If you can't define how to hire for a senior developer, it is probably because you can't define the job of a senior developer. I know this is pretty much stated in the article, but the greater implication seems to be missed. Senior developers are those that bring definition to the undefined.
I believe you don't hire people for jobs they've done, you hire people to do a job, and you ultimately fire people for not doing their jobs. What they did in the past might have zero bearing on what the person is capable of doing. A resume only tells you how good they are at writing resumes (especially if you don't follow up and confirm it, and who has time for that?)
Admit that the criteria is undefined, and stop trying to have control where there is none. Put people on the job without interviewing then [0]. Fire them if they prove they can't do their job. But I think it is much more likely that you will find yourself surprised by a person stepping up to the challenge presented to them.
The job doesn't care how you found the candidate to do it. You don't really have any control, anyway. So quit wasting time (and money) on the process.
[0] at least, not in this way. I prescreen candidates for general intelligence and social graces. We do not hire people who think it's ok to tell racist jokes at parties. Unfortunately, this is a recurring issue.
> Fire them if they prove they can't do their job.
What kind of timescale would you consider reasonable for this?
Because the cost of changing jobs once you have a family means anything less than 3 months is pretty unethical. Unless you tell them up front, but that's just probation, which means good luck hiring anyone.
I do not agree that it is unethical to fire someone before three months, but it's not been an issue, I've neither had to do it that early. I do think it's more unethical to keep a person in a position for which they are not suited, though, regarding your responsibilities towards the company, to the worker in question, and to their co-workers.
I am up front about the process and the possibility it could end very early. I typically suggest to them that they start at 10hrs/wk while at their current job to see if they like the work. I've not found it difficult to hire people in this way.
I believe you don't hire people for jobs they've done, you hire people to do a job, and you ultimately fire people for not doing their jobs. What they did in the past might have zero bearing on what the person is capable of doing. A resume only tells you how good they are at writing resumes (especially if you don't follow up and confirm it, and who has time for that?)
Admit that the criteria is undefined, and stop trying to have control where there is none. Put people on the job without interviewing then [0]. Fire them if they prove they can't do their job. But I think it is much more likely that you will find yourself surprised by a person stepping up to the challenge presented to them.
The job doesn't care how you found the candidate to do it. You don't really have any control, anyway. So quit wasting time (and money) on the process.
[0] at least, not in this way. I prescreen candidates for general intelligence and social graces. We do not hire people who think it's ok to tell racist jokes at parties. Unfortunately, this is a recurring issue.