How to Assess UI/UX Design Skills

Hiring the right UI/UX designer is critical for project success. Without proper evaluation, you risk delays, poor design quality, and unmet goals. Here's how to effectively assess candidates:

• Key Skills to Evaluate: Look for wireframing, prototyping, user research, visual design, information architecture, responsive design, and interaction design skills. Familiarity with tools like Figma, Sketch, or Adobe XD is essential.
• UI vs UX: Understand the difference. UI focuses on visual elements like buttons and layouts, while UX is about user flows and problem-solving. Ideal candidates should demonstrate strengths in both.
• Australian Standards: Ensure designers follow WCAG 2.1 Level AA accessibility guidelines and understand local conventions, such as Australian spelling, date formats (DD/MM/YYYY), and payment methods like BPAY or Afterpay.
• Assessment Methods: Use portfolio reviews, live design challenges, and targeted skill tests to evaluate candidates. Include tasks like UX audits, wireframing, or accessibility evaluations.
• Comparison Tools: Rank candidates using structured criteria like wireframing, user research, and accessibility. Weight these skills based on your project needs.

I Asked 11 Elite UX Designers Which Skills Matter

Key UI/UX Skills You Need to Know

Knowing which skills matter most is key when assessing designers who can deliver results. A mix of technical know-how and creative thinking sets apart those who simply meet expectations from those who exceed them. Let’s dive into the essential skills you should prioritise when hiring for UI/UX roles.

Core UI/UX Skills to Look For

Wireframing and prototyping are the building blocks of effective design. A skilled designer can translate user journeys into wireframes and then into high-fidelity prototypes. Familiarity with tools like Figma, Sketch, or Adobe XD is non-negotiable, as is the ability to create interactive prototypes that allow for stakeholder feedback and testing.

User research skills elevate designers by ensuring their decisions are data-driven rather than based on guesswork. Strong candidates conduct user interviews, craft personas, and analyse behavioural data to inform their designs. They should also have experience with usability testing, card sorting, and A/B testing to refine their work.

Visual design expertise is about more than just aesthetics. It’s about understanding typography, colour theory, layout, and maintaining brand consistency. A good designer knows how to use visual hierarchy to guide user focus and influence actions, creating interfaces that are both attractive and functional.

Information architecture skills ensure that content is organised in a way users can easily navigate. Designers with this skill know how to structure menus, categorise information effectively, and design user flows that minimise confusion and cognitive strain.

Responsive design knowledge is a must in today’s multi-device world. Designers need to ensure that interfaces look great and function well on desktops, tablets, and mobile devices, adapting seamlessly to different screen sizes.

Interaction design abilities focus on the smaller details, like micro-interactions, transitions, and feedback systems, to make interfaces feel intuitive and responsive.

UI vs UX: What's the Difference?

Understanding the difference between UI and UX helps refine your hiring criteria.

User Interface (UI) design deals with the visual and interactive elements users directly interact with, such as buttons, icons, colour schemes, and layouts. On the other hand, User Experience (UX) design takes a broader approach, focusing on understanding user needs, mapping user flows, conducting usability tests, and designing the entire user journey.

The best designers have strengths in both areas. Someone focused solely on UI might create visually stunning designs that lack usability, while a UX-only specialist could solve user problems but fall short on visual appeal. Ideally, you want candidates who can demonstrate skills in both disciplines, even if they lean more towards one.

Modern projects thrive with designers who see the connection between visual design and user behaviour. A well-rounded approach ensures the final product not only looks polished but also functions seamlessly.

Industry Standards and Australian Accessibility Guidelines

For Australian businesses, following accessibility guidelines is more than just a legal requirement - it’s a step toward creating better user experiences.

Under the Disability Discrimination Act 1992 (DDA) and WCAG 2.1 Level AA compliance, public-facing websites must meet certain accessibility standards. This means designers must ensure adequate colour contrast, keyboard navigation, screen reader compatibility, and alternative text for images.

Beyond meeting legal obligations, accessible design benefits everyone. Features like clear navigation, readable typography, and well-structured content make digital products easier to use for all audiences.

When assessing potential designers, ask them to explain how they’ve incorporated accessibility features into past projects. They should be comfortable with accessibility testing tools and understand how inclusive design can improve business outcomes.

Additionally, designers who understand local user preferences and cultural nuances offer a major advantage. For Australian users, this includes using local spelling, date formats (DD/MM/YYYY), and other conventions that make digital experiences feel familiar and intuitive.

