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I got into the forensic field by accident. I was working in the toxicology lab at the medical school in Portland, and the state police crime lab was upstairs. They'd come down and ask for assistance with blood alcohol or toxicity, so I got to know them. When they got a grant to expand the lab, I decided I'd just as soon not be a medical tech the rest of my life.

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The only requirement in many states for this work is to have a degree in science. I had a BS in General Science, and a BS in Medical Technology. I was working in a toxicology lab, so I knew how to do blood alcohol. I had a lot of training in the use of a microscope. After that it was on-the-job training, learning how to do bullet comparisons. I went to the FBI academy for training in hairs and fibers, instrumental analysis for paint chips, all that trace evidence.

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On television shows, they have criminalists interviewing and arresting people. In real life, criminalists do not do that. In some states we can only use the evidence that has been collected by police officers; in other states there are teams that process crime scenes. The person who collects the evidence may not be the one who actually analyzes it. Each piece of evidence goes to its own specialty: DNA, firearms, drugs, toxicology, trace evidence.

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What I enjoy most about forensic science is the problem solving. When you have a situation, you look at the evidence to see what it's telling you. How can you use the experts, scientific tests, and your own knowledge to answer questions and solve problems?

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Because I'm self-employed, I'm not the first at the scene, the state folks are. The challenge on my part as a defence criminalist is to go back and look at the photos, look at the write-ups, the lab notes, and decide if they actually collected all the evidence they needed. Why are the things in the crime scene the way they are? Are there problems in how they collected evidence? I see if there are unanswered questions or things that are being ignored.

Also, a lot of what I do deals with the underbelly of society and it's not necessarily fun to do that. I encounter bad stuff: mutilated bodies, child abuse, autopsies. Sometimes people say, "I can't do this anymore, I don't want to see any more dead bodies."

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In forensics we often develop a warped sense of humor; we find humor in grotesque things. Forensic folks together will laugh about stuff that would horrify people outside the field. You build your own defenses, and vent it at work.

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You need to understand scientific principles. You need to know how to conduct an experiment, generate a theory, and then see if you can make it fail. You need enough chemistry, biology, and physics to understand firearms and ballistics. In DNA, you have to understand enough biology to understand genetics. In firearms testing, you need know physics, math, how things ricochet and how trajectories can be figured out. You've got to understand the instrument you're using, how a mass spectrometer works, what it's doing, what it's telling you. How you might get a false positive or false negative reading. For a 10 page report, there might be 279 pages of notes. You have to take notes, write reports, and be articulate enough to explain complicated science to a jury.

UNIT 4. APPLYING FOR A JOB

There are many ways in which an organization can recruit personnel.

Advertising is a commonly used technique for recruiting people from outside. The advertising medium should be chosen according to the type of public the organization is aiming at. If a highly specialized person is required, a specialty publication such as a trade magazine may be most appropriate. National newspapers and magazines sometimes carry a Senior Appointments section for specialized personnel. Many national and local newspapers have a General Appointments section or a Classified Ads section for less specialized personnel. Employment agencies may be another source of recruitment. Other valuable sources of recruitment may be university campuses, trade unions, professional organizations.

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Latent Print Examiner

Senior Idaho State Police Forensic Services

Meridian, ID

Salary: $14,55 - $21.40 hourly

Responsibilities: Developing, identifying and preserving latent prints and inked fingerprints associated with routine and complicated investigations. Other duties include, but are not limited to,

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the comparison of latent prints to inked impressions, preparing reports of findings and court room testimony.

Qualifications: IAI Certification or bachelor's degree in forensic science, criminology, chemistry or closely related field such as biology (a bachelor's degree in criminal justice with additional science may also qualify); OR 3 years experience performing classification and identification and applying the rules of evidence as a fingerprint examiner or equivalent experience.

Contact: Lois Bear (all positions) Idaho State Police Human Resources 700 S. Stratford Drive

Meridian, ID 83642-6202 (208) 884-7017

www2 stats id.us

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1.What are fingerprint identification methods used for?

2.What is the basis of the fingerprinting technique?

3.How are fingerprints divided?

4.What is the difference between patent and latent fingerprints?

5.How can latent fingerprints be visible?

6.How can crime scene fingerprints be detected?

