Finding the right graphic designer for your business can be like searching for the correct needle in a room full of identical needles.

Needless to say, there is an incredible amount of talent available globally, but how do you ensure that you select a designer who has the required technical skills and a bright, creative spark within? 

The answer lies in effective and engaging skill tests showing what candidates can do. In this article, we’ll cover how to design and conduct creative skill tests for offshore graphic designers.

Why Focus on Creative Skill Tests?

Creative skill tests are crucial for assessing a designer’s artistic capabilities and problem-solving skills. Here’s why they matter:

Importance of Skill Tests

  • Unlike traditional interviews, skill tests allow candidates to demonstrate their unique style and creativity.
  • Tests can mimic real job situations, giving insights into how designers think and work under pressure.
  • A solid skill test helps confirm that the designer can produce high-quality work that meets your standards.

Planning Your Creative Skill Tests

Before diving into the testing phase, laying a solid foundation is essential. Here are some steps to consider:

Define Your Goals

Identify what you want to accomplish with the tests:

  • Skill Proficiency: Are you interested in Adobe Suite skills, illustration, typography, etc.?
  • Creativity Measurement: Do you want to assess brainstorming ability, visual storytelling, or innovative thinking?
  • Cultural Fit: Consider whether the designer’s aesthetic aligns with your brand or image.

Determine Test Structure

Decide the format of your creative skill tests:

  • Practical Projects: Assign project-based tasks that mimic actual work.
  • Portfolio Reviews: Ask candidates to present previous works they are proud of.
  • Timed Challenges: Set a tight deadline for a quick creative response to see how well they work under pressure.

Designing Effective Skill Tests

Now that you have a plan, it’s time to create the tests. Here are some suggestions:

Tailor Your Tests

  • Relevant Tasks: Ensure assignments are applicable to the actual jobs they will perform. Focus on tasks they will encounter as part of your team.
  • Project Specifications: Clearly outline the requirements, such as color schemes, brand guidelines, and target audiences.

Include Multiple Components

Make your skill tests diverse to gauge different areas of expertise:

  • Design Problems: Create a challenge that requires graphic solutions like designing a social media post or an ad campaign.
  • Collaborative Tasks: If applicable, assign group tasks where they need to work with other team members. This aspect can be crucial for testing teamwork and communication skills.
  • Feedback Rounds: Allow candidates to review and adjust their work based on hypothetical client feedback.

Make it Engaging

Intrigue your candidates with fun and interesting tests:

  • Creative Briefs: Write an engaging brief that challenges them to think outside the box while adhering to your brand identity.
  • Design Scenarios: A scenario reflecting common design problems, like creating a promotional piece for a fictitious product launch.

Practical Examples of Skill Tests

To give you a clearer picture, here are some practical examples you can implement:

Test 1: Social Media Graphics

  • Task: Design three social media graphics for a campaign promoting a fictional summer sale.
  • Requirements:
    • Use brand colors and logos.
    • Make the designs eye-catching and shareable.
    • Deliver in multiple formats (e.g., Instagram posts, stories, and Facebook covers).

Test 2: Brand Identity Mockup

  • Task: Create a brand identity package for a newly established café.
  • Requirements:
    • Logo design.
    • Business card and stationery layout.
    • Color palette and typography choices.

Test 3: Ad Campaign Design

  • Task: Develop a digital advertisement for a product targeting young adults.
  • Requirements:
    • Craft a catchy tagline.
    • Design a unified look for the ad that works across different devices (mobile, desktop).

Setting Evaluation Criteria

To ensure consistency in evaluation, develop clear criteria to assess candidates’ work:

Criteria Examples

  • Creativity: How unique is the design? Does it offer something different from conventional solutions?
  • Technical Skills: Are they proficient with design tools? Are the files well-organized?
  • Alignment with the Brief: Did they follow the project requirements? Do the designs reflect an understanding of the brand?
  • Timeliness: Was the project completed within the set deadlines?

Conducting the Tests

Once you’ve planned and designed your tests, it’s time to execute them. Here are some points to consider:

Communicate Clearly

  • Set Expectations: Before starting, communicate timelines, expectations, and what they can expect during the testing process.
  • Offer Resources

Offer Resources

  • Provide Reference Materials: Share any brand guidelines, example designs, and relevant content that can help candidates understand the context.
  • Open Lines of Communication: Allow candidates to ask questions during testing for clarity and guidance.

Manage Your Time

  • Allocate Enough Time: Give candidates sufficient time to complete their tests without making them feel rushed. Adjust the timeline accordingly, depending on the task’s complexity.
  • Set a Clear Deadline: Ensure candidates know when their submissions are due, reinforcing the importance of time management.

Reviewing Candidates’ Work

After the tests are submitted, conduct a thorough evaluation. Here’s how you can approach the review:

Organize Submissions

  • Create a Review Checklist: Use your established criteria to assess each submission consistently.
  • Group Similar Works: If you have multiple candidates, group similar works to prevent bias and facilitate comparisons.
  • Highlight Strengths: Point out what each candidate did well. This boosts their confidence and encourages learning.
  • Identify Areas for Improvement: Offer constructive criticism to help them understand how to enhance their skills.

Keep Communication Open

  • Candidate Feedback Session: Consider offering candidates the chance to discuss their design choices. This can reveal their thought process and provide further insight into their capabilities.
  • Follow-Up: Regardless of the outcome, send feedback to all candidates.

Making Your Selection

Once you’ve reviewed all submissions, it’s time to choose your designer. Here are some final considerations to keep in mind:

-Matrix Method: Create a comparison matrix to weigh candidates against each other based on your evaluation criteria.

-Consensus Discussion: If you’re part of a team, convene to discuss different evaluations to reach a consensus.

Trust Your Instincts

  • Cultural Fit: Does the designer’s style align with your brand’s vision and values?
  • Long-Term Potential: Think about how their creativity can contribute to future projects and growth.

Conclusion:

Conducting creative skill tests for offshore graphic designers helps you find the right fit and builds a more engaged and skilled team. It’s possible to ensure you select designers who can elevate your brand while thriving in a global workspace with the right strategies and preparation.

Key Takeaways:

  • Clearly define your goals and ensure tests align with actual job responsibilities.
  • Make tests engaging and relevant to the field.
  • Establish clear evaluation criteria to ensure fair assessments.
  • Provide constructive feedback to candidates to help them grow.