Interview Guide for

Graphic Designer

This graphic designer interview guide provides a comprehensive framework for evaluating candidates' design skills, collaboration abilities, and creative thinking. Structured with behavioral questions, a portfolio review, and practical design exercises, this guide helps identify candidates who not only have technical design skills but also can effectively translate brand identity into compelling visual storytelling.

How to Use This Guide

Yardstick's interview orchestration makes hiring creative professionals more effective by focusing on demonstrated skills and behavioral competencies rather than just technical qualifications. Here's how to maximize this guide:

Customize for your needs - Modify this template based on your specific brand requirements and design team culture
Share with your team - Distribute to everyone involved in the hiring process to ensure consistent evaluation standards
Score independently - Have interviewers complete their assessments before discussing candidates to prevent groupthink
Use follow-up questions - Dive deeper into candidate responses to fully understand their process and thinking
Focus on portfolio work - Spend sufficient time reviewing actual design samples, as they're often more revealing than verbal answers alone

For more guidance on effective interviewing, check out our article on conducting job interviews and explore design-focused interview questions.

Job Description

Graphic Designer

About [Company]

[Company] is a [Industry] company committed to [Company Mission/Values]. We are a dynamic and growing team looking for a talented and passionate Graphic Designer to join us and contribute to our visual storytelling. Located in [Location], we offer a collaborative and innovative work environment.

The Role

As a Graphic Designer at [Company], you'll play a crucial role in shaping our visual identity and helping us communicate effectively with our audience. Your designs will appear across multiple platforms and touchpoints, making you an essential contributor to our marketing efforts and brand recognition. You'll have the opportunity to work on diverse projects while growing your skills alongside a collaborative, creative team.

Key Responsibilities

Create visually appealing designs for social media, website, print materials, and email marketing
Collaborate with the marketing team to understand project requirements and develop design concepts
Translate brand guidelines into compelling visuals that align with our identity
Select and manipulate images, typography, and colors to create engaging designs
Ensure all designs are optimized for various platforms and formats
Manage multiple projects simultaneously while meeting deadlines
Maintain an organized file system and archive design assets
Stay current with design trends, software, and best practices
Provide and receive constructive feedback on design projects
Occasionally assist with photo editing and video editing

What We're Looking For

Strong portfolio demonstrating versatility and creativity in design work
Proficient in Adobe Creative Suite (Photoshop, Illustrator, InDesign)
Solid understanding of design principles including typography, color theory, and layout
Excellent communication skills and ability to articulate design choices
Strong time management and organizational skills
Experience working in collaborative environments
Adaptable to feedback and changing priorities
Curious about emerging design trends and techniques
Bachelor's degree in Graphic Design, Visual Communication, or related field (or equivalent experience)
[Number]+ years of professional design experience
Experience with [Specific Design Software/Skills] is a plus

Why Join [Company]

At [Company], we value creativity, collaboration, and continuous learning. Our designers have the opportunity to work on meaningful projects that make an impact while developing their skills in a supportive environment.

Competitive salary range of [Pay Range]
Comprehensive benefits including health insurance, retirement plan, and paid time off
Professional development opportunities and design conference attendance
Creative workspace and latest design tools/software
Collaborative culture that values diverse perspectives and ideas

Hiring Process

We've designed our hiring process to be thorough yet efficient, allowing us to get to know you and your work while respecting your time. Here's what to expect:

Initial Screening Call: A 30-minute conversation with our recruiting team to discuss your background and interest in the role.
Portfolio Review & Design Exercise: You'll present selected work samples and complete a practical design exercise relevant to our needs.
Team & Culture Interview: Meet with potential teammates and stakeholders to discuss your design approach and how you'd fit with our collaborative culture.
Offer Stage: Qualified candidates will receive an offer with details on compensation and benefits.

Ideal Candidate Profile (Internal)

Role Overview

The Graphic Designer will be responsible for creating visually compelling content that maintains brand consistency while engaging our target audience across various channels. The ideal candidate combines technical design skills with creative problem-solving abilities and can effectively balance creative expression with business objectives. This role requires someone who can work both independently and collaboratively, adapting to feedback while managing multiple projects to deadline.

Essential Behavioral Competencies

Creativity & Visual Design Skills - Demonstrates original thinking and creates visually compelling designs that effectively communicate intended messages; shows mastery of design principles including color theory, typography, and composition.

Collaboration - Works effectively with marketing team members, stakeholders, and other departments; communicates design concepts clearly; incorporates feedback constructively to improve outcomes.

Time Management - Balances multiple projects simultaneously; prioritizes work effectively to meet deadlines; plans design work efficiently to maximize productivity.

