Recruitment procedure Ape's four-point coup

The recruiter program does not worry, there is a "Silicon Valley programming Competition Prince", said Vivek Ravisankar on the company how to recruit the right programmer to give four suggestions.

The biggest headache for companies, whether in startups or multinationals, is recruiting programmers. Even if some companies spend a lot of time, energy or money, they may not be able to find the right person. Recruiting programmers is still difficult because it involves a lot of things, such as cultural backgrounds, professional qualities, and the skills of programmers themselves.
The software industry is now engulfing the world, and how to recruit the right programmer becomes a priority. Vivek Ravisankar, the co-founder of the famous incubator company Y Combinator and the "Prince of Programming competition" in Silicon Valley, gave the following four tips on how to better recruit the right programmers:

don't deny a programmer because your resume is not outstanding
The common mistake that recruiters make is to rely too much on the interviewer's resume. Don't get me wrong. The resume is a presentation of the interviewer's past work experience, which allows the recruiter to understand the basic situation of his past work, such as professional ethics, professional skills, etc. But most recruiters focus on only two of the candidates ' resumes, namely whether they graduate from a prestigious university or have work experience in a large company.
In fact, this method has a big flaw, perhaps for some reason, the interviewer did not get into the brand-name school to study, but he may use all the time to study programming. Just like an uncut diamond, don't deny a person because your resume is not outstanding, maybe he has the programming skills you need.

do not ask some strange face questions.
Programming is a science, not an art. Some recruiters, do not know whether intentionally or unintentionally, in order to show their own level, like to ask candidates some difficult questions. These problems may be a trap, and if the candidate accidentally falls into the hole, he will be directly pass away.
Each company has different values, recruitment processes and corporate culture. In the recruitment, the recruiter should have a measure of the standard, in the end what kind of programmer is the company needs. And many companies always like to make difficult candidates, some strange problems, in fact, this is not a good way. It is absolutely true that candidates are prepared for the interview in advance, stating that the candidate is interested in the company and attaches importance to the position. Therefore, do not use some strange questions to make the candidates difficult.

Streamline the recruiting process with data
Streamlining the workflow is usually done through data, as is the case with corporate recruiting. If you don't use data analysis, how do you objectively evaluate an applicant. It is important to know how to improve recruitment efficiency to select the most suitable candidates if they are not aware of their previous accomplishments.
Straightforward: Job fairs generate a lot of useful data, recruiters should quantify the candidate's programming skills, and candidates should do the same thing. Most recruiters are developers, and even if you're a good developer, it's not necessarily a good recruiter. Do not use intuition to determine whether a candidate is qualified for the company's work, but to use the data to speak.

attracting programmers within the company
    Previous recruitment is a simple assessment of each other, but this form of recruitment has not adapted to the current market demand, the key to recruitment is to use the company's intrinsic to attract programmers. For example, you want to buy a product before you, is because of their own needs, attracted by the ads, friends recommend, or be attracted by the product itself. The same approach can be used in recruiting, where programmers are interested in the company because they have heard from friends about some of the company's major events or are attracted by the company's own business.
    Now, many companies have started a contest to attract thousands of programmers to take on the challenge. For example, the company stripe recently held a security competition that attracted 16,000 security enthusiasts, and the US Netflix challenge attracted nearly 100,000 programmers. In some cases, developers are even willing to accept some of the challenges for free, and in the process they will have their own views and opinions until they are fully attracted to the company.