In order to meet the human resources needs of forensic laboratories, several strategies are suggested in terms of planning, recruiting, and retention. Strategies for planning are identified as: (1) developing estimates of the number of staff the laboratory will need, and (2) developing estimates of the value and/or costs of forensic science services to the community, which can then be used as a common benchmark in resource planning and discussions with legislators. Recruiting strategies include: (1) use realistic job previews; (2) be honest about the length and rigor of the hiring process; and (3) recruit early and energetically. Retention strategies are identified as: (1) prepare a leadership team and train managers in basic supervisory and interpersonal skills; (2) design the laboratory for team-based systems; (3) know the career motivations of personnel; and (4) monitor exit interviews to identify patterns that cause unwanted turnover of employees. It is also noted that in order to recruit and retain quality employees, additional resources for forensic laboratories are needed nationwide and the basic infrastructure of laboratories is in need of revision. References