How to Assess UI/UX Design Skills

Once you’ve identified the key skills to look for, the next step is crafting a process to evaluate candidates effectively. A well-rounded assessment combines several approaches - portfolio reviews, practical challenges, and targeted tests - to get a clear sense of a designer’s abilities. Instead of relying solely on interviews, use this mix to see how candidates think, create, and solve problems in action.

Portfolio Review

A designer’s portfolio is more than just a showcase of their work - it’s a window into their experience and approach. The key is knowing how to dig deeper.

Start by looking at the range of projects they’ve worked on. A diverse portfolio is a sign of flexibility and exposure to different challenges. For instance, a designer who has only worked on e-commerce sites might struggle with the demands of enterprise software. On the other hand, someone who’s tackled mobile apps, web platforms, and other varied projects is likely to be more versatile.

Pay close attention to case studies. These should highlight how the designer approached problems, the methods they used, and the results they achieved. Strong candidates will explain their research process, design decisions, and how they measured success. Also, look for evidence of collaboration. UI/UX design is rarely a solo effort, so it’s important to see how they’ve worked with developers, product managers, and other stakeholders.

Finally, ensure they’re familiar with Australian design and accessibility standards. This is especially important for businesses operating locally.

Live Design Challenges

Practical exercises are one of the best ways to see how candidates think and work in real time. These challenges let you observe their process, not just their final designs.

Time-boxed challenges are ideal for early-stage evaluations. Assign a 60-90 minute task that’s relevant to your business, such as redesigning a checkout flow, improving a dashboard interface, or creating a mobile onboarding experience. The task should address real problems your team is working on. For example, if user engagement on your app is an issue, ask candidates to identify potential pain points and propose solutions. This not only tests their skills but also gives them a glimpse of the work they’d be doing.

Use screen sharing to observe how they approach the task. Watch how they define the problem, ask questions, and use design tools. Strong candidates will focus on user needs, sketch ideas, and explain their decisions as they go.

For senior roles, consider collaborative challenges. Present a design problem and have the candidate work through it with your team. This approach tests their communication skills, how they handle feedback, and whether they’d fit into your company culture.

Tailor challenges to the specific skills you’re looking for. For example:

• If accessibility is a priority, ask them to design an interface that meets WCAG 2.1 AA standards.
• If your projects involve complex workflows, focus on tasks that test information architecture or user flow design.

These exercises reveal whether candidates can translate their skills into practical, real-world solutions.

Skill Tests and UX Audits

To dig even deeper, targeted skill tests and UX audits can help evaluate specific competencies. These assessments mirror real-world scenarios and provide a clearer picture of a candidate’s expertise.

UX audit exercises are particularly insightful. Give candidates an existing website or app - whether it’s your own or a well-known platform - and ask them to identify usability issues and suggest improvements. Look for their ability to spot problems with navigation, content hierarchy, mobile responsiveness, and accessibility. Strong candidates will also offer actionable solutions.

User research tasks test analytical thinking. Provide candidates with user feedback, analytics data, or research findings and ask them to draw insights and propose design recommendations.

For UI-focused roles, design system tasks can be useful. Ask candidates to create new components for a design system or extend an existing one.

Wireframing exercises are another effective option. Provide a content brief and ask candidates to design wireframes for a multi-page flow. This tests their ability to organise information and create intuitive layouts.

Don’t overlook accessibility assessments, especially for Australian businesses. Ask candidates to evaluate a design or website for accessibility issues and suggest improvements. They should identify problems like poor colour contrast, lack of keyboard navigation, or screen reader incompatibility, referencing WCAG guidelines.

To ensure fairness, keep these tests realistic in scope. Limit them to 2-3 hours and focus on skills that are directly relevant to the role. And no matter the outcome, always provide feedback to candidates who complete your assessments. It’s a small gesture that leaves a positive impression.

Tools and Platforms for Skill Testing

Using assessment tools takes much of the guesswork out of hiring by turning subjective decisions into measurable outcomes. Instead of relying on impressive portfolios or gut feelings, these platforms provide clear, objective insights into a candidate's design skills.

Modern platforms offer standardised, practical challenges that test real-world UI/UX abilities. These assessments are often aligned with WCAG and Australian accessibility standards, ensuring relevance and inclusivity. For example, candidates might be tasked with redesigning an e-commerce checkout process to enhance user experience or creating a mobile interface that adheres to accessibility guidelines. By standardising these tasks, every candidate works under the same conditions, making it easier to spot strengths, identify skill gaps, and observe their approach to research, ideation, and problem-solving in a consistent manner.

How Talentblocks Simplifies Skill Testing

Talentblocks goes beyond portfolio reviews and live design challenges to refine the evaluation process. It offers detailed skill assessments using precise filters, helping you measure a designer's expertise with accuracy. Whether you're hiring for a short-term project or a long-term role, Talentblocks provides flexible options to meet the needs of Australian businesses.

