First of all that you'll look to come in and do a good job right off the bat but that over time based on your accomplishments and your proven skills that you would hope to be considered for future positions not based on seniority but based on productivity and then I would turn it around at the end and ask them the employer that is what they saw perhaps as some of the longer-term opportunities for somebody who comes in and does a good job here so let's put that into practice question is again mid-career person they're saying what are your five-year goals or what do you what are your longer range goals I would say well first of all my short-term goal is to come in and be productive I think given my past experience, my education and my training that I fully expect to be able to do that now. Over time as I demonstrate what I'm capable of doing and handling I would hope that as opportunities have presented themselves I'd hope to be considered for those based on what I've shown I can do,let me ask you what do you see as the long-term potential for somebody coming in and who does a good job in this position? So that's one way to handle that question.
again as a mid-career person you have a track record as opposed to maybe somebody coming straight out of college and to a degree or defined by where you've been and what you've done and people use that either as a key to open opportunities for you because on paper they say hey this fellow has been here and done it or they look at you and sort of throw up a wall and say well gosh you know you've always worked let's say in health care and we're in let's say education or we're in manufacturing or we're in some other industry and so you get kind of pigeon-holed for better or worse many times based on where you've been.
In asking about goals that question also can serve to put a wedge in there if what you do is come in and name a specific title or even a time frame for reaching, that I think that's suicide. In an interview you just don't want to do that you put a wedge in there and now you've set forth something that's let's say unattainable,I would know I'm the employer and I know in three years you're not going to be in that position in part because I want that job and unless I'm out you're not going to get it. So don't name time frames and really stay away from titles.
Talk somewhat in generalities like "hey you know what I want to be promoted based on what I've shown I can handle" and then turn that around and ask the employer you might be surprised what you learn and based on what they're telling you that'll give you a sense whether it's accurate or not it's a different story but that will give you a sense as to how often they promote from within,what's the opportunity for growth? And depending on how many job opportunities you're weighing that might be a determining factor to say that this company promotes from within looks like some great opportunity for growth. You can also say "hey you know what this job may not be the ideal job for me today but if I do a good job I can really see growth".
That may be a selling point for you on the other hand if somebody would you know die in that job and you know who knows at that point you say this may not be the job for me but at least you have information on which to base a decision.
Thanks for reading and don't forget to subscribe to our newsletter.
Others are reading
Good Reasons For Leaving a Job
Comments
Post a Comment