The Graphics Design Principles (Short) assessment is an employment test designed to evaluate the knowledge and skills necessary for graphics designers to produce work that meets professional standards in the field. The test measures candidate and employee proficiency across six key areas: Color Theory and Application, Typography, Layout, Composition, and Visual Hierarchy, Image Types, Resolution, and File Formats, Branding and Visual Consistency, and Design for Print vs. Digital Media. It assesses understanding of foundational concepts such as color harmony and contrast, font pairing and readability, alignment and grid-based composition, raster vs. vector graphics, visual identity consistency, accessibility considerations, copyright awareness, and the differences between print and digital design workflows.

The assessment uses a variety of question formats, including Essay Composition, Multiple Choice, and Multiple Correct Answer questions, with one or more questions scored using artificial intelligence to ensure accurate evaluation of open-ended responses. To enhance the integrity and predictive value of the test, questions are drawn from a large pool to minimize cheating, and one or more questions are subject to individual time limits.

The specific attributes measured include:

Following completion, the test produces a Candidate Selection Report that includes an overall score and detailed scores for each attribute.

The Candidate Selection Report also provides expert interview questions that help you probe critical or low-scoring areas, along with a guide for noting your evaluation of the candidate's responses. Consistent use of an interview guide is an important part of gaining better candidate insights and making better hiring decisions.

Note that while the Graphics Design Principles (Short) assessment is a useful and efficient instrument for confirming a base level of skill or knowledge about this important topic, it is not intended to pinpoint the exact level of candidate or skill. We recommend that skills tests, like this one, be used in parallel with other measurements, such as cognitive ability, job fit, and behavioral history. Each different type of test provides a valuable piece of information you can use when evaluating potential job performance.