Interview Guide for

Senior Brand Designer

This comprehensive interview guide is designed to help you effectively evaluate candidates for the Senior Brand Designer role. It provides a structured approach with targeted questions, evaluation criteria, and best practices to assess candidates' skills, experience, and cultural fit.

The guide includes:

A screening interview to quickly assess initial fit
A work sample exercise to evaluate practical design skills
In-depth behavioral interviews to assess key competencies
Scorecards to objectively evaluate candidates across critical criteria

By following this guide, you'll be able to consistently and thoroughly assess Senior Brand Designer candidates to identify top talent for your organization.

How to Use This Guide

Review the full guide before beginning the interview process to familiarize yourself with the structure and questions.
Use the screening interview to efficiently evaluate initial fit before proceeding to more in-depth interviews.
Conduct the work sample exercise to assess the candidate's practical design skills and approach.
Use the behavioral interviews to dive deep into the candidate's past experiences and assess key competencies.
Complete the provided scorecards after each interview stage to objectively evaluate candidates.
Compare scorecard results across candidates to inform your final hiring decision.
Customize questions as needed, while maintaining consistency across candidates. For additional Senior Brand Designer interview question ideas, check out this resource.
Prepare for interviews by reviewing the guidance provided for each question.
Take thorough notes during interviews to support your evaluations.
Debrief with other interviewers to compare insights and align on next steps.

Following these steps will help ensure a thorough, fair, and effective interview process to identify the best Senior Brand Designer for your team.

Job Description

🎨 Senior Brand Designer

🏢 About [Company]

[Insert 2-3 sentences about company mission and culture]

🚀 Role Overview

We're seeking a talented Senior Brand Designer to lead and execute design projects that define and elevate our visual identity and brand. This role is crucial in shaping how [Company] is perceived across all touch points. As part of the design team, you'll create exceptional brand experiences for our customers and users.

💼 Key Responsibilities

Lead the creation and evolution of our brand identity
Create beautiful and intuitive designs for marketing, product, and internal initiatives
Craft design assets across web, print, and presentation
Manage multiple design projects to ensure timely delivery
Experiment with new design tools to enhance the brand's visual appeal
Help create and develop scalable design processes

🌟 What Success Looks Like

Consistently delivering high-quality design work that aligns with and elevates the brand
Successfully managing multiple projects and meeting deadlines
Receiving positive feedback from stakeholders on design work
Implementing innovative design solutions that improve brand perception
Contributing to the growth and efficiency of the design team

📋 Qualifications

Required

Proven track record in brand design, with a strong portfolio showcasing complex problem-solving
Expert level skills in design tools (e.g., Figma, Sketch, Adobe Creative Suite)
Strong understanding of typography, color theory, and visual composition
Excellent communication and collaboration skills
Experience with website design, UI/UX, presentation design, print design, and event design
Ability to thrive in a fast-paced environment
Passion for ideation, iteration, and attention to detail

Nice to Have

Experience with AI design techniques (e.g., Stable Diffusion, prompt engineering)
Advanced motion/3D skills
Photography and video editing skills
Experience in the machine learning or computer hardware industry

📍 Location

[Location details]

💰 Compensation

[Salary range and benefits information]

Ideal Candidate Profile (Internal)

Role Overview

This position requires a versatile designer who can lead brand initiatives while also executing hands-on design work. The ideal candidate should be able to balance creative vision with practical implementation and work effectively with cross-functional teams.

Essential Behavioral Competencies

Creative Problem-Solving
Strategic Thinking
Collaborative Leadership
Adaptability
Attention to Detail

Example Goals for Role

Lead a comprehensive brand refresh within the first 6 months
Increase brand consistency across all touchpoints by 50% within the first year
Implement 2-3 new design processes that improve team efficiency by 25%
Achieve 90% satisfaction rate from internal stakeholders on design projects

Ideal Candidate Profile

Demonstrated ability to lead brand design initiatives from concept to execution
Strong portfolio showcasing versatility across digital and print mediums
Experience working in fast-paced, technology-driven environments
Ability to articulate design decisions and provide constructive feedback
Passion for staying current with design trends and technologies
Located in or willing to relocate to [location]
Cultural fit: [Company-specific traits or values]

‍

Screening Interview

Directions for the Interviewer

This initial screening is crucial to quickly assess if a candidate should move forward. Focus on work eligibility, cultural fit, performance history, and key skills. Getting details on past performance early is essential. Ask all candidates the same questions to ensure fair comparisons.

