What are seniority levels?

When people enter the workforce, they are typically evaluated on factors such as experience and knowledge to determine their seniority levels.

Levels of seniority are those that measure the level of experience and knowledge of a person in their career path. Experience is more defined by skills and abilities than by the number of years worked. Self-learning ability, discipline, and work environment greatly influence the rate at which a particular person will become a senior.

Levels of seniority

There are 3 seniority roles established and each one has different characteristics:

  • Junior level: at this entry level, individuals are just beginning their professional careers, not including their experience in work practice. Their experience is less than two years, their tasks are more simple, and they will have less responsibility. Their leader must closely monitor their progress. They are constantly trained in the tools necessary for their work and need constant guidance to achieve their goals.
  • Semi senior level: This mid level professional is self-sufficient and solves their mistakes since they do not have constant supervision. He has a good command of the necessary tools to carry out his work.
  • Senior Level: these high level professionals are experienced, autonomous and can make important decisions without the need for supervision. Streamlines processes and brings innovation to companies. It has the ability to direct people or groups under its command.
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How are the seniority levels determined?

Companies choose their collaborators based on their skills, knowledge, and the needs of the vacancies they offer. For this reason, the level of seniority is determined by different factors that we will explain below:

Work experience
  • The number of years of work experience has always been the basis for finding the most suitable profile for a company. If a person works in a field other than the one they studied, this experience is not usually taken into account. Years of experience are taken into account as follows:– Junior: Less than 2 years of experience.
  • – Semi Senior: These professionals have 2 to 6 years of experience.
  • – Senior: These professionals have 6 years of experience or more.

Technical and functional knowledge:

  • On this occasion we refer to the knowledge of technology tools, technical processes, methodologies or standards required to fulfill their tasks.– Juniors need help with their work and may not have all the tools they need to do their job. They aren’t experts in the business or its processes.
  • – Semi Senior: A semi senior professional is self-sufficient. They can develop more complex functionality and run larger activities. At this point the person already knows and understands the company’s processes.
  • – Senior: Senior professionals become a reference for many people within the company. Their knowledge allows them to work or collaborate on more challenging and important projects for the company. Understands the processes already established in the company and helps innovate them or define processes and methodologies from scratch. It is totally self-sufficient and can be in charge of one or more people.

Need for attention and proactivity:

  • This characteristic is focused on the professional’s attitude and performance.– Junior: Junior professionals often need their work defined and are waiting for new applications. Their work depends on the approval of others, and is closely followed to avoid mistakes.
  • – Semi senior: This professional has more experience and can identify enhancements, work on new requirements while addressing any pending task.
  • – Senior: They not only receive requirements but also generate them. And on many occasions, they are the one who brings new initiatives to the company in order to improve its operation. Reports the status or progress of the projects they are working on and the tasks delegated to the work team.

Work under pressure:

  • Many professionals today request this characteristic, since senior professionals must often face important business crises or organizational situations.
  • – Junior: Junior: These professionals often become blocked or stressed when they face a pressure situation.
  • – Semi senior: They can respond to a pressure situation, but need help from their work team.
  • – Senior: Senior professionals must take charge of the situation and overcome it despite the difficulties. They are committed to the cause and stand up to it with enthusiasm for the sake of success.

It is important to note that some profiles may have both senior and junior characteristics in different aspects. The final decision lies in having a very clear selection plan for the profiles that the organization needs.

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