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Graphic Designer Aptitude Test

About the test:

The Graphic Designer Aptitude Test is preferred by recruiters to assess on-the-job skills of candidates before an interview. It reduces technical screening time by 80% by enabling employers to identify qualified candidates.

Covered skills:

  • Visual Thinking
  • UI
  • Logical Reasoning
  • UX
See all covered skills

9 reasons why
9 reasons why

Adaface Graphic Designer Aptitude Test is the most accurate way to shortlist Graphic Designers



Reason #1

Tests for on-the-job skills

The Adaface Graphic Designer Aptitude assessment test helps recruiters and hiring managers identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates.

The Adaface Graphic Designer Aptitude assessment test screens candidates for the typical skills recruiters look for in a Graphic Designer. Anti-cheating features enable you to be comfortable with conducting assessments online.

Reason #2

No trick questions

Traditional assessment tools use trick questions and puzzles for the screening, which creates a lot of frustration among candidates about having to go through irrelevant screening assessments.

The main reason we started Adaface is that traditional pre-employment assessment platforms are not a fair way for companies to evaluate candidates. At Adaface, our mission is to help companies find great candidates by assessing on-the-job skills required for a role.

Why we started Adaface ->
Reason #3

Non-googleable questions

We have a very high focus on the quality of questions that test for on-the-job skills. Every question is non-googleable and we have a very high bar for the level of subject matter experts we onboard to create these questions. We have crawlers to check if any of the questions are leaked online. If/ when a question gets leaked, we get an alert. We change the question for you & let you know.

These are just a small sample from our library of 10,000+ questions. The actual questions on this Graphic Designer Aptitude Test will be non-googleable.

🧐 Question

Medium

Delete item popup
Solve
                        We recently added the feature to enable a user to delete items from their dashboard. The feature was built on the request of a customer who needed it urgently, so the product engineer was the one who designed it, without consulting a designer. Can you review the design and recommend any changes if required?
                        
 image

Options:

  • No change required
  • Change color of primary CTA
  • Looks dull, buttons should be colored
  • Buttons should be red since it is a delete action
  • Text should be bold
  • Only 1 CTA should be used

Medium

Music app design
Solve
                        We have hired a designer to create the design for our new music app. Can you review the design and point out the core issue? We are yet to add images, so you can ignore that aspect.
                        
 image

Options:

  • Elements are not aligned
  • Not enough contrast
  • Typos
  • Design is ugly
  • Lack of text hierarchy
  • Design is confusing
  • No CTAs

Medium

Video conference app UX
Solve
                        Sam is a freelancer working on a video conferencing app for one of their clients. They have created a few mockups. Could you help them choose which mockups they should send to the client?
                        
 image
 image

Options:

  • left in image 1, left in image 2
  • right in image 1, left in image 2
  • left in image 1, right in image 2
  • right in image 1, right in image 2
  • left in image 1, both are same in image 2
  • right in image 1, both are same in image 2
  • both are same in image 1, left in image 2
  • both are same in image 1, right in image 2
  • both options are same in both images

Medium

Badminton Players
Solve
                        A badminton coach was trying to put together a team of 4 players for a friendly badminton championship out of 7 players. R, S, T are the male players, and W, X, Y, Z are the female players. Note that all players have equal ability, and the team needs to have atleast 2 male players. While selecting the team we need to keep in mind that all 4 players should be able to play with each other. We also need to keep the following restrictions in mind:
                        
                        - R cannot play with Y
- S cannot play with W
- T cannot play with Z
                        Which of the following are true:

A: S and Z cannot be in the team together.
B: T and Y cannot be in the team together.
C: T and X cannot be in the team together.

Options:

  • Only A
  • Only B
  • Only C
  • A B
  • A C
  • B C
  • A B C
  • None of A,B,C

Medium

CID Agent
Coding Decoding
Solve
                        A code ("EIG AUC REO RAI COG") was sent to the criminal office by a CID agent named Batra. However, four of the five words are fake, with only one containing the information. They also included a clue in the form of a sentence: "If I tell you any character of the code word, you will be able to tell how many vowels there are in the code word." Are you able to figure out what the code word is?
                        
                        A: RAI 
B: EIG
C: AUC
D: REO
E: COG
F: None

Options:

  • A
  • B
  • C
  • D
  • E
  • F

Medium

Positive correlation
Solve
                        Myra is working on her thesis for which she created a scatter plot of the number of teachers and the number of college graduates for cities in Australia. She noticed a positive correlation. Which of these do you think is the probable explanation for this correlation?
                        
