Entretiens Techniques | GitScrum
Gérez processus entretiens techniques avec GitScrum. Suivez candidats, coordonnez interviewers et améliorez efficacité. -40% temps recrutement.
5 min de lecture
How to use GitScrum for technical interviews?
Manage technical interviews in GitScrum with candidate tasks, interview pipeline columns, and feedback documentation in NoteVault. Coordinate interviewer availability, track evaluation criteria. Structured interview processes reduce hiring time by 40% [Source: Technical Recruiting Research 2024].
Interview workflow:
Screen - Initial review Phone - Phone screen Technical - Coding interview System design - Architecture Culture - Team fit Offer - Decision Close - Acceptance
Interview labels
| Label | Purpose |
|---|
| role-senior | Senior role |
| role-mid | Mid-level |
| role-junior | Junior role |
| stage-phone | Phone screen |
| stage-technical | Technical round |
| stage-onsite | On-site/final |
| strong-hire | Recommendation |
| no-hire | Not recommended |
Interview columns
| Column | Purpose |
|---|
| Applied | New candidates |
| Screening | Resume review |
| Phone Screen | Initial call |
| Technical | Coding interview |
| Final Round | System design/culture |
| Offer | Decision pending |
| Hired | Accepted |
| Rejected | Not proceeding |
NoteVault interview docs
| Document | Content |
|---|
| Interview guide | How we interview |
| Evaluation criteria | What we assess |
| Question bank | Interview questions |
| Feedback template | How to give feedback |
| Debrief guide | How to decide |
Candidate task template
## Candidate: [name]
### Role
- Position: [title]
- Level: [senior/mid/junior]
- Team: [team name]
### Pipeline
- Applied: [date]
- Current stage: [stage]
### Interviews
| Stage | Interviewer | Date | Result |
|-------|-------------|------|--------|
| Phone | @name | [date] | [result] |
| Technical | @name | [date] | [result] |
| Final | @name | [date] | [result] |
### Evaluation Summary
- Technical: [1-5]
- Communication: [1-5]
- Culture fit: [1-5]
### Decision
[ ] Strong Hire
[ ] Hire
[ ] No Hire
### Notes
[Key observations]
Evaluation criteria
| Criteria | What to Assess |
|---|
| Technical skills | Coding, problem solving |
| System design | Architecture thinking |
| Communication | Explaining thought process |
| Collaboration | Working with interviewer |
| Culture fit | Team alignment |
Feedback template
## Interview Feedback
### Candidate: [name]
### Stage: [which round]
### Interviewer: [@name]
### Date: [date]
### Assessment (1-5)
- Technical skill: [score]
- Problem solving: [score]
- Communication: [score]
### Observations
**Strengths:**
- [strength 1]
- [strength 2]
**Areas of concern:**
- [concern 1]
### Recommendation
[ ] Strong Hire
[ ] Hire
[ ] Lean No
[ ] Strong No
### Notes for debrief
[Key discussion points]
Interviewer coordination
| Activity | Method |
|---|
| Schedule | Task assignment |
| Prep | Shared question bank |
| Conduct | Independent evaluation |
| Feedback | NoteVault within 24h |
| Debrief | Decision meeting |
Avoiding bias
| Practice | Implementation |
|---|
| Structured interviews | Same questions |
| Independent evaluation | Before debrief |
| Diverse panel | Multiple perspectives |
| Criteria-based | Objective measures |
Pipeline metrics
| Metric | Track |
|---|
| Time in stage | Hours/days |
| Pass rate | % per stage |
| Offer acceptance | % accepted |
| Time to hire | Total process |
Common hiring issues
| Issue | Solution |
|---|
| Slow process | Track time in stage |
| Inconsistent evaluation | Standardized criteria |
| Interviewer availability | Rotation schedule |
| Candidate drop-off | Quick responses |
Debrief structure
| Step | Action |
|---|
| Read feedback | Before meeting |
| Discuss | Share observations |
| Decide | Collective decision |
| Document | Record rationale |
| Communicate | Inform candidate |
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