Candidates know it’s coming.

Hiring managers, it’s time to rethink it.

Last week, we asked:
“How do you feel about the ‘Where do you see yourself in 5 years?’ interview question?”

The results?
• Nearly 50% chose “Eye-roll!!”
• Another 30% said they get why it’s asked but don’t love it

It’s clear: this question doesn’t serve us anymore.

It’s become predictable and performative.
Candidates come prepared with scripted answers.
We’re not hearing the truth—we’re hearing what they think we want to hear.
And let’s be real—who can actually predict the future?

The world of work is shifting fast:
– Careers are less linear
– Priorities change
– Side hustles are growing
– AI is rewriting job roles faster than ever

So what should you ask instead?
Try:
“𝗪𝗵𝗲𝗿𝗲 𝗗𝗢𝗡’𝗧 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝗶𝗻 5 𝘆𝗲𝗮𝗿𝘀?”
You’ll learn what candidates want to avoid—corporate ladders, specific industries, or roles they’ve outgrown.
Or:
“𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗮𝘀𝗽𝗶𝗿𝗮𝘁𝗶𝗼𝗻?”
It may still evolve, but it tells you how they define success—whether it’s impact, mastery, autonomy, or recognition.

𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗴𝗼-𝘁𝗼 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲’𝘀 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻?