Where Do You See Yourself in Five Years?如果你认为自己在五年内？ By Rebecca R. Hastings , June 2007 丽贝卡河的黑斯廷斯， 2007年6月 [ From SHRM%26#39;s HR Careers Articles ] [从人力资源管理学会的人力资源招聘文章 ] Although many interviewers favor behavioral interview questions, many job seekers still encounter the perennial standbys, such as %26quot;Where do you see yourself in five years?%26quot;尽管许多有利于面试行为面试问题，许多求职者仍然遇到常年备用，如“如果你认为自己在五年内？ ” The question may be a cliche -- but it still can be a useful question for a hiring manager to ask.这个问题可能是一个老生常谈-但是它仍然可以成为一个有用的问题为招聘经理问。 And, your answer can, in some cases, determine whether you will be hired...or not.而且，您的答案可以在某些情况下，确定您是否将雇用...或没有。 Why ask the question?为什么要问？ Prospective employers like to know that individuals have plans and goals, and that they are thinking beyond what they are doing right now, says Abby Locke, president of Premier Writing Solutions LLC , an executive resume writing and personal branding services company in Washington, DC But she says interviewers will also be trying to determine if candidates are really committed to the line of work for which they are applying.未来雇主要知道，个人有计划和目标，他们正在考虑以后他们在做什么，现在，洛克说，艾比总统总理写作Solutions LLC公司 ，执行恢复写作和个人的品牌服务公司，在华盛顿特区，但她说，面试也将试图确定候选人是否真正致力于线的工作，他们正在申请。 %26quot;Employers are trying to get at how focused [candidates are] and what kind of thought they have put into a particular position,%26quot; says Kimberly Schneiderman, owner of C ity Career Services , a New York-based career services firm.他说： “雇主正试图得到集中在如何[候选人]什么样的思想，他们已投入某一特定的立场，说： ”金佰利Schneiderman ，业主的 C 性职业服务，总部设在纽约的职业服务公司。 The interviewer will be looking for passion for the job and the company in question, and evidence that the position being discussed fits into the applicant%26#39;s five-year plan.采访将寻找激情的工作和公司的问题，而且证据表明的立场正在讨论适合申请人的五年计划。 But interviewers aren%26#39;t typically looking for a specific job title as a response to this question, says Lin Blair, SPHR, HR project leader for Arkansas Blue Cross and Blue Shield in Little Rock, unless the individual is an internal candidate.但是，面试通常不会寻找一个具体的职位，以应对这个问题，布莱尔说，林， SPHR ，人力资源项目负责人的阿肯色州蓝十字和蓝盾小石城，除非个人是一个内部候选人。 Instead, she says, hiring managers want to know if applicants have specific goals and clear plans for their career.相反，她说，招聘经理想知道，如果申请人的具体目标和明确的计划，他们的职业生涯。 %26quot;For example, if someone is pursuing a degree, we want to know if they are going to finish the degree and what they want to do with it,%26quot; she adds. “例如，如果某人正在推行一项程度，我们想知道如果他们要完成的程度和他们想用它做” ，她说。 %26quot;We also look for awareness of what people like and dislike,%26quot; Blair says. “我们也期待认识什么人喜欢和不喜欢， ”布莱尔说。 %26quot;They should be aware of the organization and where they can best use their skills.%26quot; “他们应该知道该组织的，在这里他们可以最大限度地利用他们的技能。 ” %26quot;As a general response, the candidate should talk in terms of future effectiveness and acquired knowledge, not title,%26quot; says Jim Kennedy, president of Management Team Consultants Inc. , an interview training company in San Rafael, Calif. After discussing possible contributions that might be made and experience that might be gained during that time period, he says, a candidate could turn the question around to ask what those contributions and experience might translate into with regard to title from the company%26#39;s perspective. “作为一般反应，候选人应在谈论未来的有效性和学到的知识，而不是所有权， ”肯尼迪说，总统的管理团队顾问公司，接受采访的培训公司在圣拉斐尔，美国在讨论可能的贡献，可能会和经验，可能是获得该期间内，他说，候选人可以把周围的问题来问这些捐款和经验可能会转化为对所有权从公司的观点。 