Still haven't found your Senior? Maybe it's Time to take a Different Approach…
Reading time: 6 minutes
In today’s job market, finding experienced professionals can feel nearly impossible. Companies spend months, sometimes even years, searching for that unicorn-like senior candidate who ticks off all the boxes. But what if the key to success isn’t just about chasing those highly experienced candidates? What if there’s another, less obvious approach that could create even better results over time?
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The struggle is real: Why finding seniors is tough
Let’s face it: the job market is tight, especially for experienced professionals. Companies everywhere are struggling to fill roles that demand both technical and social skills, and the time it takes to hire is only getting longer. Not because recruiters aren’t trying hard enough - there’s just not enough top-tier talent to go around.
On top of that, the cost of hiring plays a big factor. According to the Society for Human Resource Management (SHRM), the average cost of hiring a team member is nearly $4,700. This makes it clear that optimizing the time, money, and effort spent on recruitment and retention is critical.1
And to add to that challenge: While you’re busy hunting for that perfect senior, your projects might stall and your team will be overworked. And now you’re left wondering if you’ll ever find “the one”.
This is a common story. But it doesn’t have to be yours.
Why hiring juniors could be the game-changer you need
Before deciding you need a senior for the role, take a moment to ask yourself: how important is that extra experience, really? Sometimes, like in highly specialized roles, it’s a must. But other times, it might just be a "nice-to-have". In those cases, skills gaps can be filled through other things - like training or mentorship. So, it’s worth thinking about whether hiring a junior could actually be the better move… Here’s why:
1. Juniors are a long-term play
It’s tempting to focus on hiring Seniors because they come with experience and (hopefully) fewer learning curves. But don’t forget that every senior was once a junior. So, by investing in juniors now, you’re not “just filling a position” - you’re actually creating future leaders who’ll know your business inside and out!
More importantly, juniors bring fresh ideas, enthusiasm, and the latest skills from their studies or early work experiences. While they may need some initial guidance, this gives you the unique opportunity to shape them according to your company’s way of working and vision. This is unlike more experienced professionals - who may be a lot more set in their ways of working and thinking.
2. Visibility boosts your brand
When you make it known that you’re open to hiring juniors, it does more than just fill a position - it strengthens your employer brand. It sends a strong message to the world: your company is forward-thinking and committed to developing talent. This kind of transparency doesn’t go unnoticed: candidates are doing their homework on you too. In fact, 75% of job seekers consider a company’s brand before applying!2
Having a strong, modern employer brand signals that your company is innovative, supportive of growth, and committed to nurturing talent. This in turn not only attracts top candidates but also positions your company as a desirable place to work, helping you build a future-focused team that drives long-term success. How can you say no to that?
3. Experience isn’t just about years
We often talk about candidate’s experiences in terms of years. But as life has taught us many times before: not all experience is created equal. One candidate might have five years of doing the same thing over and over, while another might have three years of intense and varied work that’s packed with lots of learning curves.
Okay yes, juniors usually don’t have a decade of work experience, but they often have a lot more to offer than you’d expect. They’re adaptable, quick learners, and often bring a fresh perspective that can shake up your team in a good way.
For example, a junior developer might have recently completed a bootcamp where they learned the latest technologies and are excited to actually apply them. Or think of a junior marketer who might not have years of experience in the office - but has created their own Instagram following of 10k+ with lots of engagement!
So, before you dismiss someone because they don’t have a ton of experience, take a closer look at what they’ve actually done outside the traditional work boxes.
Plant the seeds for future success
Hiring juniors isn’t just about filling a role today. It’s about building the future of your company. So, what are you waiting for? Use Magnet.me to broaden your talent pool and increase your chances of finding the right fit - whether it’s fresh graduates eager to grow or candidates with 3-5 years of experience looking for new challenges.
Find yourself still set on hiring a senior? You can find them on Magnet.me too! Whether it’s juniors or seniors, the talent you need is just a click away.
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