When people must function in the world of work they begin to be measured by different aspects such as their experience, their knowledge among others, to determine at what seniority levels they have. 

Levels of seniority are those that measure the level of experience and knowledge of a person in their career path. The level of experience is much more defined by skills or abilities that a person acquires as they progress than by the 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 levels of seniority established and each one has different characteristics: 

  • Junior level: at this 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 operational and it won’t involve decision making activities, and their leader in charge must be monitoring them constantly. They are constantly trained in the tools necessary for their work and need constant guidance to achieve their goals.
  • Semi senior level: This 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: Senior 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. 

 

How are the seniority levels determined?

Companies choose their collaborators according to their skills as the non-technical aspects, their knowledge and according to 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. It is important to note that if the person works in a professional field other than the one he studied, this experience is not regularly taken into account. Years of experience are taken into account as follows:

    – Junior: Less than 2 years of experience.
    – Semi Senior: From 2 to 6 years of experience.
    – Senior: More than 6 years of experience.

  • 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.

    – Junior: people with a junior level regularly require accompaniment when carrying out their work and probably do not handle all the tools that are necessary to fulfill their tasks. They aren’t experts in the business or its processes.
    – Semi Senior: A semi senior professional is self-sufficient and can sometimes function independently. You 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:
    This characteristic has become one of the most requested by professionals today, since, for example, senior professionals must face business crises or organizational situations of greater importance for the company.

    – Junior: Junior professionals are not regularly trained or prepared to respond to a pressure situation, as they regularly become blocked or stressed and cannot solve this situation properly on their own.
    – 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 worth noting that on many occasions some profiles may have Senior characteristics in one aspect and Junior in another, the final decision lies in having a very clear selection plan for the profiles that the organization is needing.

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