There are three parts to this problem. First is that you need to be able to attract/find good people. The second is that you need to be able to find the right

There are three parts to this problem. First is that you need to be able to attract/find good people. The second is that you need to be able to find the right cues in the resume (or otherwise make a determination who to interview, e.g. screens, references/recommendations). The third is you need to actually be able to tell good people apart from the others (and have a realistic definition of good). If everyone applying can't program then no amount of resume analysis or interviewing will yield a good candidate. So if that's your problem you need to address it. It's also quite likely you are rejecting good people. Possibly even great people. Some hiring processes have people jump through ridiculous hoops that have nothing to do with their potential to do great work in the actual role they're hired for. I've never worked for a company that doesn't say it hires the "best" people. Guess what, most people are average. That's true in Google, in Amazon, in Apple, in Microsoft etc. etc. The 100's of thousands of developers working there all lie on a nice Gaussian with some minor offsets. In all these companies there's like 20% of the people at the most who do the really hard bits and the others are worker bees/supportive roles.