Directions to Share with Candidate

"I'll be asking you some initial questions about your background and experience to determine fit for our Senior Brand Designer role. Please provide concise but thorough answers. Do you have any questions before we begin?"

Interview Questions

Are you legally authorized to work in [country] without sponsorship?

Guidance for Interviewer:Areas to Cover:

Confirm work eligibility status
Any visa or work permit requirements

Possible Follow-up Questions:

When does your current work authorization expire?
Are there any restrictions on your ability to work?

Tell me about your most recent brand design project. What was your role, and what was the outcome?

Guidance for Interviewer:Areas to Cover:

Scope of project
Candidate's specific responsibilities
Project impact and results

Possible Follow-up Questions:

How did you measure the success of this project?
What challenges did you face, and how did you overcome them?
How did this project align with or elevate the overall brand strategy?

What interests you most about this Senior Brand Designer role at our company?

Guidance for Interviewer:Areas to Cover:

Knowledge of company/industry
Alignment with role expectations
Career motivations

Possible Follow-up Questions:

What do you know about our company's brand and target market?
How does this role fit into your long-term career goals?
What excites you most about leading brand design initiatives?

Walk me through your design process for a complex branding project.

Guidance for Interviewer:Areas to Cover:

Research and discovery phase
Ideation and concept development
Collaboration with stakeholders
Iteration and refinement
Implementation and guidelines

Possible Follow-up Questions:

How do you typically gather insights to inform your design decisions?
How do you handle conflicting feedback from stakeholders?
How do you ensure brand consistency across different mediums?

Tell me about your biggest brand design achievement in the past year.

Guidance for Interviewer:Areas to Cover:

Project scope and impact
Innovative approaches used
Measurable results

Possible Follow-up Questions:

How did this achievement contribute to the overall business goals?
What specific strategies led to your success?
How did you celebrate this achievement with your team?

How do you stay current with design trends and continuously improve your skills?

Guidance for Interviewer:Areas to Cover:

Learning agility
Self-motivation
Industry knowledge

Possible Follow-up Questions:

What design resources or communities do you find most valuable?
Have you attended any recent design conferences or workshops?
How do you apply new learnings to your design approach?

What questions do you have about the role or our company?

Guidance for Interviewer:Areas to Cover:

Depth of candidate research
Genuine interest in role
Thoughtfulness of questions

Possible Follow-up Questions:

What excites you most about potentially joining our team?
Is there anything that gives you hesitation about the role?

Interview Scorecard

Work Eligibility

0: Not Enough Information Gathered to Evaluate
1: Not eligible to work without sponsorship
2: Eligible with significant restrictions
3: Eligible with minor restrictions
4: Fully eligible without restrictions

Relevant Brand Design Experience

0: Not Enough Information Gathered to Evaluate
1: No relevant brand design experience
2: Some brand design experience but lacks depth
3: Solid brand design experience aligned with role requirements
4: Extensive, highly relevant brand design experience exceeding role requirements

Design Process Knowledge

0: Not Enough Information Gathered to Evaluate
1: Unable to articulate a coherent design process
2: Basic understanding of design process
3: Clear, structured approach to complex design projects
4: Highly sophisticated, strategic design methodology

Achievement History

0: Not Enough Information Gathered to Evaluate
1: No significant achievements mentioned
2: Some achievements, but limited impact
3: Clear achievements with measurable impact
4: Exceptional achievements with significant business impact

Cultural Fit

0: Not Enough Information Gathered to Evaluate
1: Poor alignment with company values and culture
2: Some misalignment with company values and culture
3: Good alignment with company values and culture
4: Excellent alignment and enthusiasm for company culture

Learning Agility

0: Not Enough Information Gathered to Evaluate
1: No evidence of continuous learning
2: Some effort towards skill development
3: Consistent focus on improvement and industry knowledge
4: Passionate self-learner with innovative approaches to development

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Work Sample: Brand Refresh Concept

Directions for the Interviewer

This work sample assesses the candidate's ability to conceptualize and present a brand refresh. Provide the candidate with background information on a fictional company needing a brand refresh. Evaluate their research approach, creative thinking, design skills, and presentation abilities.