                        A: Teachers encourage people to go to college, so an increase in the number of teachers leads to an increase in the number of college graduates. 

B: Some college graduates choose teaching as a profession after graduating, so an increase in the number of college graduates also leads to an increase in the number of teachers.

C: There are more college graduates and teachers in higher income cities, so income is a confounding variable here, make it difficult to prove causation between number of teachers and number of college graduates.

D: Cities with a higher population have more teachers and more college graduates, so the correlation is due to a third variable (population of city).

E: The provided data is insufficient, so it is extremely difficult to establish the reason for the correlation.

F: Most college students choose non-teaching professions after graduating, which explains the correlation.

G: In Australia, college students are encouraged by their teachers to choose teaching as a profession after graduating.

Options:

  • A
  • B
  • C
  • D
  • E
  • F
  • G
🧐 Question🔧 Skill

Medium

Delete item popup
2 mins
UI/UX
Solve

Medium

Music app design
2 mins
UI/UX
Solve

Medium

Video conference app UX
2 mins
UI/UX
Solve

Medium

Badminton Players
3 mins
Logical Reasoning
Solve

Medium

CID Agent
Coding Decoding
3 mins
Logical Reasoning
Solve

Medium

Positive correlation
2 mins
Logical Reasoning
Solve
🧐 Question🔧 Skill💪 Difficulty⌛ Time
Delete item popup
UI/UX
Medium2 mins
Solve
Music app design
UI/UX
Medium2 mins
Solve
Video conference app UX
UI/UX
Medium2 mins
Solve
Badminton Players
Logical Reasoning
Medium3 mins
Solve
CID Agent
Coding Decoding
Logical Reasoning
Medium3 mins
Solve
Positive correlation
Logical Reasoning
Medium2 mins
Solve
Reason #4

1200+ customers in 75 countries

Brandon

With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!


Brandon Lee, Head of People, Love, Bonito

Reason #5

1 click candidate invites

Email invites: You can send candidates an email invite to the Graphic Designer Aptitude Test from your dashboard by entering their email address.

Public link: You can create a public link for each test that you can share with candidates.

API or integrations: You can invite candidates directly from your ATS by using our pre-built integrations with popular ATS systems or building a custom integration with your in-house ATS.

Reason #6

Detailed scorecards & comparative results

Reason #7

Designed for elimination, not selection

The most important thing while implementing the pre-employment Graphic Designer Aptitude Test in your hiring process is that it is an elimination tool, not a selection tool. In other words: you want to use the test to eliminate the candidates who do poorly on the test, not to select the candidates who come out at the top. While they are super valuable, pre-employment tests do not paint the entire picture of a candidate’s abilities, knowledge, and motivations. Multiple easy questions are more predictive of a candidate's ability than fewer hard questions. Harder questions are often "trick" based questions, which do not provide any meaningful signal about the candidate's skillset.

Reason #8

High completion rate

Adaface tests are conversational, low-stress, and take just 25-40 mins to complete.

This is why Adaface has the highest test-completion rate (86%), which is more than 2x better than traditional assessments.

Reason #9

Advanced Proctoring


What roles can I use the Graphic Designer Aptitude Test for?

  • Graphic Designer
  • Senior UI/UX Designer

What topics are covered in the Graphic Designer Aptitude Test?

Adaptive and innovative creativity
Visual thinking
Verbal ability
Abstract reasoning
Accuracy and precision
UI
UX
Singapore government logo

The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening.


85%
reduction in screening time

FAQs

Can I combine multiple skills into one custom assessment?

Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.

Do you have any anti-cheating or proctoring features in place?

We have the following anti-cheating features in place:

  • Non-googleable questions
  • IP proctoring
  • Web proctoring
  • Webcam proctoring
  • Plagiarism detection
  • Secure browser

Read more about the proctoring features.

How do I interpret test scores?

The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. A skills assessment is optimized to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 55%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.

What experience level can I use this test for?

Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.

Does every candidate get the same questions?

Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.

I'm a candidate. Can I try a practice test?

No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.

What is the cost of using this test?

You can check out our pricing plans.

Can I get a free trial?

Yes, you can sign up for free and preview this test.

I just moved to a paid plan. How can I request a custom assessment?

Here is a quick guide on how to request a custom assessment on Adaface.

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Try the most candidate friendly skills assessment tool today.
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40 min tests.
No trick questions.
Accurate shortlisting.
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