5 clichés about the senior profile in companies!

It is quite difficult to define a senior profile given the multiple definitions available. If we speak in terms of professional career, a senior is generally considered to be someone aged between 45 and 55. A senior is also someone who has a certain number of years of experience in a specific position or company. 

Despite their experience, they struggle to find a job and sometimes face real hiring discrimination. 

This week, Meet My Job debunks 5 clichés about senior profiles in the workplace!

1. »A senior costs the company more than a junior« 

This statement is based on the significant salary difference between a senior profile and a junior profile. However, this assertion is partial and misleading.

Indeed, a senior expects higher remuneration and benefits than a junior, but this difference is justified by multiple factors. Their professional experience, network, and accumulated skills bring substantial added value to the company!

Furthermore, a senior profile is a real asset because they may be capable of mentoring junior profiles and training them for various situations!

Finally, given the difficulties senior profiles face in finding a new job, they are there to stay and last. A junior profile is more likely to change companies after a few years.

Over the long term, therefore, a senior profile is more cost-effective than a junior profile.

2. « A senior is resistant to change! »

Granted, it is sometimes intimidating for a manager to handle a profile with more professional experience than themselves. There is always the unfounded fear of potential generational conflict. That is why managers must have confidence in themselves and their ability to manage diverse profiles.