”
She added personal details that were unrelated to the job, saying, “I could be living in another country. I could have kids. I could not have kids,” – CNBC reports.
The answer conveyed a very “free spirit,” Lampley said, which raised a red flag about her commitment to the company.
But how should candidates be answering this question? According to bestselling leadership author, Suzy Welch, they need to be explaining how they would like to grow within the company. Whatever they say, the focus should not indicate a lack of direction or commitment.
And with almost four out of ten jobseekers turning down their first job offers, it’s incumbent on recruiters to sell an employment package, so a candidate has faith that they want to be there for the next decade.
Not only is finding, interviewing and training new employees costly and time intensive for organisations, a high churn can be detrimental to remaining employees’ morale, Jon Addison, Head of Talent Solutions LinkedIn UK, believes.
Furthermore, if you can’t find a candidate willing to stick it out at a role you just placed them in, it could dent trust in your recruitment brand. Addison tells us that those in hiring should identify an appetite for longevity in a business during the initial stages, to avoid a messy break-up. Find out more about how to do that, here.
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