METHODS OF FINGERPRINT DETECTION

Since the late nineteenth century, fingerprint identification methods have been used by police agencies around the world to identify both suspected criminals as well as the victims of crime. The basis of the traditional fingerprinting technique is simple. The skin on the palmar surface of the hands and feet forms ridges, so-called papillary ridges, in patterns that are unique to each individual and which do not change over time. Even identical twins (who share their DNA) do not have identical fingerprints. Fingerprints on surfaces may be described as patent or latent. Patent fingerprints are left when a substance (such as paint, oil or blood) is transferred from the finger to a surface and are easily photographed without further processing. Latent fingerprints, in contrast, occur when the natural secretions of the skin are deposited on a surface through fingertip contact, and are usually not readily visible. The best way to render latent fingerprints visible, so that they can be photographed, is complex and depends, for example, on the type of surface involved. It is generally necessary to use a ‘developer’, usually a powder or chemical reagent, to produce a high degree of visual contrast between the ridge patterns and the surface on which the fingerprint was left.

Developing agents depend on the presence of organic materials or inorganic salts for their effectiveness although the water deposited may also take a key role.The resulting latent fingerprints consist usually of a substantial proportion of water with small traces of amino acids, chlorides, etc., mixed with a fatty, sebaceous component which contains a number of fatty acids, triglycerides, etc. Detection of the small proportion of reactive organic material such as urea and amino acids is far from easy.

Crime scene fingerprints may be detected by simple powders, or some chemicals applied at the crime scene; or more complex, usually chemical techniques applied in specialist laboratories to appropriate articles removed from the crime scene.

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CURRICULUM VITAE

JONATHAN HENSLEIGH

82 Westlands Crescent, Crayford DAI 746 Tel: 0208 423 200 0001

Fax: 0208 423 200 0002

Email: hensleigh@online.uk.com

PROFILE

An enthusiastic law-enforcement officer with strong analytical and communication skills, deadline oriented, familiar with latest IT, presentable and ambitious. Specialize in litigation and detective investigations.

EDUCATION

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Write a resume. Even if the particular job you're looking for has an application process where a resume isn't necessary, the process of writing a resume can help sort your thoughts and prepare you

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for an interview. Having a written record of your work history makes filling out an application much easier, too. Tailor the resume to the type of job for which you are applying, emphasizing related skills and coursework.

Call the employer. Ask about the application process: "Good morning. My name is John Doe. I was wondering if you had any positions open and, if so, how I could apply." You will usually have your call routed to the hiring or human resources manager. If they have any openings, they'll either ask you to come in and fill out an application, or they'll ask you to send a resume and cover letter by mail or email, in which case you should inquire "To whom should the letter be addressed?" They will give you their full name - write it down and ask them to spell it out if necessary.

Write a cover letter if it's a part of the application process. Make sure it is specific to the job, with the company name and address and, if possible, the name of the person who will be receiving it.

Ask two or three friends or family members to read over your resume and cover letter for typos. It's often difficult to see our own mistakes.

Apply.

•Visit the employer to fill out your application form. It's usually best to go in the midmorning, when they're not too busy, but before the day has worn them out. Ask to speak to the hiring manager and try to hand the form to him personally: "Hi, we spoke on the phone yesterday about the (job title) position. Here's my application. Let me know if you need anything else!" This will give the employer a chance to see you (so present yourself well) and put a face to a name.

•Send your cover letter and resume as instructed.

Follow up.

•If you filled out an application but the hiring manager wasn't there at the time, call three days later, ask to speak to the manager, and confirm that the application was received: "Hello, this is (your name). I filled out an application on (day you came in) and I just wanted to confirm that it was received."

•If you sent a cover letter and resume by mail, call a week later to confirm their receipt. If you sent them by email, call the day after.

Tips

•Always thank the employer for their time and consideration.

•Thank the manager.

•Follow up with a phone call.

•Always be honest when filling out a job application online.

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SAMPLE JOB APPLICATION FORM

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Many employers require all applicants, regardless of the job they apply for, to complete a job application form. This way the employer will have consistent data on file for all prospective applicants.

Instructions: Print clearly in black or blue ink. Answer all questions. Sign and date the form.

PERSONAL INFORMATION:

First Name _____________________________

Middle Name ___________________________

Last Name _____________________________

Street Address

_______________________________________________________

City, State, Zip Code

_______________________________________________________

Phone Number (___)___________________________________

Are you eligible to work in the United States? Yes _______ No_______

If you are under age 18, do you have an employment/age certificate? Yes ___ No ___

Have you been convicted of or pleaded no contest to a felony within the last five years? Yes_______ No_______

If yes, please explain: _________________________________________

__________________________________________________________

POSITION/AVAILABILITY:

Position Applied For

________________________________________

EDUCATION:

Name and Address Of School - Degree/Diploma - Graduation Date

_________________________________________________________________

_________________________________________________________________

Skills and Qualifications: Licenses, Skills, Training, Awards

_____________________________________________________________

_____________________________________________________________

EMPLOYMENT HISTORY:

Present Or Last Position:

Employer: _____________________________________________________

Address:______________________________________________________

Supervisor: ____________________________________________________

Phone: _______________________________

Email: ________________________________

Position Title: _________________________

From: ______________ To: ______________

Responsibilities: ____________________________________________________

__________________________________________________________

Salary: _______________

Reason for Leaving: ____________________________________________

May We Contact Your Present Employer?