Attention to Detail - Maintains consistency in brand elements; catches and corrects visual errors before final delivery; ensures high quality across all deliverables.

Adaptability - Responds positively to changing priorities; adjusts designs based on feedback; stays current with evolving trends and technologies in design.

Desired Outcomes

Create a cohesive visual identity across all marketing channels that strengthens brand recognition and engagement
Develop and maintain a streamlined system for organizing design assets that improves team efficiency by 15%
Reduce design turnaround time for routine marketing materials by 20% through template development and process improvements
Collaborate with marketing team to create campaigns that increase conversion rates by at least 10%
Implement design solutions that effectively communicate complex information through clear visual hierarchy and information design

Ideal Candidate Traits

Shows genuine passion for design evident through personal projects or continuing education
Demonstrates a problem-solving mindset when approaching design challenges
Has experience working in fast-paced environments with multiple stakeholders
Shows self-motivation and takes initiative to improve processes or suggest new ideas
Displays intellectual curiosity and eagerness to learn new techniques and tools
Balances creative expression with business objectives and user needs
Has experience with the full design process from concept to execution
Values constructive feedback and uses it to grow professionally
Understands the importance of data and user feedback in informing design decisions
Demonstrates effective verbal communication skills, particularly when explaining design choices

Screening Interview

Directions for the Interviewer

This initial screening interview aims to identify candidates with the right mix of technical skills, creative thinking, and collaborative spirit. Your goal is to assess whether they have the foundational abilities and mindset needed for this role. Watch for candidates who can clearly articulate their design process and show enthusiasm for solving visual communication challenges.

Use this time to evaluate both their verbal communication skills and their approach to design work. Strong candidates will be able to discuss their portfolio with clarity and purpose, explaining the problems they solved rather than just the visual elements they created. Look for signs they can take direction well while also bringing their own creative vision.

Keep the conversation flowing naturally, but ensure you cover all key areas. Allow 5-10 minutes at the end for the candidate to ask questions, as this often reveals their level of interest and preparation. Remember to take detailed notes to share during the debrief meeting.

Directions to Share with Candidate

During this 30-minute conversation, I'll be asking about your experience, design approach, and interest in this role. This helps us understand your background and how you might fit with our team. Please feel free to ask questions at the end of our discussion - I'm happy to tell you more about the role and our company. I'll be taking notes throughout our conversation.

Interview Questions

Tell me about your background as a designer and what types of projects you most enjoy working on. (Experience/Interests)

Areas to Cover

Educational background and professional journey
Types of design work that energize them
Industries or project types they gravitate toward
How they've developed their skills over time
What aspects of design they find most fulfilling

Possible Follow-up Questions

How has your design style or approach evolved over time?
What attracts you to those particular types of projects?
Can you describe a project that really challenged you creatively?
How do you stay current with design trends and technologies?

Walk me through your design process from receiving a brief to delivering the final product. (Process/Methodology)

Areas to Cover

Initial research and information gathering steps
How they develop concepts and iterations
Their approach to feedback and revisions
Tools and methods used for different stages
How they manage timelines and expectations

Possible Follow-up Questions

How do you prioritize competing requirements in a design brief?
What do you do when you feel creatively blocked on a project?
How do you handle situations where stakeholders have conflicting feedback?
What steps do you take to ensure your designs align with brand guidelines?

Describe a situation where you received critical feedback on your design. How did you handle it? (Adaptability)

Areas to Cover

Specific example of receiving challenging feedback
Initial reaction and thought process
Actions taken to address the feedback
Communication with the stakeholder
Lessons learned from the experience

Possible Follow-up Questions

What was the most valuable piece of design feedback you've ever received?
How do you distinguish between subjective opinions and valid critique?
What strategies do you use to maintain a positive attitude when facing criticism?
How do you incorporate feedback while maintaining the integrity of the design?

How do you manage multiple design projects with competing deadlines? (Time Management)

Areas to Cover

Specific tools or systems used for organization
Prioritization methodology
Communication with stakeholders about timelines
Strategies for maintaining quality under pressure
Experience handling unexpected timeline changes

Possible Follow-up Questions

What do you do when you realize you can't meet a deadline?
How do you balance speed with quality in your design work?
Can you share an example of a particularly challenging timeline you managed?
What techniques help you stay focused when switching between projects?

Tell me about a time when you had to collaborate with team members from other departments on a design project. (Collaboration)

Areas to Cover

Specific example of cross-functional collaboration
How they communicated design concepts to non-designers
Challenges faced and how they were overcome
Their role within the team dynamic
Outcome of the collaborative effort

Possible Follow-up Questions

How do you explain design decisions to people without design backgrounds?
What strategies have you found effective when collaborating with different personalities?
How do you incorporate input from multiple stakeholders while maintaining design integrity?
What's the most challenging collaborative project you've worked on, and why?