Best practices:

Give the candidate 48-72 hours to prepare before the presentation
Limit the presentation to 20-30 minutes, with 15 minutes for Q&A
Take notes on specific design choices and rationale
Provide a brief opportunity for the candidate to self-reflect after the exercise

Directions to Share with Candidate

"For this exercise, you'll create a brand refresh concept for a fictional company. We'll provide you with background information on the company and its current branding challenges. You'll have 48 hours to prepare a presentation showcasing your brand refresh concept. Your presentation should include your research approach, mood boards, logo concepts, and examples of the refreshed brand applied to key touchpoints. The presentation should last about 20 minutes, followed by 15 minutes of Q&A. Do you have any questions?"

Provide the candidate with:

Brief overview of the fictional company
Current brand assets and guidelines
Key challenges the company is facing
Any other relevant background information

Interview Scorecard

Research and Strategy

0: Not Enough Information Gathered to Evaluate
1: Little to no research evident, strategy unclear
2: Basic research conducted, strategy somewhat aligned
3: Thorough research, clear strategy aligned with company goals
4: Exceptional research depth, innovative strategy perfectly aligned with company vision

Creativity and Innovation

0: Not Enough Information Gathered to Evaluate
1: Concepts lack originality, minimal improvement over current brand
2: Some creative elements, but overall concept feels safe
3: Fresh, creative concepts that effectively elevate the brand
4: Highly innovative concepts that push boundaries while maintaining brand essence

Design Execution

0: Not Enough Information Gathered to Evaluate
1: Poor execution, inconsistent design elements
2: Adequate execution, some inconsistencies
3: Well-executed designs with consistent brand elements
4: Flawless execution with exceptional attention to detail

Brand Consistency

0: Not Enough Information Gathered to Evaluate
1: Inconsistent application across touchpoints
2: Mostly consistent, but some discrepancies
3: Consistent application with clear brand guidelines
4: Perfectly consistent with innovative yet cohesive applications

Presentation Skills

0: Not Enough Information Gathered to Evaluate
1: Poor communication, unable to articulate design decisions
2: Adequate presentation, some difficulty explaining choices
3: Clear, articulate presentation with well-reasoned explanations
4: Exceptional presentation skills, compelling rationale for all decisions

Goal: Lead a comprehensive brand refresh within the first 6 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Increase brand consistency across all touchpoints by 50% within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Implement 2-3 new design processes that improve team efficiency by 25%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Achieve 90% satisfaction rate from internal stakeholders on design projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Hiring Manager Interview

Directions for the Interviewer

This interview focuses on the candidate's relevant work history and performance. Ask the following questions for each relevant previous role, adapting as needed for time and the number of relevant roles. Ask all questions on the most recent or most relevant role. Probe for specific examples and quantifiable results. Pay attention to the progression of responsibilities and achievements across roles.

Directions to Share with Candidate

"I'd like to discuss your relevant work experience in more detail. We'll go through each of your previous roles, focusing on your responsibilities, achievements, and lessons learned. Please provide specific examples and metrics where possible."

Interview Questions

What were your main responsibilities in this role?

Guidance for Interviewer:Areas to Cover:

Scope of role
Types of projects managed
Team structure and interactions

Possible Follow-up Questions:

How did your responsibilities evolve over time?
What was the most challenging aspect of the role?
How did this role prepare you for your next career step?

What were your key performance metrics and how did you perform against them?

Guidance for Interviewer:Areas to Cover:

Specific targets and goals
Performance relative to peers
Consistency of achievement

Possible Follow-up Questions:

What strategies did you use to consistently meet/exceed your targets?
How did you recover from any periods of underperformance?
What tools or resources were most helpful in tracking and improving your performance?

Tell me about your most significant brand design achievement in this role.

Guidance for Interviewer:Areas to Cover:

Project scope and impact
Stakeholders involved
Unique challenges overcome

Possible Follow-up Questions:

What was your specific role in this project?
How did you navigate any obstacles or competing priorities?
What lessons from this achievement have you applied to subsequent projects?

Describe a time when a design project didn't meet expectations. What happened and what did you learn?

Guidance for Interviewer:Areas to Cover:

Ability to self-reflect
Lessons learned and applied
Resilience and adaptability

Possible Follow-up Questions:

How did you handle the disappointment personally and with your team?
What specific changes did you make to your approach after this experience?
How have you used this experience to coach or mentor others?

