I'm applying for an AGR Recruiting and Retention job, does any one have any good advice should I get an interview?

SSG Private RallyPoint Member — Mon, 30 Mar 2015 10:53:09 -0400

I'm not MOS 79T Qualified but have 6 months from time on board to complete.

Response by SSG Laureano Pabon made Mar 30 at 2015 12:10 PM

SSG Laureano Pabon — Mon, 30 Mar 2015 12:10:07 -0400

Well Congratulations. SSG Private RallyPoint Member
It would be nice if you were in Linledlin.
I don't know if I can do this but I'm going to do it anyway for the sake of getting this to you now.
Be ready to read:
What Interviewers Wish They Could Tell Every Job Candidate

In the best interviews, job candidates say a lot and interviewers very little – after all, the interview is about the candidate, not the interviewer.

But there are a few things interviewers would like to tell job candidates well before the interview starts.

1. I want you to be likeable.

Obvious? Sure, but also critical. I want to work with people I like and who in turn like me.

So: I want you to smile. I want you to make eye contact, sit forward in your chair, and be enthusiastic. The employer-employee relationship truly is a relationship -- and that relationship starts with the interview (if not before.)

A candidate who makes a great first impression and sparks a real connection instantly becomes a big fish in a very small short-list pond. You may have solid qualifications, but if I don't think I'll enjoy working with you, I'm probably not going to hire you.

Life is too short.

2. I don’t want you to immediately say you want the job.

Oh, I do want you to want the job -- but not before you really know what the job entails. I may need you to work 60-hour weeks, or travel 80% of the time, or report to someone with less experience than you... so sit tight for a bit.

No matter how much research you've done, you can't know you want the job until you know everything possible about the job.

3. I want you to stand out....

A sad truth of interviewing is that later I often don't recall, unless I refer to my notes, a significant amount about some of the candidates. (Unfair? Sure. Reality? Absolutely.)

The more people I interview for a job and the more spread out those interviews, the more likely I am to remember a candidate by impressions rather than by a long list of facts.

So when I meet with staff to discuss potential candidates I might initially refer to someone as, "the guy with the bizarre stainless steel briefcase," or "the woman who does triathlons," or "the gentleman who grew up in Lichtenstein."

In short, I may remember you by "hooks" – whether flattering or unflattering – so use that to your advantage. Your hook could be your clothing, or an outside interest, or an unusual fact about your upbringing or career. Better yet your hook could be the project you pulled off in half the expected time or the huge sale you made.

Instead of letting me choose, give me one or two notable ways to remember you.

4. ... but not for being negative.

There's no way I can remember everything you say. But I will remember sound bites, especially the negative ones – like the candidates who complain, without prompting, about their current employer, their coworkers, or their customers.

So if for example you hate being micro-managed, instead say you're eager to earn more responsibility and authority. I get there are reasons you want a new job but I want to hear why you want my job instead of why you're desperate to escape your old job.

And keep in mind I'm well aware our interview is like a first date. I know I'm getting the best possible version of "you." So if you whine and complain and grumble now... I know you'll be a real treat to be around in a few months.

5. I want you to ask lots of questions about what really matters to you...

I need to know whether I should hire you, but just as importantly I need you to make sure my job is a good fit for you.

So I want you to ask lots of questions: What I expect you to accomplish early on, what attributes make our top performers outstanding, what you can do to truly drive results, how you'll be evaluated… all the things that matter to you and to me and my business.

You know what makes work meaningful and enjoyable to you. I don't. There's no other way to really know whether you want the job unless you ask questions.

6. ... but only if the majority of those questions relate to real work.

I know you want a positive work-life balance. Still, save all those questions about vacation sign-up policies and whether it's okay to take an extra half hour at lunch every day if you also stay a half hour late and whether I've considered setting up an in-house childcare facility because that would be really awesome for you and your family.

First let's find out if you're the right person for the job, and whether the tasks, responsibilities, duties, etc. are right for you.

Then we can talk about the rest.

7. I love when you bring a "project."

I expect you to do a little research about my company. That’s a given.

To really impress me, use the research you’ve done to describe how you will hit the ground running and contribute right away – the bigger the impact the better. If you bring a specific skill, show how I can leverage that skill immediately.

