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When deciding which candidate to hire, there are several key indicators which should be looked out for the ability to work independently and autonomously, a strong sense of motivation, and a desire to learn and improve. Alongside these character traits, look for consistency in aesthetic, in quality, and in style. A good designer is someone who is able to consistently execute great designs, that match a brief, and solve customer experience problems.

Beyond this, look for relevant experience in your company’s sector, and for evidence that they are able to work well in organizations of your size. Alongside these more process oriented investigations, ask yourself whether your design candidate has a style that is right for your business, and whether the work they have done previously is still being used by companies today.

Choosing between the variety of different types of designers (from UX designers, to web designers, graphic designers, or illustrators) or multimedia specialists (from animators, to illustrators, photographers, or video editors) can seem like a difficult decision, especially if you do not come from a design or multimedia background.

To make this process easier, place your focus on what your company needs urgently. If you have found that your mobile app leaves customers frustrated, hiring a UX designer will help you to remedy the situation; or if you need to create a series of infographics to email to subscribers, hiring a graphic designer or illustrator will help you to get things in order. Targeting employees to solve specific problems is the best way to maximise results.

If you find that your organization needs design or multimedia help in multiple areas, but that your budget doesn’t allow for more than one remote hire, aim to recruit a strong generalist who is comfortable working on a variety of projects. Do bear in mind that strong generalists typically command higher salaries.

Clear communication is integral to ensuring that your managing of your remote designer or multimedia creative is a success. Conveying projects in the clearest possible terms, outlining exactly what is expected (while allowing the flexibility for them to introduce their own unique style), and setting clear, but achievable, deadlines, is the best way to guarantee success.

If you are hesitant about allowing your remote designer to take complete control over projects, consider using remote time tracking tools like Hubstaff, that allow you to closely monitor a remote employee’s productivity without intruding on them.

Because design is subjective, you may feel more hesitant about interviewing a remote designer or multimedia specialist than you would any other hire (especially if you do not come from a design background). However, all great creatives are far more than their work; so during the interview process, attempt to gain an understanding of their work patterns, how they make creative decisions, whether they are empathetic and able to approach problems from a customer’s perspective, and whether they are passionate about their craft.

If you don’t have a background in design or multimedia, so cannot focus on specifics, ask your candidate to walk you through the process they underwent for one of their portfolio pieces. During this time, ask about the brief, what their considerations were, and why they made certain decisions. Attempt to gain an understanding of their thought process, and how they marry design, creativity, and strategy.

For a set of questions to ask designers during the interview process, click here

Like in-house designers, remote designer and multimedia specialists need to have the ability to be independent, work autonomously, be analytical, and be questioning; but above this, they need to be able to be empathetic. Without empathy, your worker will be unable to design for people other than themselves - and that means that your clients, customers, and users will suffer.

A good indicator of a talented and employable designer or multimedia specialist, is someone who has made their work a big part of their life. If your candidate has worked on multiple personal, or side, projects (even if they have been unsuccessful), they are likely to have the motivation to fully undertake your work each day and will have gained the necessary experience to make your projects a success.

To gain more of an understanding of what makes a great designer, click here