Graphic Designer Criteria
Graphic Designer Criteria
Prepared by: [Your Name]
Date: March 9, 2050
Introduction
This document outlines the criteria and evaluation process for assessing candidates for the Graphic Designer position. The purpose is to ensure a fair and comprehensive assessment of each candidate's skills, experience, and suitability for the role.
Purpose
The purpose of this template is to provide a standardized method for evaluating Graphic Designer candidates. It includes specific criteria that reflect the key competencies and qualifications required for the position.
Scope
This template applies to all candidates being considered for the Graphic Designer position within the organization.
Criteria
|
Criteria |
Description |
Weight (%) |
Comments |
Rating (1-5) |
|---|---|---|---|---|
|
Creativity |
Ability to generate original ideas and innovative design concepts. |
25 |
||
|
Technical Skills |
Proficiency in design software such as Adobe Creative Suite (Photoshop, Illustrator, InDesign). |
20 |
||
|
Portfolio Quality |
Quality and diversity of design work presented in the candidate's portfolio. |
20 |
||
|
Communication |
Ability to effectively communicate ideas and collaborate with team members and clients. |
15 |
||
|
Attention to Detail |
Precision and thoroughness in design work, ensuring high-quality outputs. |
10 |
||
|
Time Management |
Ability to manage multiple projects and meet deadlines. |
10 |
Evaluation Process
-
Initial Screening: Review resumes and portfolios to shortlist candidates who meet the basic qualifications.
-
Interview: Conduct interviews to assess candidates' skills, experience, and fit with the team.
-
Practical Test: Provide a design task to evaluate the candidates' hands-on skills and creativity.
-
Final Evaluation: Combine scores from the criteria table and feedback from the interview and practical test to make a final decision.
Rating Scale
-
5: Exceptional - Exceeds all expectations and requirements.
-
4: Strong - Meets all expectations and requirements with some exceeding.
-
3: Competent - Meets all expectations and requirements.
-
2: Basic - Meets some expectations but has areas needing improvement.
-
1: Insufficient - Does not meet expectations and requirements.
Use the criteria and rating scale to objectively evaluate each candidate, providing comments to justify ratings and ensure a transparent selection process.