What design project are you most proud of and why? (Accomplishments/Values)

Areas to Cover

Specific project details and their contribution
What made this project stand out for them
Challenges overcome during the project
Impact of the design (metrics if available)
Personal or professional growth from the project

Possible Follow-up Questions

What specific elements of this project reflect your personal design style?
How did this project push your skills or knowledge forward?
If you could revisit this project now, would you change anything?
What feedback did you receive on this work?

Interview Scorecard

Visual Design Skills

0: Not Enough Information Gathered to Evaluate
1: Limited portfolio with basic design skills; little understanding of design principles
2: Shows competence in standard design tasks but lacks depth or originality
3: Demonstrates strong design fundamentals and creative execution across various projects
4: Exceptional portfolio showing mastery of design principles with unique, innovative approaches

Collaboration & Communication

0: Not Enough Information Gathered to Evaluate
1: Struggles to articulate design decisions; shows resistance to team input
2: Can explain design choices but may have difficulty incorporating diverse feedback
3: Clearly communicates design thinking and works effectively with different stakeholders
4: Exceptional communicator who thrives in collaborative environments and elevates team projects

Time Management & Organization

0: Not Enough Information Gathered to Evaluate
1: Shows poor planning; has difficulty managing multiple priorities
2: Can handle routine workloads but struggles when facing tight deadlines
3: Demonstrates effective prioritization and consistently delivers quality work on time
4: Exceptional project management with proven strategies for maximizing efficiency while maintaining quality

Adaptability & Growth Mindset

0: Not Enough Information Gathered to Evaluate
1: Resistant to feedback; inflexible when facing changes or new requirements
2: Accepts feedback but sometimes struggles to implement significant changes
3: Responds positively to feedback and demonstrates ability to pivot when needed
4: Actively seeks feedback; thrives in dynamic environments and continuously pursues improvement

Create a cohesive visual identity across all marketing channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited understanding of brand consistency across channels
2: Likely to Partially Achieve Goal - Can maintain basic brand elements but struggles with adaptation
3: Likely to Achieve Goal - Demonstrates ability to create consistent yet channel-appropriate designs
4: Likely to Exceed Goal - Shows exceptional understanding of unified brand expression across diverse platforms

Develop and maintain a streamlined system for organizing design assets

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows poor file management and organizational systems
2: Likely to Partially Achieve Goal - Has basic organizational skills but lacks systematic approach
3: Likely to Achieve Goal - Demonstrates methodical asset management and organization
4: Likely to Exceed Goal - Shows exceptional organizational systems that enhance team efficiency

Reduce design turnaround time for routine marketing materials

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Works slowly with little attention to efficiency
2: Likely to Partially Achieve Goal - Shows average speed but lacks optimization strategies
3: Likely to Achieve Goal - Demonstrates efficiency techniques and template development skills
4: Likely to Exceed Goal - Shows exceptional workflow optimization and process improvement

Collaborate with marketing team to create campaigns that increase conversion rates

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Focuses solely on aesthetics without business objectives
2: Likely to Partially Achieve Goal - Understands basic marketing principles but lacks conversion focus
3: Likely to Achieve Goal - Demonstrates ability to design with conversion goals in mind
4: Likely to Exceed Goal - Shows exceptional understanding of design's impact on business metrics

Implement design solutions that effectively communicate complex information

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Creates visually confusing or overly complex designs
2: Likely to Partially Achieve Goal - Can simplify obvious concepts but struggles with complexity
3: Likely to Achieve Goal - Demonstrates ability to create clear visual hierarchies and information design
4: Likely to Exceed Goal - Shows exceptional skill in making complex information intuitive through design

Hiring Recommendation Based on Screening

1: Strong No Hire - Does not meet minimum qualifications or shows poor fit
2: No Hire - Has some skills but significant gaps or concerns
3: Hire - Meets qualifications and shows potential to succeed in the role
4: Strong Hire - Exceeds qualifications and demonstrates exceptional potential

Portfolio Review & Design Exercise

Directions for the Interviewer

This interview combines a portfolio review with a practical design exercise to evaluate the candidate's actual design skills and creative process. The goal is to assess both their past work and how they approach a real-time challenge relevant to our needs.

For the portfolio review (30 minutes), ask them to walk you through 3-5 projects of their choice. Pay attention to both the quality of work and how they articulate their process, decisions, and results. Look for evidence of thoughtful problem-solving rather than just aesthetic choices.