The platform also simplifies hiring logistics with transparent pricing and automated administrative tools, making it easier to manage budgets and operational tasks. By combining detailed assessments with practical application, Talentblocks helps you compare candidates more effectively and confidently.

Comparing and Ranking Candidates

After gathering assessment data, the next step is to rank candidates using clear, measurable criteria. This approach ensures that hiring decisions focus on actual skills and abilities rather than subjective preferences. For instance, a designer with striking visuals might lack research expertise, while someone with simpler designs might excel in crafting seamless user journeys.

Using Comparison Tables for Skill Analysis

Comparison tables offer a straightforward way to evaluate candidates across multiple skill areas. Instead of relying on informal opinions, these tables provide a structured overview of strengths and weaknesses.

Start by identifying the skills most relevant to your project. For example, if you're working on a mobile app redesign, you might prioritise responsive design, user testing, and accessibility. On the other hand, an e-commerce platform might require expertise in conversion optimisation and checkout flow design.

Then, create a table with rows for candidates and columns for key skills. Use a consistent scoring method, such as a 1-5 scale or qualitative ratings like "Strong" and "Adequate", to ensure uniformity in evaluations.

This format makes it easy to spot trends. For instance, Sarah excels in prototyping and accessibility but could improve her user research. James shines in wireframing and visual design but might need additional accessibility training.

To refine the process further, assign weights to each skill based on the project’s priorities. For example, accessibility might carry extra weight when redesigning a government website, while visual design might take precedence for a creative agency's portfolio project.

Measuring Candidates Against Industry Standards

Once you've ranked candidates, it’s crucial to compare their skills against industry benchmarks. This ensures you're not just hiring the best from your pool but also meeting broader standards for quality and expertise.

For Australian roles, candidates should be familiar with guidelines like WCAG 2.1 Level AA for accessibility and demonstrate an understanding of local design trends. Aligning with these benchmarks helps validate their ability to meet both technical and market-specific demands.

Salary expectations can also provide insight into skill levels. A designer earning $80,000-$100,000 annually should demonstrate advanced prototyping and user testing skills, along with the ability to handle complex projects independently. In contrast, someone in the $50,000-$70,000 range might excel in visual design but need guidance on research methodologies.

Portfolios are another critical benchmark. Senior designers should showcase projects they've driven from start to finish, including research, strategy, and implementation. Their case studies should reflect strategic thinking, not just aesthetic appeal. For junior designers, portfolios may focus more on specific skills and visual execution.

Communication skills are particularly valued in Australia. Designers must be able to articulate their decisions clearly, collaborate with developers, and present ideas to non-design stakeholders. This is especially important for remote roles, which have become increasingly common.

To streamline hiring, consider setting skill thresholds for different roles. For example, a mid-level designer might need to score at least 3/5 across core competencies, while a senior designer should achieve 4/5 in their areas of expertise. This ensures you're hiring well-rounded individuals who can meet the demands of the role.

Lastly, consult industry reports and salary surveys to stay updated on market trends. The Australian design landscape has evolved, placing greater emphasis on research skills, accessibility, and cross-platform design. Candidates who haven’t kept up with these changes may struggle to deliver solutions that align with modern expectations.

Australian Requirements and Standards

Building on earlier discussions about accessibility and industry standards, this section focuses on Australian-specific requirements that shape effective UI/UX design.

When hiring UI/UX designers for Australian businesses, it's important to look beyond technical expertise. Designers need to be well-versed in Australian conventions, accessibility standards, and cultural expectations, all of which play a critical role in shaping user experience and achieving business success.

Meeting Australian Business Needs

To create designs that resonate with Australian users, designers must adhere to local formatting standards and user expectations. This includes using Australian formats for currency (e.g., $1,234.56), dates (DD/MM/YYYY), measurements (metric), temperature (Celsius), and addresses (e.g., 'Melbourne VIC 3000'). They should also use Australian English spelling (e.g., 'colour', 'centre') and integrate popular local payment options like PayID, BPAY, and Afterpay into their designs for seamless user experiences.

When evaluating candidates, consider their understanding of the Australian business environment. You can ask them to review existing Australian websites or explain how they would adapt global design approaches to suit local users. Strong candidates will show an understanding of cultural preferences, such as Australia's inclination towards direct communication and simple navigation structures.

Beyond adhering to business formats, designers must also address accessibility and cultural considerations.