Remember how I see it: I have to pay your salary starting day one, so I'd love to see an immediate return on that investment starting day one.

8. At the end I want you to ask for the job... and I want to know why.

By the end of the interview you should have a good sense of whether you want the job. If you need more information, say so and let's figure out how to get what you need to make a decision.

If you don't need more information, do what great salespeople do and ask for the job.

I'll like the fact you asked. I want you to really want the job -- but I also want to know why you want the job. So tell me why: You thrive in an unsupervised role, or you love working with multiple teams, or you like frequent travel.

Ask me for the job and prove to me, objectively, that it's a great fit for you.

9. I want you to follow up... especially if it's genuine.

Every interviewer appreciates a brief follow-up note. If nothing else, saying you enjoyed meeting me and are happy to answer any other questions is nice.

But "nice" may not separate you from the pack.

What I really like – and remember – is when you follow up based on something we discussed. Maybe we talked about data collection techniques and you send me information about a set of tools you strongly recommend. Maybe we talked about quality and you send me a process checklist you developed that I could adapt to use in my company. Or maybe we both like cycling, so you send me a photo of you on your bike in front of the sign at the top of the Col du Tourmalet (and I'm totally jealous.)

The more closely you listened during the interview, the easier it is to think of ways to follow up in a natural and unforced way.

Remember, we're starting a relationship -- and even the most professional of relationships are based on genuine interactions.

Response by SSG Private RallyPoint Member made Mar 30 at 2015 12:23 PM

SSG Private RallyPoint Member — Mon, 30 Mar 2015 12:23:13 -0400

If you don't have any sales/marketing experience, you may be at a disadvantage, but that's not say you may have used a "sales" tactic somewhere in your lifetime.

Get used to talking in front of people and crowds of people. Part of your job description is you may be working in malls, store fronts, special events, career fairs and college/high school campuses. You will be doing a lot of public speaking and yes talking in front of a mirror does work. Also when you have training events with your unit and there's an opportunity to teach, do it!

Know your area you're working in. Part of your skill set is how you relate to the various demographics in your recruiting area.

Know your product in and out. Be able to answer those hard questions, the easy questions can throw you for a loop too. Don't be afraid to ask questions. Remember, you're going to be talking to a lot of young adults who don't have clue one of the outside world, they just know it from what they see on news media. Parent can be a tough sell, don't talk down to parent(s). This is their child they're sending into the wolves and they're trusting you to do the right thing.

Do not lie, never misplace your trust, your integrity must be above reproach. A lot of recruiter have had their careers ended because they thought no one was looking, guess again.

Other than that, good luck on your interview, be calm, be cool. Articulate your answers and when you answer questions, answer them like you know what your talking about, but dont BS.

Response by CPT Private RallyPoint Member made Mar 30 at 2015 2:31 PM

CPT Private RallyPoint Member — Mon, 30 Mar 2015 14:31:29 -0400

Good luck. I was in R&R for a while in a ADSW status. I was boarded for an AGR slot and got it. I ended up turning it down to commission instead. But I would say that you have to know your targets. You have to be willing to move and jump through any hoop. I would get with any command memo's or any other guidance on any R&R programs. The more you know going in the more it shows you are willing to learn. I you know a recruiter learn what all the RE codes on a 214 mean. Learn the current needs list for your state. Learn all the state benefits that the Guard offers. If you do that you should have a good start.

Response by SSG Private RallyPoint Member made Mar 31 at 2015 2:31 AM

SSG Private RallyPoint Member — Tue, 31 Mar 2015 02:31:20 -0400

It's interview by phone. I have sales experience, I'm not shy, I've substitute taught elementary and junior high, I speak, read and write in Russian, (learned in military at DLIFLC 31 years ago), no fear of meeting new people, and give my all to whatever task is before me.

Response by SFC Private RallyPoint Member made Apr 1 at 2015 9:02 AM

SFC Private RallyPoint Member — Wed, 01 Apr 2015 09:02:28 -0400

Familarize yourself with AR 601-210 chapters 2-3 and the NG AOC (google: army national guard accession options criteria). Be confident. Successful recruiters almost always share some key attributes: confidence, outgoing "type A" personality, a willingingness to work your ass off, and persistance. Try to identify some past duties, assignments, training etc. that you've had that demonstrate you possess the afromentioned qaulities.