Interview Scorecard

Relevant Experience

0: Not Enough Information Gathered to Evaluate
1: Limited relevant brand design experience
2: Some relevant experience but gaps in key areas
3: Strong relevant experience aligned with role requirements
4: Extensive highly relevant experience exceeding role requirements

Performance History

0: Not Enough Information Gathered to Evaluate
1: Consistently underperformed against targets
2: Occasionally met targets with inconsistent performance
3: Consistently met or exceeded targets
4: Consistently top performer, significantly exceeding targets

Project Complexity

0: Not Enough Information Gathered to Evaluate
1: Primarily worked on simple, straightforward projects
2: Some experience with moderately complex projects
3: Proven success with complex, multi-stakeholder projects
4: Exceptional track record with highly strategic, organization-wide initiatives

Learning and Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adapt or learn from experiences
2: Shows some ability to learn and adapt
3: Demonstrates good self-awareness and applies lessons learned
4: Highly self-aware with clear examples of continuous improvement and adaptation

Goal: Lead a comprehensive brand refresh within the first 6 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Increase brand consistency across all touchpoints by 50% within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Implement 2-3 new design processes that improve team efficiency by 25%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Achieve 90% satisfaction rate from internal stakeholders on design projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Behavioral Competency Interview

Directions for the Interviewer

This interview assesses the candidate's behavioral competencies critical for success in the Senior Brand Designer role. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

Directions to Share with Candidate

"I'll be asking you about specific experiences from your past that relate to key competencies for this role. Please provide detailed examples, including the situation, your actions, the outcomes, and what you learned. Take a moment to think before answering if needed."

Interview Questions

Tell me about a time when you had to solve a complex design problem that required innovative thinking. How did you approach it? (Creative Problem-Solving, Strategic Thinking)

Guidance for Interviewer:Areas to Cover:

Nature of the problem and its complexity
Research and ideation process
Collaboration with others
Innovative solution developed
Impact of the solution

Possible Follow-up Questions:

How did you generate and evaluate different ideas?
What tools or techniques did you use to foster creativity?
How did you balance innovation with practical constraints?

Describe a situation where you had to lead a cross-functional team on a major brand initiative. How did you ensure its success? (Collaborative Leadership, Strategic Thinking)

Guidance for Interviewer:Areas to Cover:

Scope of the initiative
Team composition and dynamics
Leadership strategies employed
Challenges faced and overcome
Outcomes achieved

Possible Follow-up Questions:

How did you align team members with different perspectives?
What techniques did you use to keep the project on track?
How did you handle any conflicts or disagreements within the team?

Give me an example of how you've adapted your design approach to meet changing business needs or market trends. (Adaptability, Strategic Thinking)

Guidance for Interviewer:Areas to Cover:

Nature of the change and its impact
Process for reassessing the situation
Specific adjustments made to approach
Outcome and lessons learned

Possible Follow-up Questions:

How do you stay informed about industry trends and changes?
What challenges did you face in implementing the new approach?
How did you communicate the changes to stakeholders?

Interview Scorecard

Creative Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Struggles to develop creative solutions
2: Can solve straightforward problems with some creativity
3: Consistently develops creative solutions to complex problems
4: Exceptionally innovative, consistently finding breakthrough solutions

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Focuses solely on tactical execution
2: Demonstrates basic strategic planning
3: Develops comprehensive, effective design strategies
4: Creates innovative, market-leading strategic approaches

Collaborative Leadership

0: Not Enough Information Gathered to Evaluate
1: Difficulty leading or collaborating with others
2: Can lead small teams on straightforward projects
3: Effectively leads cross-functional teams on complex initiatives
4: Inspirational leader, driving high performance across diverse teams

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adapt to changing circumstances
2: Can adapt when given clear direction
3: Proactively adjusts approach based on new information
4: Thrives in dynamic environments, driving positive change

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Often overlooks important details
2: Generally attentive but occasionally misses details
3: Consistently attentive to details across projects
4: Exceptional eye for detail, elevating quality of all work

Goal: Lead a comprehensive brand refresh within the first 6 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Increase brand consistency across all touchpoints by 50% within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Implement 2-3 new design processes that improve team efficiency by 25%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Achieve 90% satisfaction rate from internal stakeholders on design projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Skip Level Behavioral Interview

Directions for the Interviewer

This interview further assesses the candidate's behavioral competencies from a different perspective. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

Directions to Share with Candidate

Interview Questions

Tell me about a time when you had to persuade skeptical stakeholders to adopt a new design direction. How did you approach this challenge? (Influence, Communication Skills)

Guidance for Interviewer:Areas to Cover:

Initial objections or skepticism
Research and preparation
Tailoring of message and approach
Outcome and follow-up

Possible Follow-up Questions:

How did you identify the stakeholders' key priorities and concerns?
What resources or evidence did you leverage to build your case?
How has this experience shaped your approach to stakeholder management?

