The expert named the mistakes of candidates when asking about a career in five years

The question "Who do you see yourself as in five years?" at an interview often causes candidates tension and confusion. It seems to applicants that they are expected to provide an accurate forecast of the future or a detailed life plan. However, as Svetlana Semerenko, a career expert at the Professions of the Future Center, told Izvestia on February 4, the true goal of an employer is much more pragmatic.

According to her, being interested in the candidate's long-term plans, the interviewer evaluates his motivation, strategic thinking, loyalty to the company and how much personal ambitions coincide with the vector of business development. Some of the answers may become alarm signals for the recruiter.

"A complete lack of plans should be avoided — the phrases "I don't know" or "how it will turn out" create the impression of passivity. It is also risky to talk about goals that are not related to work, for example, the desire to go on maternity leave or open your own business. Provocative statements, such as seeking to take the interviewer's place or demanding a transfer to an office abroad, sound naive and aggressive. Even ostentatious indifference when a candidate says he just hopes to stay in the same position can be perceived as a lack of ambition," Semerenko said.

To make the answer look convincing, the expert advises to adhere to the logic of "present — future — company". At the beginning, it is worth explaining why this particular vacancy is interesting now and what growth opportunities the candidate sees in it. This demonstrates awareness of the choice and understanding of their professional trajectory.

"Next, it is better to talk not about specific positions, but about the development of competencies: what skills do you want to acquire, in which areas to deepen your expertise, what kind of specialist do you aspire to become. This approach shows a desire for growth," the specialist explained.

The key element, according to her, remains the connection of personal plans with the interests of the employer. It is important for the candidate to identify what benefits his development will bring to the company and why he sees himself as part of the team in the long term.

"A novice specialist can emphasize their willingness to learn and eventually take on independent projects. A mid—level applicant has a desire to grow up to become a head of a field. An experienced candidate can talk about scaling projects, developing teams, and introducing new practices," Semerenko added.

The expert concluded that the ideal answer to the question of the future is not a list of desired positions, but a short and confident story about how the candidate's professional growth will develop in parallel with the success of the company. This approach demonstrates maturity, strategic thinking and a sincere interest in long-term cooperation.

Vladislav Bykhanov, Managing Partner of Cornerstone HR company, warned on February 2 about tougher competition in the labor market in 2026. According to him, the key factor in job retention will not be the number of hours worked, but efficiency and the ability to manage your time. It clarifies that about 85% of employees are exhausted from a senseless race, which leads to a drop in productivity and an increase in the number of mistakes.

All important news is on the Izvestia channel in the MAX messenger.