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About the test:

The Graphic Design Aptitude Test uses multiple-choice questions and design scenarios to evaluate a candidate's knowledge and skills related to design principles and elements, color theory and harmony, typography and type design, layout and composition, image editing and manipulation, branding and identity design, and user experience (UX) design. The test aims to assess the candidate's aptitude for graphic design and their ability to produce high-quality visual content that meets the needs of clients or users.

Covered skills:

  • Layout Design
  • User Interface Design
  • Web Design
  • Logical Reasoning
  • Visual Hierarchy
  • UI/ UX
  • Responsive Design
  • Critical Thinking

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9 reasons why
9 reasons why

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



Reason #1

Tests for on-the-job skills

The Graphic Designer Aptitude 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 at the first step of the hiring process.

The test screens for the following skills that hiring managers look for in candidates:

  • Proficient in UI/UX design principles
  • Ability to create visually appealing layouts
  • Strong understanding of visual hierarchy
  • Experience in user interface design
  • Proficiency in web design
  • Knowledge of responsive design
  • Logical reasoning skills
  • Critical thinking ability
Reason #2

No trick questions

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.

View sample questions

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
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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.

How we design questions

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

Easy

Delete item popup
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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

Easy

Music app design
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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

Medium

Overwhelmed users
Usability
Information Architecture
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Liam, a UX designer, is working on an app that allows users to learn multiple languages. The app provides language lessons, quizzes, progress tracking, and a community forum. Feedback from users revealed:

1. Users find it difficult to navigate between different features of the app.
2. Users feel overwhelmed by the amount of content in each language module.
3. Users appreciate the comprehensive nature of the language lessons.

Considering this feedback, which design approach should Liam take to address these issues?
A: Adding more features to provide a more comprehensive learning experience.
B: Simplifying the language lessons to reduce content.
C: Implementing a more effective information architecture and reducing cognitive load.
D: Incorporating more visual elements like images and animations.
E: Providing an option for users to customize their learning modules.
F: Integrating a voice assistant to guide users through the app.
G: Reducing the number of languages offered to simplify the app.

Medium

The Adaptive Anomaly
Adaptive Design
Information Architecture
User Research
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Mike, a UX designer, is designing an adaptive website for a global retail company. The website should adjust to the user's behavior and environment based on screen size, platform, and orientation. While designing, he realized that the information architecture (IA) of the website needs adjustments. Given the following scenarios:

1. The website needs to accommodate a wide range of products and categories.
2. User research has indicated that a significant number of users are not technologically savvy.
3. A significant part of the website's audience accesses it on a mobile platform.
4. The company plans to expand its product range significantly in the near future.

What should be Mike's primary consideration for adapting the information architecture of the website?
A: Increasing the visual appeal of the website.
B: Improving the search functionality.
C: Reducing the number of products displayed on the home page.
D: Introducing VR features.
E: Prioritizing video content over text.

Easy

Video conference app UX
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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

Medium

Tennis Players
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A tennis coach was trying to put together a team of 4 players for a tennis 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. 
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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.

Hard

CID Agent
Logical Deduction
Pattern Recognition
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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

Medium

Positive correlation
Correlation vs. Causation
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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.
🧐 Question🔧 Skill

Easy

Delete item popup

2 mins

UI/UX
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Easy

Music app design

2 mins

UI/UX
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Medium

Overwhelmed users
Usability
Information Architecture

2 mins

UI/UX
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Medium

The Adaptive Anomaly
Adaptive Design
Information Architecture
User Research

2 mins

UI/UX
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Easy

Video conference app UX

2 mins

UI/UX
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Medium

Tennis Players

3 mins

Logical Reasoning
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Hard

CID Agent
Logical Deduction
Pattern Recognition

3 mins

Logical Reasoning
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Medium

Positive correlation
Correlation vs. Causation

2 mins

Logical Reasoning
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🧐 Question🔧 Skill💪 Difficulty⌛ Time
Delete item popup
UI/UX
Easy2 mins
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Music app design
UI/UX
Easy2 mins
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Overwhelmed users
Usability
Information Architecture
UI/UX
Medium2 mins
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The Adaptive Anomaly
Adaptive Design
Information Architecture
User Research
UI/UX
Medium2 mins
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Video conference app UX
UI/UX
Easy2 mins
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Tennis Players
Logical Reasoning
Medium3 mins
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CID Agent
Logical Deduction
Pattern Recognition
Logical Reasoning
Hard3 mins
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Positive correlation
Correlation vs. Causation
Logical Reasoning
Medium2 mins
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Reason #4

1200+ customers in 75 countries

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

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Reason #5

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.

Science behind Adaface tests
Reason #6

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.

invite candidates
Reason #7

Detailed scorecards & benchmarks

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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.

test completion rate
Reason #9

Advanced Proctoring


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About the Graphic Designer Aptitude Online Test

Why you should use Pre-employment Graphic Designer Aptitude Test?

