Rolebot’s Top 3 & 3: Jr vs. Mid vs. Senior-level: Does it Matter?

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June 10,  2021

Finding a job that suits a candidate’s knowledge and skills is ideal. Nobody wants to be stuck in a job in which they’re overqualified or vice-versa.

So when candidates are reviewing job opportunities, they are looking for specific signals to assess whether they’re the right fit or not. Similar to the talent pool, employers are in turn describing their roles using the same terminology.

Therein lies the confusion. The major challenge presenting itself is that these experience level categories have different meanings for different companies and talent acquisition professionals alike. What one company considers to be mid-level might be considered senior in another organization, and furthermore, what does that really entail. It’s in the eye of the beholder.

Avoidances/Suggestions

1. Search Through Qualifications

  • Avoid basing your search parameters and hiring focus on the number of years of experience or education level. It’s a false-positive.

  • Suggest looking at the job relative to your team, determining what functions are being satisfied, and which ones need improvement, and focusing on talent that can bring value to those gaps. To truly determine what level someone is and can’t tell based on title or years, it’s helpful to look backward at their prior roles and credentials, it helps quantify where a person is today.

2. Years Don’t Mean Competence

  • Avoid only leveraging # of years of experience as a prereq for a role. More often than not, you’re ignoring talent that is more ideal, but those never make the pile. It’s doing a huge disservice to the business.

  • Suggest only leveraging years of experience as one of many smoke signals. There are plenty of other and often better quantifiable signals in determining a higher probability of proven ability for a role (eg. assessing career progression, prior team/company dynamic, major accomplishments within those environments, community involvement, and domain expertise) which does not always equate in a 1:1 ratio with # of years of experience.

3. Flexibility

  • Avoid sticking to tradition just because. If the organization is stuck in its old ways, there’s a strong chance of missing out on talent that is necessary to grow the company, especially with how competitive the hiring environment is in the new normal.

  • Suggest diving deeper into a candidate’s experience across all facets. If there’s a red flag, you can always ask questions.

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