Interview questions for Graphic Designing
1) Define your creative process.
Do you want to get an idea of how this person thinks about the creative process: Does he rely on motivation? Data? Just plain stiff work? The answer to this question will offer you with more information about what the designer thinks are the most important steps in the process — such as research, interviews, the analysis process, etc.
2) How do you get unstuck creatively?
This should help you to determine the person’s attitude toward coming up with ideas, how he fights the tendency to procrastinate, and the out-of-the-box technique he uses to bring fresh concepts to his work. It should also show how self-aware he is about what he personally needs to do his best work intense environments.
3) In how much concepting or strategy phase have you been involved in previous roles?
Is the person accustomed to being included from the very beginning? Or is he used to being handed original brief to work from? This might display you how interested the candidate is in working face-to-face with clients, his level of skill, and if he has curiosity in working through the whole design process.
4) Tell me about the goals of this project and the thought process behind your solution.
Have the candidate choice a previous project and clarify the steps he took to complete it in detail. This should contain the concepting phase, creating the initial drafts, defining the target viewers, working with client or account manager to make evaluations, beginning the work, and then analyzing the results/success of the project. Ask to follow up questions about why he made this or that decision, what the client’s reaction was to the work, and details on challenges or mistakes that were made.
5) Tell me about a time when a client didn’t like your work.
How did you handle the situation? What questions did you ask to determine what the client didn’t like? How did you solve for the client’s wants while also making sure the work would meet the client’s initial goals? If your agency’s clients are results-driven (hint: they should be), the designer should be able to speak to the challenges of balancing creativity and data.
6) How do you stay organized when you are provided with multiple design assets, files, and ideas?
What tools or tactics does the candidate use to stay organized and productive? Agencies are fast-paced, and oftentimes, people are working on numerous different client plans at any one time. You require someone who ethics “organized chaos” and can accomplish his own tasks and projects without handholding.
7) What inquiries do you ask before you begin any project? What information is most significant?
This should disclose how the designer thinks about designing for clients, what’s significant to brands, and what information he thinks is crucial to creating results-driven design work.
8) Tell me about a time when you had to balance multiple competing priorities?
An agency will take on a rushed project for a client, or a project you supposed was completed will need additional adjustments. When these projects are thrown at someone who already has a full plate, it can be frustrating and stressful.
9) Tell me about a project you’ve completed that has made you the proudest?
You want to regulate if the type of client work your agency does will make this designer feel fulfilled in his work. One should screen for somebody who will be a long-term fit, and this means you might not want to hire someone who finds value in having his name attached to work or is more interested in becoming a famous illustrator or artist. You want to find someone who is excited by the idea of solving brand problems through design.
10) What rules, culture, or structure needs to exist to foster team association?
Depending on your agency’s organizational structure, the designer will need to cooperate with other designers in the agency and with a client team made up of an account manager, a strategist, marketer, or developer. He should value clarity around timelines and responsibilities, communication, trust, and a willingness from each team member to pitch in when complications arise.