For the design exercise (45 minutes), provide the candidate with the brief described below. This exercise assesses their ability to quickly understand requirements, conceptualize solutions, and execute under time constraints. The exercise isn't meant to produce completely polished work, but rather to demonstrate their thinking process and core design skills.

During this session, observe how they:

Approach understanding the requirements
Make design decisions and prioritize elements
Manage their time
Handle software tools
Explain their creative choices

Allow 15 minutes at the end for questions and answers. Take detailed notes to share in the debrief meeting.

Directions to Share with Candidate

This 90-minute session will have two parts:

First, I'd like you to walk me through 3-5 key projects from your portfolio (30 minutes). Please choose projects that showcase different skills and explain your process, including the challenge, your approach, and the results.

Then, I'll give you a design brief for a small exercise (45 minutes). This isn't about creating a perfect finished product but demonstrating how you approach a design challenge in real-time. We'll provide the necessary tools and materials.

We'll reserve 15 minutes at the end for questions. This session helps us understand your design thinking and skills in action.

Design Exercise Brief

Background: [Company] is launching a new [product/service] targeted at [target audience]. We need promotional graphics that will be used across social media, email, and our website.

Task: Create a concept for a social media graphic (1080 x 1080px) that introduces this new offering.

Requirements:

Use the provided brand colors, logo, and basic brand guidelines
Include a headline (feel free to draft one or use placeholder text)
Design should work for Instagram as the primary platform
Focus on communicating the main benefit of the product/service
Include space for a call-to-action

Time: You have 45 minutes to work on this. We're looking for your conceptual approach and design thinking more than a completely polished final product.

Tools: We'll provide access to [design software of choice] for this exercise. If you prefer to sketch or use other methods to present your concept, that's fine too.

Portfolio Review Questions

Please walk me through this project's evolution, from initial brief to final delivery.

Areas to Cover

The original client/stakeholder objectives
Initial concepts and exploration
Key pivots or direction changes during the process
Constraints they worked within (budget, time, brand requirements)
Final outcomes and any metrics of success

Possible Follow-up Questions

What was the most challenging aspect of this project?
How did you determine which design direction to pursue?
What feedback did you receive during the process?
If you could revisit this project now, what might you do differently?

How did you ensure this design would resonate with the intended audience?

Areas to Cover

Research conducted on target audience
How audience insights influenced design decisions
Testing or validation methods, if any
Balance between client requirements and audience needs
Specific design elements chosen to connect with audience

Possible Follow-up Questions

What specific audience insights had the biggest impact on your design?
How do you typically gather audience information if it's not provided?
Have you ever had to pivot a design based on audience feedback?
How do you balance artistic expression with audience preferences?

What technical or creative challenges did you face in this project, and how did you overcome them?

Areas to Cover

Specific technical or creative obstacles encountered
Problem-solving process and resources utilized
Collaboration with others to overcome challenges
Lessons learned from the experience
How these solutions informed later work

Possible Follow-up Questions

What resources do you typically turn to when facing a design challenge?
How do you decide when to persist with a challenging approach versus finding an alternative?
What's the most valuable technical skill you've developed through overcoming challenges?
How do you balance perfectionism with practical constraints?

Design Exercise Discussion Questions

Walk me through your thinking process for this exercise. How did you approach the brief?

Areas to Cover

Initial interpretation of the requirements
Conceptual exploration and decision-making
Prioritization of design elements
Time management during the exercise
Rationale behind the final concept

Possible Follow-up Questions

What alternative concepts did you consider before deciding on this direction?
How would you further develop this concept with more time?
What was your biggest priority while working on this task?
How would you adapt this design for different platforms?

How does your design communicate the main benefit of the product/service?

Areas to Cover

Visual hierarchy and emphasis
Connection between design elements and key message
Typography and image selection rationale
How the design supports brand positioning
Balancing information and visual appeal

Possible Follow-up Questions

How might you test whether this design effectively communicates its message?
What elements would you adjust if targeting a different audience segment?
How does this design align with current design trends in this industry?
What emotional response are you hoping to evoke with this design?

If you had more time, what would you refine or add to this design?

Areas to Cover

Self-critique and awareness of limitations
Prioritization of potential improvements
Additional concepts or iterations they'd explore
Technical refinements they'd make
Additional testing or feedback they'd seek

Possible Follow-up Questions

What specific feedback would be most valuable to you at this stage?
How would you adapt this concept for a full campaign across multiple touchpoints?
What elements would you test with the target audience?
How would you present this concept to stakeholders?