Yes _____ No _____

References:

Name/Title Address Phone

_________________________________________________________________

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_________________________________________________________________

I certify that information contained in this application is true and complete. I understand that false information may be grounds for not hiring me or for immediate termination of employment at any point in the future if I am hired. I authorize the verification of any or all information listed above.

Signature______________________________

Date__________________________________

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POTENTIAL INTERVIEW QUESTIONS

Technically, not every item is a question; some are statements; but all are intended to prompt you for a response.

Better questions are not those that can be answered with a "yes" or "no," but are open-ended questions that invite thoughtful response. Even if you are asked a question that can be answered with a "yes" or "no," (e.g. "Are you comfortable with the amount of travel this job involves?"), you can certainly add a word of explanation to back up your answer (e.g., "Yes. I actually look forward to the opportunity to travel and to work with the staff members in some of the other offices).

Best questions are those that ask you how you behaved in the past, because past behaviour is the best predictor of future behaviour.

Not every interviewer will ask you every one of these questions. However, if you are prepared to address these questions, you will leave the impression that you were prepared for your job interview, even if additional questions take you by surprise.

•What are your long-range goals and objectives for the next seven to ten years?

•What are your short-range goals and objectives for the next one to three years?

•How do you plan to achieve your career goals?

•What are the most important rewards you expect in your career?

•Why did you choose the career for which you are preparing?

•What are your strengths, weaknesses, and interests?

•How do you think a friend or professor who knows you well would describe you?

•Describe a situation in which you had to work with a difficult person (another student, coworker, customer, supervisor, etc.). How did you handle the situation?

•How do you determine or evaluate success?

•In what ways do you think you can make a contribution to our organization?

•Describe a contribution you have made to a project on which you worked.

•What two or three accomplishments have given you the most satisfaction? Why?

•Describe your most rewarding college experience.

•Why did you select your college or university?

•What led you to choose your major or field of study?

•What college subjects did you like best? Why?

•What college subjects did you like least? Why?

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•If you could do so, how would you plan your academic studies differently?

•Do you think your grades are a good indication of your academic achievement?

•What have you learned from participation in extracurricular activities?

•In what kind of work environment are you most comfortable?

•How do you work under pressure?

•Describe a situation in which you worked as a part of a team. What role did you take on? What went well and what didn't?

•In what part-time or summer jobs have you been most interested? Why?

•How would you describe the ideal job for you following graduation?

•Why did you decide to seek a position with our organization?

•What two or three things would be the most important to you in your job?

•What criteria are you using to evaluate the organization for which you hope to work?

•Are you comfortable with the amount of travel this job requires?

•Are you willing to spend at least six months as a trainee?

What the interview is looking for:

Interviewer says: Tell me about yourself.

Remember, this is a job interview, not a psychological or personal interview. The interviewer is interested in the information about you that relates to your qualifications for employment, such as education, work experiences and extracurricular activities.

Interviewer says: What do you expect to be doing five years from now? Ten years from now?

The interviewer is looking for evidence of career goals and ambitions rather than minutely specific descriptions. The interviewer wants to see your thought process and the criteria that are important to you. The interviewer is not looking for information about your personal life.

Interviewer says: Why should I hire you?

Stress what you have to offer the employer as relates to the position for which you are interviewing, not how nice it would be to work there or what you want from the employer. Remember that you are being compared to other candidates, and in fact more than one candidate might be a very good employee. Deliver to the employer reasons to see that you are a good fit (show you know yourself, know the field/industry, know the organization, and know the position).

Interviewer says: What are your ideas about salary?

Research salaries in your field before your interviews so that you know the current salary range for the type of position you are seeking.

Interviewer says: Why do you want to work for our company/organization?

Not having an answer is a good way to get crossed off the candidate list, and is a common pet peeve of interviewers. Research the employer before your interview; attempt to find out about the organization's products, locations, clients, philosophy, goals, previous growth record and growth plans, how they value employees and customers, etc.

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Unfortunately it's very common for job-seekers to directly state, "I really want to work for your company/agency/organization/firm," but then to be unable to answer the question "why?" Without the answer to "why?" the initial statement becomes meaningless.

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(Opening) “Good morning Mr. (Ms) (X, Y, Z). I have got your application form and I would like to ask you a few questions about yourself.”

(Closing) Thank you very much, Mr. (Ms) (X, Y, and Z). I‘ll make my decision and contact you in the near future. Goodbye.

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Note: 1 = not at all suitable; 10 = very suitable

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