In recent years, there has been a large increase in college programs for crime scene investigations. In order for college graduates to be competitive when applying for these highly sought-after jobs, graduates must be able to demonstrate the skills and knowledge they have acquired during their college coursework in lieu of on-the-job experience. The problem addressed in this study was that colleges have not adequately considered the role of portfolios in the crime scene investigation hiring process, potentially missing important details about candidates. The purpose of this qualitative descriptive study was to explore how employers portray the utility of portfolios during the hiring and interview process for college graduates who hold crime scene investigations degrees. Constructivism served as the theoretical framework for the study. Two research questions guided the study. The first question asked how law enforcement agency personnel responsible for hiring graduates of CSI academic programs describe if and how they use the candidates' portfolios during the hiring and interview process. The second question focused on the strengths and weaknesses of portfolios during the hiring and interview process. Eleven employers from Florida responsible for hiring crime scene investigation graduates participated in either semi-structured interviews participants or a focus group. Data were analyzed using Braun and Clarke's six-step process. Five major themes were developed. Theme 1 was participants had mixed perceptions about the utility of portfolios during the interview process, and the most desirable contents of a CSI portfolio showcase the applicant's experiences such as photographic experience, training, and unique experiences. In theme 2, the most desirable contents of a CSI portfolio showcase all of the job applicant's experiences, such as photographic experience, training, and unique experiences. In theme 3, participants provided recommendations for managing the interview process successfully or guaranteeing failure. Theme 4 was that job candidates' portfolios showed many different types of strengths, including taking initiative, whereas Theme 5 was that participants indicated that portfolios showed many different types of weaknesses, such as using the portfolio as an interview crutch, lack of preparation, and portfolios that were missing vital elements. Recommendations for practice were that job applicants organize their CSI portfolio to demonstrate their skills succinctly and effectively while minimizing or eliminating weaknesses. Recommendations for future research included using larger sample sizes, and sampling employers from other states than Florida. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]