Interview Scorecard

Design Execution & Technical Skills

0: Not Enough Information Gathered to Evaluate
1: Shows limited technical proficiency; work lacks professional quality
2: Demonstrates basic technical skills but work is somewhat unrefined
3: Shows strong command of design tools with clean, professional execution
4: Exceptional technical mastery with sophisticated, polished design execution

Design Thinking & Problem Solving

0: Not Enough Information Gathered to Evaluate
1: Focuses on aesthetics without addressing underlying communication needs
2: Shows some strategic thinking but may miss deeper problem-solving opportunities
3: Demonstrates thoughtful consideration of business objectives and audience needs
4: Exceptional strategic approach with innovative solutions to communication challenges

Visual Storytelling & Communication

0: Not Enough Information Gathered to Evaluate
1: Designs lack clear visual hierarchy or compelling narrative
2: Creates adequate visual communication but may lack emotional impact
3: Effectively uses design elements to create clear, engaging visual stories
4: Exceptional ability to craft designs that powerfully communicate messages and evoke emotions

Creative Versatility

0: Not Enough Information Gathered to Evaluate
1: Portfolio shows limited range or reliance on similar approaches
2: Demonstrates competence across different projects but lacks distinctive style
3: Shows ability to adapt design approach to different brands and objectives
4: Exceptional versatility with unique approaches tailored to each project's specific needs

Create a cohesive visual identity across all marketing channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Portfolio shows inconsistent branding and fragmented approaches
2: Likely to Partially Achieve Goal - Can maintain visual consistency but lacks cross-channel strategy
3: Likely to Achieve Goal - Demonstrates ability to create unified yet platform-appropriate designs
4: Likely to Exceed Goal - Shows exceptional understanding of integrated visual systems across channels

Develop and maintain a streamlined system for organizing design assets

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows disorganized file management in exercise
2: Likely to Partially Achieve Goal - Basic organization but lacks systematic approach
3: Likely to Achieve Goal - Demonstrates methodical asset organization during exercise
4: Likely to Exceed Goal - Shows exceptional organizational systems that enhance workflow efficiency

Reduce design turnaround time for routine marketing materials

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Worked slowly with inefficient processes during exercise
2: Likely to Partially Achieve Goal - Completed exercise but without efficiency strategies
3: Likely to Achieve Goal - Showed efficient workflow and time management during exercise
4: Likely to Exceed Goal - Demonstrated exceptional efficiency with potential for template development

Collaborate with marketing team to create campaigns that increase conversion rates

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Focused solely on aesthetics without conversion considerations
2: Likely to Partially Achieve Goal - Considered basic marketing principles in design exercise
3: Likely to Achieve Goal - Created design with clear call-to-action and conversion focus
4: Likely to Exceed Goal - Demonstrated exceptional understanding of design's impact on conversion

Implement design solutions that effectively communicate complex information

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Created visually confusing or overly complex design
2: Likely to Partially Achieve Goal - Simplified information but with some clarity issues
3: Likely to Achieve Goal - Created clear visual hierarchy and effective information design
4: Likely to Exceed Goal - Showed exceptional skill in making information intuitive through design

Hiring Recommendation Based on Portfolio & Exercise

1: Strong No Hire - Work quality does not meet our standards
2: No Hire - Has basic skills but significant quality or approach concerns
3: Hire - Strong portfolio and exercise performance indicating success potential
4: Strong Hire - Exceptional portfolio and impressive exercise execution

Team & Culture Interview

Directions for the Interviewer

This interview focuses on assessing how well the candidate will collaborate with the team and fit within our company culture. Look beyond technical skills to evaluate their communication style, teamwork abilities, and alignment with our values. This interview helps determine if the candidate will thrive in our work environment.

As you conduct this interview, pay special attention to:

How they describe past team interactions and conflict resolution
Their approach to feedback (both giving and receiving)
Evidence of adaptability and growth mindset
Communication style and clarity of expression
Values alignment with our company culture

Remember, cultural fit doesn't mean finding someone identical to current team members but rather someone who brings both alignment with core values and healthy diversity of thought. Focus on behaviors and mindset rather than personality traits.

Allow 10-15 minutes at the end for the candidate to ask questions about our team and culture. Their questions often reveal what's important to them in a workplace.

Directions to Share with Candidate

In this interview, we want to learn more about how you work with others and your approach to design collaboration. We'll discuss your experiences working in teams, how you handle feedback, and your design philosophy. This helps us understand how you might fit with our team dynamics and company culture.

This conversation will be about 45-60 minutes, with time at the end for your questions about our team and work environment. Feel free to share specific examples from your experiences that highlight your collaborative approach.

Interview Questions

Tell me about a design project where collaboration was crucial to its success. What role did you play in the team? (Collaboration)

Areas to Cover

Specific project details and team composition
Their specific responsibilities and contributions
How they coordinated with team members
Challenges in the collaboration and how they were addressed
Impact of the collaboration on the final outcome

Possible Follow-up Questions

How did you ensure everyone's ideas were considered?
What strategies did you use to maintain effective communication?
How did you handle differences of opinion within the team?
What did you learn about yourself as a collaborator from this experience?

