Use these questions to identify a candidate’s technical knowledge and abilities
Use these questions to determine how a candidate handled situations in the past
Use these questions to assess a candidate’s personal traits and cognitive skills
Why this matters:
Asking plenty of questions from the outset helps graphic designers do their best work, so all candidates should have a few go-to questions at their disposal. Without asking questions, there’s a strong chance that the graphic designer and stakeholders may be misaligned—resulting in wasted time and unsatisfied clients.
What to listen for:
- Strong answers may include asking about top indicators of success or inquiring how the client sees the design reflecting on their brand as a whole.
- Look for a commitment to driving success for their clients, not just making the work look nice.
Why this matters:
Graphic Designers use a variety of tools on a daily basis, and these will vary depending on the type of design they do. If the job has an animation aspect, for example, proficiency with tools like After Effects is essential. But at the bare minimum, all candidates should be familiar with and comfortable using standard programs—and willing to learn any new ones the role requires.
What to listen for:
- Candidates should indicate proficiency with standard design tools like Adobe Creative Cloud.
- Look for signs that they’re able to quickly familiarize themselves with new tools and updates to existing ones.
Why this matters:
Even the best graphic designers sometimes hit a creative wall. But qualified graphic designers don’t give up easily—they’re able to work through these difficulties, stave off procrastination, and persevere to bring unique ideas to the table. At the same time, they don’t want to spin their wheels, so they won’t stare endlessly at a blank screen if nothing is coming to them.
What to listen for:
- An ideal candidate will show self-awareness and an ability to recognize and account for their shortcomings.
- Strong answers may mention strategies like taking a walk to reset their creative energy or working on another project for a while.
Why this matters:
Scope fluctuations are a fairly common occurrence in a busy business environment, so graphic designers must be able to roll with the changes. While it’s important for these professionals to have a strong vision, they also have to keep their eye on the end goal, so they can’t be too overly protective of their original ideas.
What to listen for:
- A great response will show that the candidate is highly adaptable.
- If a candidate indicates that they were resistant or unwilling to compromise on their original vision, this could be a red flag.
Why this matters:
This question allows you to assess whether a candidate is able to effectively balance and prioritize work. There’s rarely a time when graphic designers are only focusing on one project or one client. Often, last-minute tasks and unexpected feedback need to be addressed urgently, so graphic designers must possess the ability to multitask and make rapid pivots as their workflow demands.
What to listen for:
- Look for answers that mention specific organizational techniques, like making lists, to help them stay on top of their project needs.
- Top answers will show that the candidate doesn’t easily drop balls, even when they’re very busy.
Why this matters:
Since design is so subjective, it’s not uncommon for a client to dislike a graphic designer’s work for no apparent reason. A strategic design professional knows when to push back to achieve the best results. Design concepts are often rooted in data and research, so being able to convey intentions and reasons clearly, respectfully, and concisely is an important aspect of the job.
What to listen for:
- Look for candidates who recognize the need for balance between the client’s vision and their own.
- Listen for evidence that they don’t take criticism personally but seek to understand the client’s concern and get to the root cause of their reaction.
Why this matters:
The design world is constantly evolving. There are always new design trends, like colors, fonts, and styles, as well as innovative software and tools to learn, so a continuous learner mindset is a huge plus. Candidates who will help drive your organization forward will have an avid interest in the design industry as a whole.
What to listen for:
- Look for candidates who are not only aware of the latest ideas in the field but are excited about the advancements.
- Listen for references to design organizations and events that they are actively involved in outside of their work, or publications they read.
Why this matters:
Not only will this question further illuminate the specifics of a candidate’s style, but it will also give you a taste of their personality, their background, and their passion. Understanding how the candidate ticks will help you determine whether they’ll be a good fit for your organization—and if they can bring a unique perspective.
What to listen for:
- Strong answers will thoughtfully elaborate on why the chosen artists have made such a big impression on the candidate.
- Candidates who struggle to think of any examples may lack passion for the field as a whole.
Why this matters:
This question allows you to screen for culture fit and teamwork. If the candidate has previously worked entirely independently and prefers it that way, they may not be the best fit for a highly collaborative team environment. And if they have worked in big teams in the past, how did they ensure quality with so many hands in the pot?
What to listen for:
- Listen for details indicating the candidate’s level of comfort with your team’s structure and working environment.
- A great answer may show that the candidate can be flexible, since the number of graphic designers they’re working with can shift depending on the project.
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