Describe a situation where you had to balance multiple high-priority design projects simultaneously. How did you manage your time and priorities? (Adaptability, Organization and Planning)

Guidance for Interviewer:Areas to Cover:

Scope and complexity of competing projects
Strategies for time management and organization
Communication with stakeholders
Results achieved across multiple projects

Possible Follow-up Questions:

What tools or systems do you use to stay organized?
How do you decide when to delegate or seek support?
Can you give an example of a time when you had to make a difficult prioritization decision?

Give me an example of how you've contributed to improving your team's design processes or workflows. (Strategic Thinking, Collaborative Leadership)

Guidance for Interviewer:Areas to Cover:

Identification of improvement opportunity
Development of solution or new approach
Implementation and change management
Measurable impact on team performance

Possible Follow-up Questions:

How did you gain buy-in from leadership and team members?
What challenges did you encounter during implementation and how did you overcome them?
How have you continued to iterate on this improvement over time?

Interview Scorecard

Influence

0: Not Enough Information Gathered to Evaluate
1: Struggles to persuade or influence others
2: Can influence others in straightforward situations
3: Consistently persuades and gains buy-in from stakeholders
4: Masterfully influences at all levels, driving consensus and action

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Difficulty expressing ideas clearly or tailoring message
2: Communicates adequately in most situations
3: Articulates ideas clearly and adapts style effectively
4: Exceptional communicator, inspiring and engaging all audiences

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adapt to changing circumstances
2: Can adapt when given clear direction
3: Proactively adjusts approach based on new information
4: Thrives in dynamic environments, driving positive change

Organization and Planning

0: Not Enough Information Gathered to Evaluate
1: Often disorganized or reactive in approach
2: Basic organization with some proactive planning
3: Well-organized with effective prioritization and planning
4: Exceptionally organized, optimizing processes for maximum efficiency

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Focuses primarily on short-term, tactical execution
2: Demonstrates some longer-term planning
3: Develops comprehensive strategies aligned with business goals
4: Creates innovative, market-leading strategic approaches

Goal: Lead a comprehensive brand refresh within the first 6 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Increase brand consistency across all touchpoints by 50% within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Implement 2-3 new design processes that improve team efficiency by 25%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Goal: Achieve 90% satisfaction rate from internal stakeholders on design projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

‍

Debrief Meeting

Directions for the Facilitator

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 Senior Brand Designer role and the key competencies and goals to succeed.
Strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or the 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 Discussion

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.

How well does the candidate's brand design experience align with our needs?

Guidance: Discuss the candidate's portfolio, work sample, and responses to design-related questions. Consider how their experience matches the complexity and scope of projects they would handle in this role.

How strong were the candidate's leadership and collaboration skills?

Guidance: Reflect on examples the candidate provided of leading design initiatives and working with cross-functional teams. Consider how these skills would translate to our organization.

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 the Reference Checker

Conduct at least two reference checks, ideally with former managers or key stakeholders.
Explain to the reference that their feedback is crucial in our hiring decision.
Ask for specific examples to support their responses.
Listen for hesitations or vague responses, which may indicate areas to probe further.
Take detailed notes and be prepared to share insights with the hiring team.

Questions for References

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

Guidance: Establish the context of the relationship and the reference's ability to provide relevant feedback.

Follow-up: How closely did you work together on design projects?

What were [Candidate]'s primary responsibilities in their role?

Guidance: Verify the candidate's claims about their previous role and responsibilities.

Follow-up: How did their responsibilities evolve over time?

Can you describe a significant brand design project that [Candidate] led? What was the outcome?

Guidance: Seek specific examples of the candidate's leadership and design skills in action.

Follow-up: How did they handle any challenges or setbacks during this project?

How would you rate [Candidate]'s design skills compared to others in similar roles?

Guidance: Try to understand the candidate's relative performance and standing among peers.

Follow-up: Can you provide specific examples of their design strengths?

How effective was [Candidate] at collaborating with cross-functional teams and managing stakeholders?

Guidance: Assess the candidate's ability to work with others and navigate complex organizational dynamics.

Follow-up: Can you share an example of how they handled a difficult stakeholder situation?

What areas of improvement did you identify for [Candidate] during your time working together?

Guidance: Understand the candidate's growth areas and how they respond to feedback.

Follow-up: How did they work on addressing these areas?

