Finding the right people is critical to building a forensic unit team, which means looking beyond skills on paper. It’s about understanding each person’s strengths and seeing how they fit into the team’s mission to solve mysteries and bring justice. Plus, we don’t need any sassy sals bringing the team morale down!
Our quick read will help you lay the foundation for finding and identifying top talent, so you have the perfect fit for your team. Let’s build your process!
Understanding the Heart of Forensic to Identify Top Talent in Forensic Units
Forensic work is about unwavering attention to detail, a solid commitment to truth, and a profound respect for each case’s sensitivity.
So, in seeking top talent, we aren’t just looking for technical experts. We are looking for individuals with a heart for service, a mind keen on details, and a spirit resilient against the often tough realities of the job.
Team Dynamic > Top Tier Experience
Offering a Warm Welcome to Candidates
When a potential team member steps into the interview room, they should feel seen and respected. Start with genuine. Ask open-ended questions that allow them to share what they do and who they are. Share some in return; they’re interviewing you, after all.
Questions like, “What drives your passion for forensic science?” can help you understand a candidate’s motivation and compatibility with your unit’s mission.
Check out the video below! Alice offers gentle guidance on uncovering precious insights that signal you’re on the right track to finding dedicated, top-tier trainees for your team.
Want to hear more about what Alice White has to say? You can watch the whole interview at the Forensic Trainer Symposium. Grab your pass for the Forensic Trainer Symposium Recap!
Observing the Details to Identifying Top Talent in Forensic Units
Just as forensic work depends on observing the minute details, so does identifying top talent. Listen to what candidates say and how they say it.
Someone who speaks about challenges with a reflective, learning mindset shows potential for growth and resilience. Watch for nonverbal cues, too, that indicate confidence, empathy, and enthusiasm.
Cultivating an Inclusive Perspective
Forensic units thrive on diverse perspectives, bringing different approaches and ideas to the table.
Make sure you write a clear job description. That’s how you’re setting yourself up for success. If you set the bar for your position too high, you won’t find and retain the right candidate.
Encourage candidates to share experiences where they have worked effectively within diverse teams or how they approach problems from unique angles.
An inclusive environment not only enriches the workplace culture but also sharpens the effectiveness of forensic work.
Engaging in Real-World Scenarios to Identifying Top Talent in Forensic Units
Consider incorporating real-world scenarios into your interview process to gauge how a candidate might fit into your team.
Presenting a case study or a problem-solving exercise related to your forensic unit’s work allows you to see candidates in action. It also gives them a taste of the work, ensuring aligned expectations.
What if your candidate doesn’t have enough experience?
Application. Figure out what core values you want them to bring and see if they can apply them to something they may not yet have experience with, like cross-department communication or organization.
Providing a Supportive Environment
Remember, interviews are a two-way street. Candidates are also evaluating whether your unit is the right fit for them.
Highlight your team’s supportive environment, from mentorship opportunities to mental health resources. These considerations are particularly vital in the emotionally demanding field of forensic science.
Always have an exit plan.
Sometimes candidates just don’t work out. In those instances, you have to decide what’s best for your team, but also not burn bridges. Forensics is a small community after all. As trainers and Supervisors this is where networking is CRITICAL.
I’ve gotten calls from other supervisors who hired someone. Although the candidate was meeting job expectations, they were too advanced for the current position, or they didn’t mesh well with someone on the team. The supervisor knew this person was a good candidate but also knew that retaining this candidate would be a problem.
Instead of just firing that candidate, the supervisor tried to ‘rehome’ them, showing that they were both supportive in the present and realistic about long-term aspirations.
Looking Ahead Together to Identifying Top Talent in Forensic Units
As you conclude your interviews, share with candidates the vision of your team’s future and how they might contribute. Encouraging them to envision a path forward together builds a sense of belonging and purpose from the very start.
Through empathy, observation, and thoughtful engagement, identifying top talent in forensic units becomes more than a process—it’s an opportunity to build a team deeply committed to the values and essentials of forensic work.
Learn More about “Effective Hiring Interviews” to Identifying Top Talent in Forensic Units in our upcoming webinar!
COURSE LOGISTICS
Instructor: Alison Hutchens
Date: Thursday, May 9, 2024
Times: 1:00pm – 2:15pm EST
Location: Wherever you can login!
Tuition Cost: $75.00
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PSSTTT… It’s Social Media Free!
What makes the Gap Science Family online community truly special is that we understand the stigma social media platforms create throughout your forensic career. Many prefer to stay off platforms like Facebook or Instagram altogether, which is why we’ve created a dedicated space where you can feel safe to interact and network with like-minded individuals without the hassle of social media.
How does it work? It’s free to join, but we have opted to make it a private space where our admin must approve all members so we can do our best to keep out the robots and spam.
Most of the spaces within the community are free to access, including forums where you can swap files, post job openings, advertise your forensic merch, announce upcoming training, and even share your wins! In the future, you may also see private spaces designated for students in our paid courses.
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FORENSIC-SPECIFIC TRAINING AND RESOURCES FOR CAREER ADVANCEMENT ARE OFTEN LACKING (OR JUST PLAIN NON-EXISTENT!)
While forensic technician courses are widely available, they may not prepare you for new roles and responsibilities.
Generic leadership courses also may not address the unique challenges of a Forensic Unit. What if you could access forensic-specific training and resources to support your career growth?
Gap Science training courses and resources may be just what you’re looking for!
Check this one out: For only $100, you can enroll and access a Forensic Supervisor’s Guide to Effective Interviews to Finding Your Ideal Employee—click here for more information!
Ready to take the next steps in your supervisor training? Check out our Courses – Here!
Plus, learn more about the Strategies for Identifying Top Talent in Forensic Units!
There’s More: Forensics Unfiltered episodes will be published at the beginning of every month! Currently, we’re available on Apple Podcasts, Spotify, Google Podcasts, and Anchor.