The Graphic Designer Aptitude Test makes use of scenario-based questions to test for on-the-job skills as opposed to theoretical knowledge, ensuring that candidates who do well on this screening test have the relavant skills. The questions are designed to covered following on-the-job aspects:

  • Proficient in UI/UX design principles and practices
  • Strong understanding of visual hierarchy and layout design
  • Knowledge of user interface design and user experience (UI/UX) best practices
  • Experience with web design and responsive design techniques
  • Ability to create visually appealing and user-friendly interfaces
  • Familiarity with usability testing and user research methodologies
  • Understanding of color theory and its application in design
  • Ability to analyze and implement logical reasoning in design decisions
  • Experience with creating and optimizing graphics for web and mobile applications
  • Proficiency in using design software tools such as Adobe Creative Suite

Once the test is sent to a candidate, the candidate receives a link in email to take the test. For each candidate, you will receive a detailed report with skills breakdown and benchmarks to shortlist the top candidates from your pool.

What topics are covered in the Graphic Designer Aptitude Test?

  • Layout Design

    Layout design refers to the arrangement of visual elements on a page or screen, ensuring a visually appealing and coherent composition. By testing this skill, recruiters can assess a candidate's ability to create balanced, organized, and aesthetically pleasing designs.

  • Visual Hierarchy

    Visual hierarchy is the arrangement and prioritization of design elements to guide user attention and create a clear hierarchy of information. Evaluating this skill helps recruiters determine a candidate's ability to highlight key elements, enhance user experience, and communicate information effectively.

  • User Interface Design

    User Interface (UI) design focuses on the creation of intuitive and visually appealing interfaces that enable users to interact with digital products. Assessing this skill allows recruiters to gauge a candidate's proficiency in designing user-friendly interfaces that prioritize functionality and enhance overall user experience.

  • UI/UX

    UI/UX (User Interface/User Experience) involves the design and optimization of digital products to ensure a seamless and satisfying user experience. By including this skill in the assessment, recruiters can measure a candidate's ability to conceptualize and create engaging interfaces that align with user expectations and needs.

  • Web Design

    Web design encompasses the creation of visually appealing and functional websites, focusing on layout, typography, and overall aesthetics. Measuring this skill enables recruiters to assess a candidate's expertise in producing visually engaging and user-friendly web designs that align with current design trends and best practices.

  • Responsive Design

    Responsive design refers to the adaptation and optimization of digital products for different devices and screen sizes. Evaluating this skill allows recruiters to ascertain a candidate's proficiency in designing and implementing designs that provide a consistent and optimized user experience across various platforms.

  • Logical Reasoning

    Logical reasoning entails the ability to think critically, analyze problems, and arrive at logical solutions. Including this skill in the assessment enables recruiters to evaluate a candidate's ability to approach design challenges systematically, derive logical conclusions, and make informed design decisions.

  • Critical Thinking

    Critical thinking involves the skill of objectively analyzing a problem or situation, considering different perspectives, and formulating well-reasoned judgments. Assessing this skill assists recruiters in determining a candidate's ability to approach design tasks thoughtfully, identify potential issues, and offer innovative solutions.

  • Full list of covered topics

    The actual topics of the questions in the final test will depend on your job description and requirements. However, here's a list of topics you can expect the questions for Graphic Designer Aptitude Test to be based on.

    Layout Design
    Grid Systems
    Typography
    Color Theory
    Wireframing
    Prototyping
    Usability Testing
    User Research
    Information Architecture
    Interaction Design
    User Flows
    Clickable Prototypes
    Mockups
    Responsive Web Design
    Mobile Design
    Desktop Design
    Visual Design
    Graphics Editing
    Image Optimization
    User-centered Design
    Design Thinking
    Problem Solving
    Logic Puzzles
    Pattern Recognition
    Abstract Reasoning
    Syllogism
    Analogies
    Logical Deduction
    Critical Reasoning
    Inductive Reasoning
    Deductive Reasoning
    Coding Logic
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What roles can I use the Graphic Designer Aptitude Test for?

  • Graphic Designer
  • UI/UX Designer
  • Web Designer
  • Art Director
  • Brand Designer
  • Illustrator
  • Motion Graphics Designer
  • Packaging Designer
  • Print Production Manager
  • Presentation Designer

How is the Graphic Designer Aptitude Test customized for senior candidates?

For intermediate/ experienced candidates, we customize the assessment questions to include advanced topics and increase the difficulty level of the questions. This might include adding questions on topics like

  • Knowledge of coding languages and their impact on design implementation
  • Ability to collaborate with cross-functional teams and stakeholders
  • Strong problem-solving and critical thinking skills
  • Attention to detail and ability to manage multiple projects simultaneously
  • Excellent communication and presentation skills
  • Understanding of typography and font selection for effective design
  • Experience with prototyping tools and techniques
  • Awareness of current design trends and industry standards
  • Ability to adapt and apply design principles based on target audience and platform
  • Knowledge of accessibility guidelines and their application in design
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

Graphic Designer Aptitude Hiring Test FAQs

What is a design aptitude test?

The design aptitude test is a pre-employment test used by recruiters to identify which candidates have the aptitude & design ability to do well in a graphic designing role.

What skills does the graphic designer aptitude test screen for?

The graphic designer aptitude test evaluates candidates on the critical skills required for design roles:

  • Ability to understand & translate the user requirements into UX
  • Knowledge of common design patterns
  • Understanding of typography & fonts
  • Fundamental understanding of how colors work together
  • Experience conducting A/B tests
  • Logical reasoning skills
  • Attention to detail

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. Here's a quick guide on how you can request a custom test.

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
  • Screen proctoring
  • Web proctoring
  • Webcam proctoring
  • Plagiarism detection
  • Secure browser
  • Copy paste protection

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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40 min tests.
No trick questions.
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