Kennedy says it is more realistic to focus on three years and suggests that applicants try to narrow their response to that timeframe.肯尼迪说，这是比较现实的把重点放在三年，并建议申请人尽力缩小其响应这一时间表。 Candidates should resist the temptation to bare all, however.候选人应抵制诱惑，裸露一切，但是。 %26quot;Our tendency is to want to be as honest as possible when confronted with this question,%26quot; says Laura Labovich, HR consultant at Employer Services Corp. and a member of Career Directors International . “我们的趋势是要诚实地面对这个问题， ”劳拉说， Labovich ，人力资源顾问雇主服务公司和成员的国际职业董事 。 But she says hiring managers don%26#39;t really want to hear what someone wants to be doing if it doesn%26#39;t apply to the company%26#39;s needs.但她说，招聘经理真的不希望听到什么有人想要做如果它并不适用于该公司的需求。 %26quot;They want to know your commitment to HR and your long-term goals,%26quot; she says, particularly if those goals suggest that a candidate would not be happy with the company over a long period. “他们想知道你的承诺，人力资源和你的长期目标， ”她说，特别是如果这些目标的建议，候选人不会很高兴与该公司长期。 Awareness of a company%26#39;s structure and career paths is ideal, but this type of insider knowledge might be hard to come by.认识到公司的结构和职业道路是理想的，但这种类型的内幕知识可能是来之不易。 At a minimum, Locke says, candidates should make sure they understand the career progression within a particular industry so they know the next logical step based on current qualifications.在最低限度，骆家辉说，候选人应确保他们了解职业发展在一个特定的行业，这样他们就能知道下一个合乎逻辑的步骤根据目前的资格。 Experts say the focus should be on what the applicant can do for the company, rather than on what the company can do for the applicant.专家认为，应把重点放在什么可以做申请人为公司，而不是什么公司可以为申请人。 %26quot;You never want to give the impression that you are just there for the next promotion,%26quot; Schneiderman says. “你永远不希望给人的印象是，你只是有下一促进” ， Schneiderman说。 It%26#39;s acceptable to make it clear that promotion is desired, she says, but the focus should always remain on what%26#39;s best for the company, not the individual: %26quot;They should talk about what they are going to accomplish for the employer so they can get farther in the company.%26quot;这是可以接受的，以表明是理想的推广，她说，但重点应始终保持对什么最有利于该公司，而不是个别： “他们应该谈论他们要完成的雇主，使他们能得到远在该公司。 “ Labovich says HR professionals are generally seeking one of two main outcomes from a job change: expanding the breadth of their experience with all aspects of HR, or the depth of their experience in a specialty area of HR. Labovich说， HR专业人士一般都要求有两种主要成果从就业的变化：扩大广度他们的经验与各方面的人力资源，或深入他们的经验在专业领域的人力资源。 In other words, candidates should at least know if they want to be an HR generalist or a specialist, she says.换言之，候选人至少应该知道他们是否想成为人力资源通才或专家，她说。 Blair, who teaches career planning courses at Webster University, says candidates who are unclear about what they want to accomplish in a five-year period should use the Myers-Briggs Type Indicator and other self-assessments to hone in on what they are good at.布莱尔，谁教生涯规划课程，韦伯斯特大学说，候选人谁不清楚他们想要完成在五年期间应当使用时美施贵-布里格斯类型指标和其他自我评估磨练在他们所擅长。 After all, she said, quoting Lewis Carroll, %26quot;If you don%26#39;t know where you are going, any road will take you there.%26quot;毕竟，她说，刘易斯卡罗尔话说， “如果你不知道你要去哪里，任何道路将采取你。 ” Rebecca R. Hastings, SPHR, is online writer/editor for SHRM. 丽贝卡河黑斯廷斯， SPHR ，在线作家/编辑的人力资源管理学会。
