https://www.rallypoint.com/answers/how-should-our-recruiting-command-approach-the-future <div class="images-v2-count-0"></div>During our "reshaping" periods, our recruiting commands lowered monthly quotas and raised the bar for qualifications (ASVAB, collage credits) for signing people up. Some Navy recruiting stations were able to meet yearly quotas 4 to 6 months into the year and then be very picky on who they entertained in the office. In the fleet this has shown in the way of a higher educated E-1 through E-4 force. As the reshaping evolution ends, should there be a boost in quotas at the expense of lower qualifying criteria, or is having this lower overall manpower with a higher intellect better for us then the larger numbers of those who take more time to train and in some cases are lost to attrition in the end? Wed, 06 Nov 2013 11:18:16 -0500 https://www.rallypoint.com/answers/how-should-our-recruiting-command-approach-the-future <div class="images-v2-count-0"></div>During our "reshaping" periods, our recruiting commands lowered monthly quotas and raised the bar for qualifications (ASVAB, collage credits) for signing people up. Some Navy recruiting stations were able to meet yearly quotas 4 to 6 months into the year and then be very picky on who they entertained in the office. In the fleet this has shown in the way of a higher educated E-1 through E-4 force. As the reshaping evolution ends, should there be a boost in quotas at the expense of lower qualifying criteria, or is having this lower overall manpower with a higher intellect better for us then the larger numbers of those who take more time to train and in some cases are lost to attrition in the end? SCPO John Lambert Wed, 06 Nov 2013 11:18:16 -0500 2013-11-06T11:18:16-05:00 https://www.rallypoint.com/answers/how-should-our-recruiting-command-approach-the-future?n=3906&urlhash=3906 <div class="images-v2-count-0"></div><p>Chief, I'm tracking you here entirely. The Coast Guard is facing the same emphasis on reshaping the workforce. Recruiters are meeting quarterly goals in the first three weeks of the first month. The educational background of those enlisted is better than those in years past. Recruit companies once contained 90-100 SRs now have half that many and the TRACEN is turning out a third fewer classes. My concern becomes when we see SAs/SNs leaving boot camp or even initial term PO3s who are "too educated' to scrape, prime and paint. There is an super advantage to having a better educated leaner more focused workforce, but when the college educated Bull Seaman tells the chief that polishing the brass on the quarter deck is beneath him, then we have a problem. </p><p> </p><p>We want these people but recruiters need to be proactive about managing the expectations of those new ascensions. There is too much research that supports the idea that there is a generation of people out there who have more education than any similar group in history, but have the notion that they will be in charge on the first day at work. Good question! Something we're going to face for the foreseeable future.</p> CMC Robert Young Wed, 06 Nov 2013 11:58:03 -0500 2013-11-06T11:58:03-05:00 https://www.rallypoint.com/answers/how-should-our-recruiting-command-approach-the-future?n=3909&urlhash=3909 <div class="images-v2-count-0"></div><br /><br /><p style="margin:0in 0in 10pt;" class="MsoNormal">The Army should be going back to pre OIF/OEF standards.<br />Hopefully we will be getting a better quality soldier over the quantity we<br />needed for the war. <p></p></p><br /><br /> CW3(P) Private RallyPoint Member Wed, 06 Nov 2013 12:00:20 -0500 2013-11-06T12:00:20-05:00 2013-11-06T11:18:16-05:00