[DowagerDave]

IME: 1. build a co-op/intern program and hire out of that exclusively for junior. It's like an extended, two-way interview or try before you buy for both sides.

2. screen for passion and general technical competency above all else. You're going to make arbitrary decisions & restrictions (ex: we're only hiring from these 3 schools) which is fine, then work within those constraints. Ask about favorite classes (and why), what they've done lately or are excited about, side projects, OS contributions, building/reading/playing. The best intern I've hired lately answered some high-level questions about performance by building a simple PoC to demo some of their ideas, with React - a technology they didn't know but that we use.

3. recognize some things on the hiring side that from the hunting side don't make sense or are really annoying: you're playing a numbers game, hiring is a funnel, it's better to miss a great hire than go with a poor candidate (i.e. very risk averse), most hiring companies are at the mercy of the market; they hire poorer candidates and pay more, then get very picky and pay less. In a tight market you can't do much internally to stand out, and when lots of people are looking you don't have to.