Understand the recruiting is a very challeneging job, and be prepared to experience failure, especially at first. Also be prepared to work ridiculous hours for your first year until you get established.

Response by SGT Private RallyPoint Member made Apr 2 at 2015 6:50 PM

SGT Private RallyPoint Member — Thu, 02 Apr 2015 18:50:39 -0400

They will worry about getting you to school on time once your hired, I wouldn't worry about that aspect. time management is the biggest thing about becoming a recruiter, if your good at that I would make sure to mention that at the board

Response by SSG Private RallyPoint Member made Apr 12 at 2015 8:54 PM

SSG Private RallyPoint Member — Sun, 12 Apr 2015 20:54:45 -0400

Get a psych Evaluation. If you fail it, you just might fit in! Lol, the best part of being a recruiter is that they've already done the worst thing they could do to you! Really, I think that recruiting is an incredibly satisfying job. The keys to being a successful recruiter are flexibility, adaptability, and a desire to connect with everybody you meet/see. Next to being a line medic, it's the most personally rewarding job I've had in the military!

Response by SFC Private RallyPoint Member made Apr 15 at 2015 4:27 PM

SFC Private RallyPoint Member — Wed, 15 Apr 2015 16:27:16 -0400

I am an AGR 79R which is the Active and USAR equivalent to a 79T. I have heard that ANG 79T has a better experience and more job satisfaction than a 79R does. I will not tell you to study or look up any Regulations at this point. That will all be done at the school house, and then you will discover that AR 601-210, although very important to your job, is only a small part of what you have to know.

Most don't like to associate Recruiting with Sales, but then again Auto dealers don't like to be called Sales either. Go to any dealer now days and you will find that their business cards say "Consultant" and not Salesperson. The bottom line is that you will be confronting people with the question to enlist. You will have to find them first. This is a heavy human contact profession. Here is where the difficulty comes in. Did you ever wonder why their is such a high turnover in just about all sales environments? Their pay is among the highest in all industries. They are not doing any heavy lifting. A sales add will read something like this
'Looking for highly self motivated individual with an entrepreneur spirit. 75K the first year with unlimited income potential. No experience needed."

I worked at a dealership for 15 years, and in the beginning I would say "Why do they pay us so much money to do this job?" I soon realized that not everybody was like me. Whenever you are asking for somebody for any type of long term commitment, you are going to experience rejection. You will make 100 phone calls to high school seniors, and get to talk to 20 people. Most of those that answer are going to parents, and they going to tell you "NO, and stop calling here!" That is the nature of the business. How many times in a day can you get rejected before it starts wear on you? If you say I don't know, well let enlighten you, for a bout 5 days. That is in your first week, and when you start to shy away from the phones your Center Leader is going to tell you to get back on the prospecting. This is a very stressful environment for most people. Some will thrive in it, and will die in it. There are rarely in-betweens.

We get paid very well, and we have the best benefits for sure. We are doing a difficult job that has to be done for our national security sake. This is where the rubber meets the road. You will either love what you are doing or you will be like 95% of the Recruiting force that would rather be deployed. I hope this answers your question. Feel free to reply back, and good luck.

Response by SFC Private RallyPoint Member made Apr 17 at 2015 11:35 PM

SFC Private RallyPoint Member — Fri, 17 Apr 2015 23:35:11 -0400

I'm a National Guard recruiter and I was hired Fall of last year. During your interview, the interview boars is going to ask you a lot of open ended questions. Sell yourself, your time in the guard, and why you are CHOOSING to be a recruiter to them and I promise you will be fine. Because when you actually become a recruiter that's exactly what every prospect wants to hear is what you've done and what you've seen! Good Luck! This is the most rewarding job in the US military.

Response by SFC Eric Williams made Jan 8 at 2016 9:02 PM

SFC Eric Williams — Fri, 08 Jan 2016 21:02:46 -0500

That AFR position is the heart of a station. Wherever you are assigned purchase a home in your Recruiting zone...

Response by SFC Eric Williams made Dec 26 at 2020 8:20 PM

SFC Eric Williams — Sat, 26 Dec 2020 20:20:40 -0500

Contact USAREC directly. Become an offline volunteer. You’ll likely see orders within 6 months. Good luck.