Local Expectations and Accessibility

In Australia, the Disability Discrimination Act 1992 mandates that digital services comply with WCAG 2.1 Level AA standards, customised for local contexts. Designers should use accessibility testing tools to ensure compliance and demonstrate awareness of Indigenous imagery, cultural symbols, and protocols where applicable.

Privacy is another critical factor, shaped by the Privacy Act 1988 and the Australian Privacy Principles. Designers need to create clear and transparent data collection interfaces, user-friendly consent mechanisms, and privacy controls. This includes designing effective cookie consent banners and features that enable data portability, ensuring compliance with Australian privacy laws.

Mobile-first design is especially crucial in Australia, where mobile internet usage surpasses desktop across most demographics. Designers should optimise for Australian network conditions, taking into account how data costs influence user behaviour. This might involve implementing efficient loading processes and offline functionality where relevant.

When assessing candidates, look for evidence of cross-cultural design experience and a commitment to addressing diverse user needs. The best candidates will ask thoughtful questions about target demographics, accessibility requirements, and local compliance standards. They should also be familiar with Australian government design systems and style guides, especially if your projects involve public sector work.

Regional differences also play a role. Designers must account for the unique challenges faced by rural users, such as limited connectivity and less advanced devices, compared to those in urban areas. This type of contextual understanding often sets apart designers with a deeper grasp of user needs from those focused solely on technical execution.

Conclusion: Making Better Hiring Decisions

When evaluating UI/UX skills, rely on more than just portfolios. A well-rounded approach, combining multiple assessment methods, strengthens your ability to make objective hiring decisions.

Prioritise candidates who can clearly explain their design choices, integrate user research effectively, and deliver results that can be measured. Portfolios provide valuable insights, but pairing them with hands-on tests offers a more complete picture of a designer's capabilities.

For Australian designers, it's essential to consider local standards, including adherence to accessibility guidelines under the Disability Discrimination Act 1992, as well as understanding cultural nuances. By incorporating structured comparison methods, you can minimise bias and rank candidates fairly and objectively.

Tools like Talentblocks simplify the hiring process by offering detailed, validated skill assessments. Their platform connects businesses with pre-assessed UI/UX professionals, providing transparent pricing and flexible hiring options to meet your needs.

Thorough evaluation processes reduce hiring mistakes and improve project outcomes. Designers who meet technical expectations while addressing Australian-specific requirements are better positioned to create solutions that resonate with local users while aligning with global standards. By establishing clear criteria, testing practical skills, and focusing on candidates who understand your target audience, you can make smarter hiring decisions.

Strong UI/UX design drives engagement, improves conversions, and boosts overall business performance. Following the evaluation strategies outlined in this guide ensures you're working with designers who can deliver impactful results tailored to your Australian market.

FAQs

How can I make sure a UI/UX designer follows Australian accessibility standards?

To ensure a UI/UX designer aligns with Australian accessibility standards, they need a thorough understanding of WCAG 2.2 Level AA. This standard is a common requirement for government and organisational websites across the country. Additionally, being familiar with the Disability Discrimination Act (DDA) and the Digital Inclusion Standard (DIS) is crucial for meeting accessibility obligations in Australia.

It’s also important to seek out designers who actively update their skills through accessibility training and consistently apply their expertise by conducting audits and tests. This approach helps them design inclusive digital experiences that comply with local standards and ensure equal access for all users.

What are the best ways to assess a candidate's user research skills during the hiring process?

To assess a candidate's user research skills, begin by examining their portfolio. This provides a glimpse into the quality and scope of their previous work. Pay attention to examples that highlight their experience with user interviews, surveys, and usability testing - key elements of effective user research.

In the interview process, consider incorporating a scenario-based task. This task should simulate a realistic research challenge, offering insight into how the candidate approaches problem-solving, applies methodologies, and navigates any constraints. It's also a great opportunity to observe their thought process in action. Complement this with focused questions about their hands-on experience with specific techniques and how they turn research findings into actionable recommendations.

By blending practical exercises with in-depth discussions, you'll gain a well-rounded view of their skills and how they could contribute to your team or project.

The Importance of UI and UX Expertise

For a designer, having expertise in both UI (User Interface) and UX (User Experience) is crucial. These two areas work hand in hand to create smooth and engaging interactions for users. While UI focuses on the aesthetics - like visuals and layout - UX is all about making sure the experience is functional, intuitive, and satisfying.

When assessing a designer’s skills, their portfolio is a great place to start. Check for examples of wireframing, prototyping, and user research. These are key indicators of their ability to design thoughtful and user-friendly solutions. Also, pay attention to their grasp of information architecture and how effectively they create intuitive designs. Beyond technical skills, look for their mastery of design tools, their ability to communicate ideas clearly, and how well they work within a team setting.