You’re trying to hire highly talented individuals to bring your dreams to reality. You’re trying to set up some kind of process so that you won’t spend a de-motivational amount of time sifting through resumes full of typos, doing preliminary technical interviews with folks who can’t FizzBuzz their way out of a paper bag, and pulling your hair out.
While you’re setting up your forms and tests and screens, it’s worth considering what kind of hiring company you want to be. Once potential employees get to the interview stage, you can be as selective as you want, but what I’m talking about here is the process leading up to that final interview. You have 2 options.
Option One: Make your process hard so that only people who want to be there will make it through the process. The only ones you’ll actually have to deal with are the ones who are thrilled to be there and willing to go through the gauntlet to get to you.
Option Two: Make your process straightforward and easy so you don’t turn off those really talented people who won’t bother to apply if the process looks arduous (e.g. passive job seekers). You’ll end up with a lot more folks at the interview stage, and some of them might be extraordinary talent.
There’s not a right answer, of course. The point is that you’re better off making an intentional choice than haphazardly falling into one bucket or the other. Think about it.