Describe a situation where you had to adapt your design approach based on unexpected constraints or changing requirements. (Adaptability)

Areas to Cover

The initial project scope and expectations
Nature of the changes or constraints that emerged
Their reaction to the changes
Actions taken to adapt the design approach
Final outcome and lessons learned

Possible Follow-up Questions

How did you maintain design quality despite the constraints?
What was the most challenging aspect of adapting your approach?
How did you communicate these changes to stakeholders?
What would you do differently if faced with a similar situation?

How do you balance creativity with the need to meet business objectives in your design work? (Business Acumen)

Areas to Cover

Their philosophy on business-focused design
Examples of balancing creative expression with practical requirements
How they measure success in design projects
Approach to understanding business context for design work
Experience collaborating with business stakeholders

Possible Follow-up Questions

Can you share an example where business needs significantly shaped your creative direction?
How do you advocate for creative ideas when facing business constraints?
What metrics do you consider when evaluating design effectiveness?
How do you educate non-designers about the business value of good design?

Tell me about a time when you received feedback that was difficult to hear. How did you respond? (Feedback Reception)

Areas to Cover

The specific feedback situation and context
Their initial reaction to the challenging feedback
Steps taken to process and address the feedback
Changes made based on the feedback
Long-term impact on their work or approach

Possible Follow-up Questions

What made this feedback particularly difficult to receive?
How has your approach to receiving feedback evolved over time?
What do you think makes feedback most valuable?
How do you distinguish between feedback to incorporate versus when to stand firm?

How do you stay current with design trends while developing your own unique style? (Growth Mindset)

Areas to Cover

Resources they use to stay informed about industry trends
Professional development activities they pursue
Their approach to balancing trend awareness with originality
Examples of how they've incorporated new techniques or trends
Their personal design philosophy and how it evolves

Possible Follow-up Questions

Which designers or sources currently inspire your work?
How do you decide which trends to adopt versus which to avoid?
How has your personal style evolved over your career?
What skills or techniques are you currently working to develop?

Describe how you would handle a situation where you strongly disagree with a creative direction requested by a stakeholder. (Conflict Resolution)

Areas to Cover

Their approach to understanding the stakeholder's perspective
Communication strategies they would employ
How they would advocate for their position
Willingness to compromise or find alternative solutions
Ultimate resolution priorities

Possible Follow-up Questions

How would you prepare for a conversation about creative differences?
What factors would influence your decision to push back versus comply?
How would you maintain a positive relationship throughout the disagreement?
Can you share a specific example of when you've navigated this type of situation?

Interview Scorecard

Team Collaboration

0: Not Enough Information Gathered to Evaluate
1: Shows difficulty working with others; prefers solo work or controlling projects
2: Can collaborate when required but may struggle with different personalities
3: Demonstrates effective teamwork with examples of successful collaboration
4: Exceptional collaborator who elevates team performance and builds strong relationships

Adaptability & Flexibility

0: Not Enough Information Gathered to Evaluate
1: Resistant to change; prefers strict adherence to initial plans
2: Accepts change but may struggle to adjust quickly or positively
3: Demonstrates ability to pivot effectively when faced with new circumstances
4: Thrives in changing environments; sees constraints as creative opportunities

Communication Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Unclear or ineffective communication; struggles to articulate ideas
2: Basic communication skills but may lack depth or persuasiveness
3: Communicates clearly and effectively with various stakeholders
4: Exceptional communicator who can translate complex ideas and inspire others

Feedback Orientation

0: Not Enough Information Gathered to Evaluate
1: Defensive about criticism; reluctant to provide honest feedback
2: Accepts feedback but may not fully implement or provide constructive criticism
3: Open to feedback and provides thoughtful critique to others
4: Actively seeks feedback for growth and excels at delivering constructive criticism

Cultural Values Alignment

0: Not Enough Information Gathered to Evaluate
1: Significant misalignment with core company values
2: Some alignment but potential friction points with team culture
3: Strong alignment with company values and team dynamics
4: Exceptional alignment plus potential to positively influence company culture

Create a cohesive visual identity across all marketing channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows little understanding of cross-channel consistency
2: Likely to Partially Achieve Goal - Understands consistency but lacks strategic thinking
3: Likely to Achieve Goal - Demonstrates ability to maintain brand cohesion across channels
4: Likely to Exceed Goal - Shows exceptional understanding of integrated brand systems

