What are the main differences between junior, full and senior?

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We constantly see vacancy specifications classifying professionals among junior, full and senior. There is a need to indicate this information when we announce a position to be filled, for example.

However, some doubts arise in the candidates themselves about this denomination, which causes confusion in some selection processes and even within the hierarchical structure of the company.

The situation gets a little more complicated when it comes to working in partnership with other organizations, which can classify as a senior a professional who, by the standards of your corporation, is only full.

How to identify these profiles and, mainly, how should the manager look at each of these levels? That's what we're going to talk about in this post. Check out!

What characterizes junior, full and senior professionals?

The level identification of a professional takes into account several factors, such as time of experience, training, responsibilities and ability to perform tasks and solve problems.

As mentioned above, these definitions may vary from company to company. The main differences are noted, mainly, between a small and large business, in which the needs are quite different.

Therefore, when there is the participation of the professional in a selection process, it is important to indicate the skills, competences and tasks performed in the curriculum. Thus, recruiters will have material to assess whether that person is able to meet the organization's demands.

Indicating only the nomenclature or position held in the previous experience may not be enough to define the level of aptitude and experience clearly.

Let's go into more detail, then, how professionals are classified:

Junior Professional

Newly graduated professional with up to 5 years of experience. It performs simple functions, which do not require in-depth knowledge. They usually work with their supervisor and need guidance.

Full professional

With 6 to 9 years of experience and a graduate degree, this employee carries out specific activities that require more grounded knowledge. You can coordinate teams, guide interns and perform more complex tasks, but you need the support of a supervisor to make decisions.

Senior Professional

From 10 years of experience, a worker can be considered senior. This professional has a postgraduate degree and some certifications.

A senior worker has deep experience in the field and takes responsibility for projects, decision making and creating solutions, in addition to participating in the people management.

In addition to these three levels, there are professionals who are classified as master, with more than 15 years of experience and who work for demands. It is not a common hierarchy in the areas of Communication and IT, therefore, it does not exist in all companies.

How important is training at all career levels?

Training is indispensable at any career level. Companies that have a succession planning they usually implement this practice internally, in order to help professionals absorb the indicated competencies and meet the demands of the corporation.

With internal training, the company is able to monitor the development of its employees more closely. Thus, it is also possible to evaluate engagement and interest, which are important characteristics for a promotion.

Continuous development

The realization of training offers a continuous development of the professionals and it is important not only for the junior workers. Senior employees also need to be constantly updated, absorbing the latest needs and changes in the market.

Professional training

The benefits of training are not just for the company. Professionals are also benefited by the constant search for learning.

The first benefit is that these people are able to remain relevant in the market, avoiding obsolescence that happens faster and faster, thanks to the speed of information exchange and transformations.

We can also highlight the ability that employees acquire to carry out their work in less time and with excellence, increasing their production and results. This results in financial returns for professionals and can open doors to other areas of activity, to open their own business or to exercise independently.

How should the manager look at each of these career levels?

Better understanding of career levels helps to draw up a more concise planning, which meets corporate needs and makes hierarchical structuring transparent.

Perception of monitoring and development needs

By clearly identifying the professional position of employees, managers are able to understand what the monitoring and development needs are at each level, offering more targeted support and boosting the achievement of goals.

With this, employee retention is favored, since the employee perceives his own individual growth and, hardly, will look for other opportunities because he feels stagnant.

Carrying out specific selection processes for each of these positions

The recruitment and selection processes are also more focused on a clearer definition of the differences between junior, full and senior and their roles in the company.

The screening of professionals is done with a defined parameter, resulting in a more precise and coherent funnel with the demands of the vacancy.

You dismissal rates also decrease, since a common cause of professional demotivation is the perception that the work wage you can get.

Development within horizontal management

Horizontal management is characterized by the absence of hierarchical levels, but even in this model, professional levels can be taken into account. The best approach is to identify employees with greater knowledge and experience and encourage them to pass on their understanding and guide the team.

It may seem contradictory, but, in horizontal management, there is a greater chance for development, precisely because relations are more fluid and there is more space for collaboration.

Thus, the manager is more likely to work on the development of each one and obtain better results, even with a lean team that accumulates several positions.

Identifying the differences between junior, full and senior professionals and being able to standardize this clearly within their team coordination and selection processes will help in structuring more focused training and developments, in addition to making the career plan more palpable.

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