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How to Choose the Best Graphic Designer for You
Hiring a graphic designer may be daunting if you don’t know anything about the design business, but choosing the right potential choice isn’t only a matter of ability. Don’t get too caught up with something you don’t know because you’ll certainly learn from other candidates who have the design experience to achieve solid performance. Instead, look for a candidate that is simple to collaborate with, seeks innovative ways to design challenges, and demonstrates a strong commitment to the progress of the project.
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Here are ten more pointers to help you choose the right graphic design candidate:
Be specific on your objectives and priorities.
Every fruitful project begins by supplying sufficient context knowledge about the potential you are attempting to recruit. Make sure your creative brief includes information regarding the organisation, the project’s goals, and the relevant credentials you’re searching for. Sharing timelines and other possible challenges in a graphic design work application means that applicants grasp the project and can gauge whether they can fulfil the standards before presenting a request.
Understand the different kinds of talents to aim for.
Before you begin reading plans, it is incredibly beneficial to have a clear knowledge of the design environment and what kinds of skills are needed. Will the initiative, for example, use stock photos, or will the nominee take pictures to add into the project? Is the majority of the artwork going to be produced in Adobe Illustrator or Visual Studio? Making these kinds of realisations ahead of time would result in a far smoother interview phase.
Examine applicants’ ability to think on their feet.
Another method for filtering down graphic design applicants is to pose an unexpected question during the interview. You might, for example, challenge candidates to criticise a competitor’s design piece to discuss what they will do differently. The response will reveal information about the candidate’s skills, and the manner in which they convey the answer will help you to appreciate their creative method. The aim here is to see how well each applicant deals with uncertainty and thinks on the move.
Don’t depend solely on portfolios.
Choosing graphic designers solely on the basis of their portfolios is not the best approach, particularly for top-tier agency jobs. Instead, inquire into the designs in a prospective candidate’s collection and what motivated them to create such specific choices. As a result, you would have a greater idea of how the artist performs creatively, as well as how you can supplement their creativity if you wish to collaborate.
Consider starting with a trial project.
Offering a tiny sample project that will only take a couple hours to finish is a perfect way to easily limit the range of graphic design applicants. This could be anything from creating a basic logo to improving a previous project; it doesn’t have to be a challenging challenge as long as it demonstrates each applicant’s ability. Only keep in mind that applicants should be compensated for the trial project.
Make a request for a brief video chat interview.
When you can’t see someone’s eyes or read their body language in person, it can be difficult to get a sense of them. Rather than questioning applicants over the internet, hold interviews using a video service such as Skype or Google Hangouts. You’ll get a greater understanding of the candidate, and they’ll be able to exchange drawings and anecdotes from their past experience in a more imaginative manner. Since tasks typically entail exchanging ideas in this manner, video conferencing is an excellent opportunity to get a taste of what it would be like to interact for each candidate.
Inquire on what would be expected of you.
It’s definitely a smart idea to ask designers what they want from your business in order to produce the best outcomes possible. This could extend to physical objects such as documents and artwork, as well as time-consuming activities such as proofing designs, discussing design options, and providing input. The more you appreciate the designer’s method from the start, the easier the final project can be.
Clearly explain the brand and target demographic.
While you realise just what your business does on a regular basis and what sets it apart from the competition, it’s possible to forget that the applicants aren’t as familiar with it as you are. This is a challenge since it is almost difficult for a designer to design something if they do not have a thorough understanding of the business, brand, and target audience. That is why it is often a smart thing to ensure that the final applicants understand the company’s identity and how it appeals to customers.
Seek specific business expertise.
It is still advantageous if graphic design applicants have prior experience in the field, even if only as a customer. Having this information will remove a significant portion of the learning curve needed to get up to speed with your company and ensure the sustainability of your project. It also means that the designer understands how to communicate with the ideal clients.
Discuss the designer’s sources of motivation.
Finally, take the time to learn about the motivations of each creator you interview. Having a feel of the various labels, magazines, novels, and artists from which they derive influence would offer you a much clearer sense of their personality. This discussion can also assist you in generating new concepts or innovative design features for your project.
The most important point to note when recruiting a graphic designer is that you want more than just a particular ability set. The designer’s overall imagination and work style are just as essential, if not more important, than their qualifications. There aren’t stuff you’ll see on a resume and can only be learned by discussion. As a result, the more hands-on you will be during the interview period, the greater the actual deliverable—and working relationship—will be.
