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7 Best Behavioural Interview Questions for Graphic Designers

There is so much involved in finding the right person to bring on your team. You have to find someone that fits into your culture. You have to find someone that will get along well with the rest of the staff. You have to try to find someone that not only looks good on paper – but also someone that is skilled enough to handle any problems that may come their way.

Take, for example, a graphic designer. You may find a graphic designer that is highly capable of creating amazing pieces. But you’ve never seen them when they’re working. Are they creative, or just technically skilled? Can they complete the work while under pressure or on a deadline? Can they do more than just the artistry of graphic design?

Questions to Ask at the Interview

The job interview is your chance to find out the answers to these questions. But you have to make sure you ask the right questions. “How are you with deadlines?” doesn’t really encourage a detailed, useful answer. Instead, you’ll want to ask specific behavioural interview questions that give you a chance to see how they’ve reacted, or how they would react, in a variety of real life situations. For example:

  • Explain, step-by-step, your workflow when working on a tight deadline.
  • Describe how you’ve worked with clients who do not know exactly what they want in a design. How did you get started on the project and what steps did you take to assure that the outcome was successful?
  • Tell me about a time when you had to change a design that was close to being finished.
  • Describe how you would train someone new on creating a business logo for an engineering company.
  • Give an example of a time you had to collaborate a design with a team member who had a different vision.
  • Describe your most favourite design, to date, that you are most proud of creating.
  • Tell me about a time when you’ve had to focus on a specific project, but had many distractions around you. What steps did you take to ensure your project was completed with maximum attention?

These are only examples of some of the questions that you can ask at the interview. But the idea is to make sure you’re specifically asking behavioural interview questions that address real life scenarios that people may experience, or at least scenarios that tell you something about how the person acts and reacts in various situations.

If behavioural interview questions are not already part of your job interview process, consider adding them. The value they provide can be substantial.

How to Make An Employee Want To Work for You After the Interview

Recruiters are often tasked with two distinctly different issues. The first is being hyper-critical about who you hire. You are forced to look at each and every applicant as thoroughly as possible, vetting them for a role in your company and making sure they fit the persona and personality that you hoped you would for you. It’s a process that is actually quite powerful, as in the end you’re going to offer someone a great deal of money, and make someone else very happy.

Yet the other issue is also important. Even though the person interviewing is “lucky” to get the job from you, you are also “lucky” to have them. You want people to want to work for you. You want the best talent to believe that you’re a great place to work, to turn down any other offers they may have, and to commit to your workplace in the short and long term.

It’s that second part that is a problem for many employers, especially those that hire a lot of entry-level workers without a great deal of experience. Many companies focus so much on who not to hire that they forget that they, as the employer, are also lucky that someone talented wants to work for them as well.

Why You Should Want Applicants to Desire to Work for You

It’s important to take time during the interview to sell the applicant on the company, and make them want to work for you. The clearest reason for this is competition. Rarely does someone apply to only one job, and if they receive another offer you want them to forgo the other offer and choose your company instead.

But that is not the only reason you want to try to convince the applicant to work for you – in fact, you want to convince any and all applicants to want to work for you, even if you don’t plan to hire them. Reasons include:

  • Starting Strong – First impressions are important both in the short and long term. An employee that is genuinely excited to work for you is one that is going to come on their first day happy to be there and feeling ready to take on the work. An employee that accepted the job but is not excited to work there will notice anything your company does that makes it feel like you are a bad employer. This can start your relationship off poorly, and lead to the employee seeking other jobs.
  • Positive Referrals – Networking is incredibly important in business. Everyone you hire or interview knows other people that have talent – people you may want to employ someday. You want them to speak positively of your company to other job seekers, and you want them talking about you in a positive light to those around them.

In addition, the act of exciting each applicant to your company is one that will also teach you more about yourself. If you have not been able to come up with good reasons to convince talent to work for you, chances are it will affect you in the future.

How Do You Excite an Applicant?

There are many different ways to excite applicants and make them want to work for your company. Some of these include:

  • Be a Great Company

Sometimes you don’t need to do anything at all. You simply need to already be a company that people want to work for. If you’re a genuinely great employer, applicants will be able to tell.

If someone asks your recruiter “why should I work for you?” your company should have a great answer. If you don’t, then you need to take the time to figure out what you can implement that makes you a great employer. It’s not enough to be profitable and have a good product. Companies that value their employees and turn their company into one that is desirable will have more to share with the applicant, and thus more to attract them to work for you.

  • Have a Friendly, Well Trained, Patient Interviewer

Their first impression of your company is often the job interview. That means that your job interviewer should be well trained, sociable, and knowledgeable about how to treat each applicant with respect. Likeable interviewers that know how to conduct a fair interview and relieve pressure from the applicant are going to create fans that make people want to work for you.

Make sure the interviewer trained to promote your company, and has a plan to make sure they are speaking highly of your culture.

  • Involve the Work Family

Make sure that there is a welcoming culture on your staff for anyone that comes inside the building – applicants, new hires, etc. Teach them to say hi, and make sure they know how to be friendly and proactive. The more inviting they seem to incoming applicants, the more the company will feel like it is a great place to work.

  • Have An Interactive Component

Interviews are stressful for everyone. Some type of friendly, interactive component that relaxes the situation can go a long way towards building rapport. For example, you can take them to a coffee shop, invite them to your break room (if there is something to do, like pool or air hockey), or otherwise find a way to make the experience more like a friendship than an interview. Some recruitment experts have also said that they have had an easier time getting truthful answers when they use this strategy as well.

  • Advertise Your Strengths

You don’t have to wait until the interview either. At Recruit Shop, one of the things we promote for our clients is the idea of an exciting job description. While most people simply state the qualifications, the best job descriptions focus on all of the benefits of you as a company. They entice people to apply to the jobs, and they promote your best features in a way that will attract more applicants. First impressions don’t have to wait until the interview. Your job advertisement, your phone screens – even your website and online presence – all have the opportunity to create great first impressions.

Make the Applicant Want to Work for You

The interviews are considered a chance to get to know the applicant. But prioritise their ability to get to know you as well, and give them information and a taste of all of the great things you offer. You’ll find that your recruitment becomes easier, your employees stay longer, and you are able to get more from each employee.