Develop and maintain a streamlined system for organizing design assets

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Describes disorganized work habits or processes
2: Likely to Partially Achieve Goal - Has basic organizational skills but lacks systematic approach
3: Likely to Achieve Goal - Demonstrates methodical asset management philosophy
4: Likely to Exceed Goal - Shows exceptional organizational systems that would enhance team efficiency

Reduce design turnaround time for routine marketing materials

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows inefficient work processes or perfectionism
2: Likely to Partially Achieve Goal - Has average efficiency but lacks optimization strategies
3: Likely to Achieve Goal - Demonstrates efficiency techniques and process improvement mindset
4: Likely to Exceed Goal - Shows exceptional workflow optimization and efficiency focus

Collaborate with marketing team to create campaigns that increase conversion rates

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows little interest in marketing objectives or metrics
2: Likely to Partially Achieve Goal - Understands marketing needs but lacks conversion focus
3: Likely to Achieve Goal - Demonstrates understanding of design's impact on business results
4: Likely to Exceed Goal - Shows exceptional marketing acumen and results orientation

Implement design solutions that effectively communicate complex information

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Prioritizes aesthetics over clarity and information hierarchy
2: Likely to Partially Achieve Goal - Creates visually appealing work but may sacrifice clarity
3: Likely to Achieve Goal - Demonstrates understanding of information design principles
4: Likely to Exceed Goal - Shows exceptional skill in making complex information accessible

Hiring Recommendation Based on Team & Culture Fit

1: Strong No Hire - Significant concerns about team fit or cultural alignment
2: No Hire - Some potential fit issues that could impact performance
3: Hire - Good alignment with team dynamics and company values
4: Strong Hire - Exceptional fit who would enhance team culture and collaboration

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.
Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.
The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.
Scores and interview notes are important data points but should not be the sole factor in making the final decision.
Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

What specific design skills or portfolio pieces stood out, either positively or negatively?

Guidance: Focus on concrete examples from their work rather than general impressions. Discuss both technical execution and creative thinking.

How well do you think the candidate would collaborate with our marketing team and other stakeholders?

Guidance: Consider examples from their interview responses that demonstrate their collaborative approach and communication style.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

When conducting reference checks for a Graphic Designer candidate, your goal is to validate information provided during interviews and gain deeper insights into their work style, skills, and past performance. These reference conversations provide valuable context that can help predict future success.

Prepare for each call by reviewing the candidate's resume and interview notes to identify specific areas to explore. Begin each call by explaining the role the candidate is being considered for and establishing rapport with the reference. Ask open-ended questions and listen carefully, paying attention to both what is said and what might be omitted.

For design roles specifically, focus on verifying technical skills, creative abilities, and collaboration style. Try to speak with both managers and peers or team members when possible, as they provide different perspectives. Document detailed notes from each conversation to share during the final hiring decision.

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the reference's relationship with the candidate to understand their perspective and how much weight to give their assessment. Note whether they were a direct supervisor, colleague, or client, and the recency and duration of their working relationship.

How would you describe [Candidate]'s design skills and creative abilities?

Guidance: Listen for specific examples rather than general praise. Strong references will mention particular projects or skills that demonstrate the candidate's capabilities. Ask for examples that illustrate their assessment.

Can you tell me about [Candidate]'s ability to meet deadlines and manage multiple projects?

Guidance: This question helps verify the candidate's time management skills. Listen for concrete examples of how they prioritized work and handled pressure. Note any concerns about missed deadlines or quality issues under time constraints.

How well did [Candidate] collaborate with team members and stakeholders from other departments?

Guidance: Design work rarely happens in isolation. The reference's response should provide insights into how effectively the candidate works with others, communicates design concepts, and incorporates feedback.

What kind of environment does [Candidate] thrive in? What type of management approach works best with them?

Guidance: This helps assess cultural fit and management needs. Listen for indications about work style preferences, independence level, and communication needs that might affect their success in your environment.

What would you say are [Candidate]'s greatest strengths and areas for development?

Guidance: Pay attention to whether the strengths align with your role requirements and whether the development areas would be problematic. Strong references will provide balanced feedback rather than only positive comments.

On a scale of 1-10, how likely would you be to hire [Candidate] again, and why?

Guidance: This direct question often elicits more candid feedback. Ask for specifics behind their rating, especially if it's not a 9 or 10. The "why" often reveals more than the number itself.

