Video summary

Why Graphic Designers Don't Get Hired (Big Mistakes to Avoid)

Main summary

Key takeaways

Educational

Main ideas / lessons conveyed

The video explains what graphic design candidates should do (and not do) to succeed in job interviews. It emphasizes that getting hired depends on more than design skill: candidates must prepare their portfolio and mindset, perform well in multiple interview rounds, communicate clearly, demonstrate personality fit, and show loyalty/reliability.

It also provides guidance for salary negotiation and for handling questions when you don’t know an answer.

Methodology / steps / instructions (detailed)

1) Pre-interview preparation (do it before the interview date)

  • Start preparation early

    • If you have an interview tomorrow, begin prep from today.

  • Research the company/brand

    • If interviewing with an ad agency:
      • Identify the agency’s clients
      • Check what projects/campaigns they’ve worked on
      • Look for awards/recognitions
    • If interviewing with a brand:
      • Identify brand design techniques
      • Observe color schemes and fonts
      • Check past campaigns and overall brand identity

  • Plan around what the company actually does

    • Understand the role context: what the department needs and what style they expect.

2) Portfolio submission mistakes to avoid + how to format correctly

  • Avoid sending via random/consumer formats

    • Don’t send portfolio through pen drives or unprofessional link methods.

  • Use a professional PDF

    • If you update the portfolio, do it properly (not repeatedly causing frequent reopening/scrolling issues).
    • Keep work readable and not overly long/wide in a way that forces excessive scrolling.

  • If using motion/video

    • Don’t cram motion-heavy items inside a PDF as a substitute.
    • Create separate projects for motion/video work and share links.

  • Use clear sharing methods

    • Prefer professional link sharing (e.g., Google Drive/appropriate links) rather than devices.

  • Include proof of printed work (optional but helpful)

    • If your designs were printed (magazines/leaflets), bring/bring evidence for a stronger impression.

  • Include a CV/Resume

    • Yes, carry it physically even if you already submitted it online.
    • Keep CV formatting simple and professional.
    • Avoid being overly creative with layout; keep content clear.

3) Reduce interview nervousness (especially for freshers)

Freshers are naturally nervous, but pressure should be managed.

Suggested approaches:

  • Don’t put the whole “must crack it” burden on yourself.
  • Treat it as learning: “I might learn something here.”
  • Use calming physical techniques (e.g., breathing exercises / deep breaths).
  • Mindset reset:
    • Tell yourself you are intelligent and capable.
    • Even experienced people can feel nervous due to office atmosphere—so self-motivation matters.

4) Understand the HR round: HR checks 3 core things

HR is portrayed as “detective-like” and focuses on:

  1. Personality (fit + appearance + professional vibe)

    • HR won’t ask directly; they observe.
    • Dress expectations:
      • For graphic designers: dress like a graphic designer (not like “random cool T-shirt/cap” style unless it fits the professional expectation).
      • For senior roles: more classy/aesthetic; avoid looking cheap.
      • General standards: watch, neat hair, not overly messy/unprofessional, suitable beard length.
    • Explanation: offices have a corporate culture; appearance signals whether you fit the culture.

  2. Communication

    • Communication means: whatever you say is understood immediately.
    • Must cover:
      • Correct language (no language barrier)
      • Fix communication weak points like fumbling/pausing
      • Explain clearly
      • Use strong industry vocabulary/terminology (e.g., “portfolio” and graphic-design concepts)

  3. Loyalty / reliability

    • HR cares about long-term retention, not just hiring a designer for a short time.
    • Loyalty is checked through cross-questioning about:
      • Background and hometown
      • What you did in previous company
      • Why you left
    • HR may test flexibility with hypotheticals:
      • Extended internship vs normal timeline
      • Office timing expectations (arriving early, late work, weekend availability)

Loyalty guidance:

  • Don’t lie.
  • If asked about expectations/attendance/punctuality, show willingness/responsibility sincerely.

5) “Why did you leave your last job?”—acceptable valid answers

The video contrasts two common wrong reasons (salary issue, workload) with better accepted reasons.

