Matt Vaadi explains why leaders should pitch a 3-to-5-year vision to job candidates instead of a vague 10-year plan. Most people don't think in decade-long horizons anymore. Tailor the vision to show how the company's growth means their personal career advancement.
But here's the most important part, right? When I'm sharing that vision, when I'm talking about where we're going to be in 3 to 5 years, I want to make sure I'm sharing what's important to this individual. What does that mean for you and your career? Why does company growth mean growth for you? And how does that align with some of the things you told me during the interview process that will help you to achieve your career goals? And I think it's really important. One thing we've learned over the last couple years is that we used to have a 10-year vision and we would share that, And it's very blurry for everybody, right? And nobody thinks in 10-year terms anymore. So it's very important that you're sharing more of that 3 to 5-year vision because that's somewhere where they could say, hey, look, maybe I will be here for 5 years. 10 years is like, ugh, I mean, what are the chances of somebody staying in a job for 10 years? Pretty slim, right? So make sure that you're giving them something that they can see clearly when it comes to the vision and where they fit in that vision.
