Typically, a screening interview is quick and follows a set format
consisting of questions designed to determine if the applicant has the
basic requirements for the job, such as the right level of education and
experience. More often than not, screening interviews are conducted
over the phone. At the end of the screening interview, applicants may
have some idea of whether or not they will be invited for another, more
in-depth interview.
Obviously, if a screening interview is conducted over the phone,
there is no opportunity to show your portfolio face to face. However, if
you have done the research that is necessary to create a Can-Do Port-
folio, you will be well prepared to talk over the phone about the
P.E.A.K.S. you have that would make you a well-qualified candidate.
You do not need to show portfolio items to speak confidently about the
things you have done that generated these items. In Chapter 9 we will
discuss digital options for sharing your portfolio electronically.
Later interviews are used for “selecting”candidates. One or more
rounds of selection interviewsfollow the screening interview. As the
name implies, the goal of a selection interview is to make a selection.
Actually, both the interviewer and the person being interviewed are en-
gaged in making a selection. The interviewer is trying to decide which
candidate is best for the job. And the interviewee, in addition to trying
to make a good impression, is also attempting to determine if this job
is a good opportunity.
Typically there is more than one round of selection interviews. A
human resource specialist may be involved in early rounds of selection
interviews. People who would be associates of the person who eventu-
ally fills the job may also conduct selection interviews. But in the final
round of selection interviews, typically the person whose opinion is
given the most weight is the supervisor or manager of the position that
is being filled. In fact, it is usually this manager who conducts the final
round of selection interviews.
The focus of this chapter will be on selection interviews where you
meet face to face and therefore will have the opportunity to show your
portfolio.WHAT YOU CAN ACHIEVE IN A JOB INTERVIEW
Prior to going on a job interview, your first task is to decide what you
want to achieve in this interview. As a candidate for a position, your
goals probably include the following:Acquiring enough information about the job and the organization to
make an informed decision as to whether or not you want to work
there. Is this position right for you? Is this organization’s culture
what you had hoped it would be? Will this job put you in a good posi-
tion to capitalize on future opportunities?
Communicating information about yourself in a way that makes you
a strong candidate for the job.
Learning more about the P.E.A.K.S. that the prospective employer is
seeking in candidates, so that you can further refine both your re-Chapter 6: Using Your Portfolio to Get That Job 81