Reference Check Scorecard

Design Skills Verification

0: Not Enough Information Gathered to Evaluate
1: Reference indicated significant skill gaps or quality concerns
2: Reference suggested adequate but unremarkable design capabilities
3: Reference confirmed strong design skills with specific supporting examples
4: Reference highlighted exceptional design talents that exceeded expectations

Reliability & Time Management

0: Not Enough Information Gathered to Evaluate
1: Reference noted consistent issues with deadlines or responsiveness
2: Reference described occasional challenges with time management
3: Reference confirmed consistent reliability and effective time management
4: Reference emphasized exceptional dependability and efficiency

Collaboration & Communication

0: Not Enough Information Gathered to Evaluate
1: Reference identified significant interpersonal or communication concerns
2: Reference described adequate but sometimes challenging collaboration
3: Reference confirmed effective teamwork and clear communication
4: Reference highlighted outstanding collaborative abilities that enhanced team performance

Adaptability & Growth Mindset

0: Not Enough Information Gathered to Evaluate
1: Reference indicated resistance to feedback or change
2: Reference described basic willingness to adapt but some challenges
3: Reference confirmed positive response to feedback and changing requirements
4: Reference emphasized exceptional adaptability and continuous improvement

Create a cohesive visual identity across all marketing channels

0: Not Enough Information Gathered to Evaluate
1: Reference suggested limited understanding of cross-channel consistency
2: Reference described basic brand consistency but limited strategic thinking
3: Reference confirmed ability to maintain cohesive branding across channels
4: Reference highlighted exceptional integrated brand system development

Develop and maintain a streamlined system for organizing design assets

0: Not Enough Information Gathered to Evaluate
1: Reference noted disorganization or file management issues
2: Reference described adequate but unremarkable organizational skills
3: Reference confirmed methodical asset management approach
4: Reference emphasized exceptional organizational systems that enhanced team efficiency

Reduce design turnaround time for routine marketing materials

0: Not Enough Information Gathered to Evaluate
1: Reference indicated slow work pace or inefficient processes
2: Reference described average efficiency without notable optimization
3: Reference confirmed efficient workflow and process improvement initiatives
4: Reference highlighted exceptional efficiency innovations that accelerated production

Collaborate with marketing team to create campaigns that increase conversion rates

0: Not Enough Information Gathered to Evaluate
1: Reference suggested limited interest in or understanding of marketing results
2: Reference described basic marketing awareness without metrics focus
3: Reference confirmed understanding of design's impact on business results
4: Reference emphasized exceptional marketing acumen and results orientation

Implement design solutions that effectively communicate complex information

0: Not Enough Information Gathered to Evaluate
1: Reference noted challenges with information clarity or hierarchy
2: Reference described adequate visual communication with some limitations
3: Reference confirmed ability to create clear visual hierarchies and information design
4: Reference highlighted exceptional skill in making complex information intuitive through design

Frequently Asked Questions

How do I evaluate a designer's portfolio effectively?

Look beyond aesthetics to understand the thinking behind each project. Ask candidates to explain their process, including the problem they were solving, constraints they worked within, and metrics of success. Pay attention to consistency, attention to detail, and range of skills. A strong portfolio should demonstrate versatility while maintaining quality across different types of projects. For more guidance, see our article on conducting effective interviews.

What's the best way to assess technical skills versus creative thinking?

The portfolio review provides insights into past work, while the design exercise reveals how candidates approach problems in real-time. Technical skills are more easily measured through specific outputs, while creative thinking becomes evident in how candidates explore concepts, make unexpected connections, and articulate their rationale. Both are important, but prioritize the balance based on your specific needs - more technical production roles might weight software proficiency higher, while conceptual positions might emphasize ideation skills.

How can I assess if a designer will fit well within our existing team?

Look for evidence of collaboration, communication skills, and adaptability during the Team & Culture Interview. Ask about past experiences working with different personalities and how they've handled conflicting feedback. Listen for how they discuss previous colleagues and managers, as this often reveals their teamwork orientation. Remember that fit doesn't mean similarity - diverse perspectives strengthen design teams, so focus on values alignment rather than personality matching.

Should I prioritize specialized skills or versatility when hiring a graphic designer?

This depends on your specific needs. For smaller teams or companies without multiple designers, versatility is often more valuable as one person may need to handle various design tasks. For larger teams with specialized roles, deeper expertise in specific areas might take precedence. In either case, adaptability and learning agility should be weighted heavily, as design tools and trends evolve rapidly. Consider your current team composition and identify which specific capabilities would most complement existing strengths.

How can I evaluate a designer's understanding of our specific industry if they haven't worked in it before?

Focus on transferable skills and their research approach rather than specific industry experience. During interviews, ask how they've approached projects in unfamiliar domains previously. Strong candidates will demonstrate curiosity about your industry, ask thoughtful questions, and explain how they would get up to speed. The design exercise can reveal their ability to quickly grasp new concepts. Remember that fresh perspectives from other industries can often lead to innovative approaches within your field.