When recruiting a designer for the first time, it's important to check if they only look at the style of the portfolio and haven't asked about revisions and availability. Turning easily overlooked information into specific questions is crucial to ensuring both parties understand the same job.
When opening a vacancy: clearly describe the actual task.
This job involves revising manuscripts, managing schedules, and aligning requirements. Do not simply list general requirements such as job title or "must cooperate"; provide specific details about the work arrangements, the tasks you will be involved in, who can assist you, and the learning methods after you start the job.
When reviewing resumes: Avoid treating preferences as necessary conditions.
Based on evidence such as the work samples, the attitude towards revisions, and the availability of time, distinguish whether the work matches, whether the scope of revisions can be confirmed, and which aspects require pre-employment confirmation due to time constraints. If information is insufficient, ask for supplementary information first; do not infer ability or willingness to cooperate from personal information unrelated to work.
In the initial test: ask the hypothetical question in a specific context.
You can ask, "The client says they want to make some changes, how would you define the scope?" Then ask the candidate to explain what information needs to be confirmed and when to report to the manager. If the answer differs from job expectations, first check if the question was clear before labeling the candidate.
During the interview: Add an observable example.
Present a revised design using publicly available work samples, followed by a brief, simulated requirement list of deliverables to be confirmed. During the review, pay attention to connecting design choices with requirements, defining the scope of revisions, and explaining file specifications and delivery arrangements. Explain that this is a mock review exercise and demonstrate how to conduct a review; using real client data for company business is not required.
Before making a decision: Write down anything that is not yet confirmed.
Verify the tasks, time, location, compensation, and onboarding arrangements, and designate a handover point. A smooth interview cannot replace these confirmations. Record the reasons for selection and any questions raised by the candidates so that adjustments can be made based on the specific circumstances when opening vacancies in the future.
The next step can refer to the first recruitment SOP: from receiving resumes to receiving offer notices .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
When recruiting a designer for the first time, what should you check first?
First, check if there is any "only looking at the style of the work without asking about revisions and availability", then write the conditions clearly and confirm them through supplementary questions and work examples.
After the initial designer interview, how can I supplement my work ability with evidence?
Present a revised design using publicly available work samples, followed by a brief, simulated list of deliverables requiring confirmation. The key is to connect design choices with requirements, define the scope of revisions, and outline file specifications and delivery arrangements. The company will arrange and review the initial presentation; the preliminary summary will not be considered the final acceptance decision.