When a company decides to hire it is usually for one of two reasons; someone has left, or they are growing. The hiring process for any role, regardless of its seniority, can be complicated and time-consuming. Companies need to spend time interviewing a range of candidates so that they find the right person for the job and candidates need to attend multiple interviews to ensure they are picking the right firm for them. Firms are going to want to get it right the first time. The last thing they want to do is hire someone, who leaves within 6 months to pursue the next step in their career progression and, then the firm is back to square one.
One of the topics that is brought up during an interview is progression. The age-old question:
What is your 5-year plan?
The answer to the above question can make or break an interview. If the candidate wants to progress too quickly, then the firm will struggle to see that candidate being in this role for the foreseeable future. At the same time, if the candidate isn’t ambitious enough and can’t see a long-term career at the firm, then they won’t be right either.
Is ambition a dirty word?
In short, no. A candidate should be able to express their interest in developing in their chosen career without it hindering their application or success at an interview. People should be allowed to want to develop themselves and want to hit their next career milestone.
However, timing is everything!
Look at those around you. Research the industry and the norm for the length of service for each role. Realistically, you can’t become a Financial Adviser 6 months after graduating from university. It takes time to develop the skillsets needed for all careers. Taking that time can often lead to a more fulfilling career because you have worked hard at each step to get to where you are. Seize the moments to be mentored, coached, and developed by seniors, and utilize every opportunity to train to be the best you can be.
Companies can help allow for progression by offering a clear-cut career timeline for employees so that they know exactly what they need to do to get their next promotion. Allow people to be slightly over-ambitious during the interview. Let them get excited about the prospect of being with your firm for 5+ years and embrace their enthusiasm. Don’t dismiss candidates for this but have an open conversation about what they could expect if they joined you.
You never know what might happen in the future, don’t let ambition scare you away from the perfect candidate! Right now, companies can’t afford to be saying no to good-quality candidates because they are career focused and may want their next step quickly. Often, if you offer someone the right cultural fit, pay them well and give them flexibility, they will be more relaxed over their progression, if they feel they are continually moving forward.
So, should companies be scared of progression?
Ultimately, there is a fine balance when hiring. Open and honest conversations at the start of the interview process need to be had to make sure everyone knows where the role could go.
Written by Charlotte Batten, Principle Consultant & Assistant Manager