How to Create a Graphic Designer Job Description – 25 Tipstony tony https://secure.gravatar.com/avatar/aa9bbdf8f1e6bbf534778ecea7c0c925?s=96&d=mm&r=g
How to Create a Graphic Designer Job Description – 25 Tips
From advertising, packaging, and marketing to boosting online presence, a graphic artist in today’s work environment is involved in practically all core company activities. In this light, below are 25 tips on how to create an appropriate graphic designer job description that will both attract and prime the right candidate for the position.
Outline the general job requirements
Use the former designer’s job description as a reference point to come up with a general list of the current demands of the position. If it is a newly created position, source for a reference point from competing firms.
Audit the design team’s output
Audit the design team’s output so as to identify talent gaps. Think along the lines of creativity, morale, knowledge, skill, etc., so as to develop a requirement list that covers all bases.
Interview all relevant personnel
Interview employees from the design team, marketing, advertising, and public relations departments. Structure questions so as to develop a mental picture of how the right person for the position should be like.
Issue questionnaires to all the stakeholder’s but most importantly, to the design and I.T team. Make the questionnaires anonymous so as to collect accurate data concerning the most appropriate character type to go for.
Collect additional data from other job sources
Surveys, complaints about the former office holder, etc., can give more insight concerning the right person for the job.
Consider the tenure of the former designer
If it is a replacement exercise, consider the tenure of the previous graphic artist regarding achievements, whether he/she had lots of free time, or whether the duties were burdening or too easy. Pertinent deliberations will assist in optimizing job specifications.
Liaise with the direct superiors
Involve the superiors the incoming designer will be reporting to in every step of the process. They can offer helpful insight.
Make everyone at the office contribute to the process
By making everyone feel involved by giving input, the whole office will feel responsible for the individual chosen which will ease the acceptance and integration process.
Organize the data collected
Properly organize the data collected and file it according to company or business requirements in case the same will be needed later.
Deduce knowledge and skill requirements
From the organized data, determine the knowledge and expertise the needed graphic artist will require to function optimally.
Deduce the educational requirement
The higher the education requirement, the higher the wages. It is best to go with minimal academic qualifications that will not compromise productivity to keep the wage bill low.
Ascertain the type of designer needed from the data: whether in-house, or an independent artist.
Depending on the rank of the position, determine the requisite physical and work attributes such as a friendly personality, ability to meet tight deadlines or work under minimal supervision, etc.
Use simple language
Avoid jargon as much as possible. Make all job requirements as simple and easy to understand as possible.
Analyze available resources
Resources such as budgets, types of projects undertaken, studio facilities, etc., will help develop a pragmatic job description.
Edit the job description
In light of all the deductions made from the collected data, flesh out and edit the initial general description to come up with a list of functions that better represent the current position’s needs.
Classify the job roles
Carefully consider the edited job functions and classify them as either marginal or core. This will aid in candidate selection as marginal roles can be struck off or learned on the job.
Consider strategic objectives
The vision of the company should influence job description development so as to find a designer who fits with long-term company/business ambitions.
Highlight room for growth
The job description should imply that there is room for advancement through future opportunities.
Make the description flexible
Creatives like room for expression and experimentation. The job description should factor in the same by being as open-ended as possible.
Offer a decent challenge
Talented individuals easily become unsatisfied in an unchallenging environment that does not encourage skill development. The job specification should, therefore, highlight some of the challenging aspects of the job.
Include other duties
Include other relevant duties the graphic designer might have to accomplish once in office.
Include a disclaimer
Add a proper disclaimer – preferably; one developed with the help of an attorney.
Fine tune the job specifications
Fine tune all the job specifications developed, and make necessary tweaks such as making sure that all duties are in line with the company policies, etc.
Involve relevant parties in reviewing job specifications
Review the final job description draft in tandem with all departments, including management, H.R, and all other interested stakeholders.
In conclusion, it is necessary to develop accurate and relevant job descriptions since they are not only used to choose the right candidates but also used to determine salaries, performance, mission clarification, career planning, among other essential functions.