Use valid reasons such as:

  • Personal growth
    • The opportunity/potential you had wasn’t possible in your previous company
    • Your growth trajectory required a new environment
  • Salary expectation based on industry/work
    • Avoid saying “industry doesn’t pay enough” in a confrontational way.
    • Prefer framing as: your role’s market value + your work level.

6) How to answer “Tell me about yourself” (varies by interview round)

The content should adapt to who is asking:

  • HR

    • Gives background overview
    • Past experience (professional past)
    • What you do currently
    • Small future vision about the type of role you want

  • Creative head

    • Focus on core personality as a designer:
      • Your passion for designing
      • Relevant campaigns/projects you’ve worked on
      • Your creative thinking and beliefs
    • Emphasize your real multi-skill creative interests, not only “I can make designs.”

Example concept used in the talk:

  • Two candidates illustrate “trust” differences:
    • One speaks with forced reassurance (“we’ll manage”)
    • Another states what they truly can do and demonstrates knowledge
  • The lesson: be authentic and show concrete capability.

7) Practical test preparation (how to perform in timed design tasks)

Portfolio work must match the practical test expectations (otherwise the portfolio won’t help).

To prepare:

  • Know the test style

    • Check the company/brand’s color scheme and design taste.

  • Practice within the given time

    • Don’t assume you can produce a perfect result without timing.
    • Practice designing something you can complete in 30–60 minutes (depending on the test).

  • Balance “brand identity” + your creativity

    • Maintain brand colors/fonts/style identity
    • But include something new (not copied exactly).

For online tests (special instructions):

  • Deliver exactly what was asked (dimensions/size).
  • Respect the submission time window.
  • Online test explanation can be more necessary depending on whether they request reasoning behind choices.

8) How companies evaluate you during the practical

Testers may:

  • Monitor while you work (in-person rounds)
  • Interrupt/check your process
  • Observe workflow quality, tool usage, and whether you follow best practices

Key behavior emphasized:

  • Don’t do design “half-heartedly” with distracting habits.
  • Use the right tools properly (e.g., correct Photoshop features/tools when available).
  • Keep your process visible and professional (use both hands, show active process).

9) Creative head round: topics and answer expectations

The creative head evaluates categories such as:

  • About you (motivations, background)
  • Interest level in the field
  • Favorites (fonts, colors, designers, campaigns)
  • Updates/trends (including AI tools and current market visuals)
  • Critical thinking / problem solving (realistic scenario handling)
  • Design knowledge
    • Tools/software and print settings
    • Design concepts (color schemes, hierarchy, principles)
  • Futuristic vision
  • Confidence and how you handle feedback

If you don’t know an answer:

  • Don’t deflect or pretend you know.
  • Accept you don’t remember and be honest, showing willingness to learn immediately.
  • The video frames this as demonstrating confidence and integrity.

During critique / disagreements:

  • When the creative head corrects you:
    • Be careful not to argue too much or act overly defensive.
    • Accept the feedback first (“you’re right”) then add reasoning/opinion calmly.
  • Provide a solution approach or options rather than pure refusal.

10) Salary discussion: when and how to negotiate

Important timing rule:

  • If salary is asked during HR rounds early, the answer depends on round timing:
    • During HR round: avoid volunteering everything (especially if you’re experienced).
    • Don’t bring your prior salary into discussion too early.
    • Try to avoid locking yourself into numbers too soon.
  • After rounds / when selection is nearly done:
    • Salary negotiation becomes more appropriate.
    • Use your skills/experience level as justification.
    • The talk uses a vegetable “barter/negotiation” metaphor: you negotiate based on value.

Freshers advice:

  • Don’t demand extremely high salary at the beginning.
  • Focus on learning first; then demand more later after skill growth.

Speakers / sources featured (identified from subtitles)

  • Yogesh Sir (main interviewee / mentor; provides interview guidance)
  • Tanuj (host/interviewer; addresses Yogesh Sir, asks questions)
  • “Hello guys” / “Yards community” (channel intro voice; appears as the host/creator in subtitles, but not named separately beyond Tanuj)

Original video