On a scale of 1-10, how likely would you be to hire [Candidate] again if you had an appropriate role available? Why?

Guidance: This question often provides valuable insights into the reference's overall impression of the candidate.

Follow-up: What factors influenced your rating?

Reference Check Scorecard

Overall Performance

0: Not Enough Information Gathered to Evaluate
1: Consistently underperformed expectations
2: Sometimes met expectations
3: Consistently met expectations
4: Frequently exceeded expectations

Design Skills

0: Not Enough Information Gathered to Evaluate
1: Below average compared to peers
2: Average compared to peers
3: Above average compared to peers
4: Exceptional, among the best the reference has worked with

Leadership Ability

0: Not Enough Information Gathered to Evaluate
1: Struggled to lead design initiatives
2: Adequately led small projects
3: Effectively led significant design projects
4: Exceptional leader, driving high-impact initiatives

Collaboration and Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Difficulty working with others or managing stakeholders
2: Adequate collaboration skills
3: Strong collaborator and effective stakeholder manager
4: Exceptional at building relationships and influencing across the organization

Adaptability and Growth

0: Not Enough Information Gathered to Evaluate
1: Resistant to change or feedback
2: Sometimes adapted to new situations
3: Consistently adapted well and sought growth opportunities
4: Highly adaptable, actively pursued personal and professional development

Likelihood of Rehire

0: Not Enough Information Gathered to Evaluate
1: Would not rehire (1-3 on scale)
2: Might rehire with reservations (4-6 on scale)
3: Would likely rehire (7-8 on scale)
4: Would enthusiastically rehire (9-10 on scale)

Overall Reference Strength

1: Weak reference, significant concerns raised
2: Mixed reference, some positives but notable concerns
3: Positive reference, aligns with expectations for the role
4: Exceptionally strong reference, exceeds expectations for the role

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FAQ

Q: How should I prepare to use this interview guide?

A: Thoroughly review the full guide before beginning the interview process. Familiarize yourself with the structure, questions, and evaluation criteria. Consider customizing some questions to better fit your company's specific needs while maintaining consistency across candidates. Review the guidance provided for each question to ensure you're prepared to ask effective follow-up questions.

Q: How can I ensure consistency across multiple interviewers?

A: Share the interview guide with all interviewers before the process begins. Hold a brief training session to review the guide, discuss best practices, and address any questions. Encourage interviewers to stick to the provided questions and evaluation criteria. After interviews, hold debrief sessions to compare notes and ensure alignment in interpretation of candidate responses.

Q: What if a candidate doesn't have direct experience for some of the behavioral questions?

A: Encourage candidates to draw from any relevant experience, even if it's not directly related to the role. This could include academic projects, volunteer work, or personal initiatives. The key is to assess their thought process, problem-solving skills, and how they approach challenges.

Q: How should I handle time management during the interviews?

A: Allocate specific time slots for each section of the interview. Be prepared to politely interrupt and redirect if a candidate's responses are running long. Prioritize the most critical questions if time is running short. It's better to thoroughly cover fewer questions than to rush through all of them superficially.

Q: What's the best way to take notes during the interview?

A: Focus on capturing key points and specific examples rather than trying to transcribe everything. Use shorthand or bullet points to quickly note important details. Pay attention to the candidate's body language and tone, not just their words. Review and expand on your notes immediately after the interview while the information is still fresh.

Q: How can I make the work sample exercise as effective as possible?

A: Provide clear instructions and expectations for the exercise. Ensure the task is relevant to the actual work the candidate would be doing in the role. Allow adequate time for preparation and presentation. During the presentation, pay attention not only to the final product but also to the candidate's thought process, communication skills, and how they handle questions.

Q: What if I discover a red flag during the interview process?

A: Document the concern objectively, noting specific examples or statements that raised the red flag. Discuss the issue with other interviewers during the debrief session to see if they noticed similar concerns. Consider whether additional questions or a follow-up interview might be necessary to investigate the issue further before making a final decision.

Q: How should I use the scorecards in making the final hiring decision?

A: While the scorecards provide a quantitative measure, they should not be the sole factor in your decision. Use them as a starting point for discussion in the debrief meeting. Consider the overall picture of the candidate, including qualitative factors like cultural fit and potential for growth. Remember that the hiring decision is ultimately a judgment call based on all available information.

For more tips on conducting effective interviews, check out our blog post on how to conduct a job interview. If you need additional behavioral interview questions, our interview questions library offers a wide range of options for various competencies.

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