Rallypoint Members,
I am considering applying for an AGR position in Recruiting and Retention. I am hoping to get some general advice on how to help secure one of these positions. I've started the paper work but is there any advice on what to include on the resume portion?
Also, what kind of questions do they ask in the interview? Is it more situational based questions, or is it as others have described, where they ask you about paperwork to see if you know the forms you have to use.
Any help in this would be appreciated as I would love to move from my ADOS position up to a more secure AGR position in recruiting. I think I have what it takes to do the job and think it would be a very interesting position to attempt due to its challenge. I imagine it is one of the harder jobs in the military as a whole and I like taking on the tough work assignments.
AGR
Army National Guard
Recruiting
Resume
Interview
SSG Slover,
Every state and team in recruiting has different techniques on how they interview personnel. My board consisted of board personnel asking me questions about my career choices and where I plan on going. They also asked why I thought I would make a good recruiter. One member brought out a few items and told me I had to try and sell one particular item over the rest. I spent almost 5 years in recruiting. It has it's ups and downs, but long as you are in it for the right reason, it is a rewarding field to be in.
SGT Roney,
Thanks for the reply! I reworded my original post as I didn't want it to seem that my only intentions were getting full time work for the money. I am certainly very interested in the recruiting field. I've spent the last 4 years being a coordinator for Military Funerals and feel like I am in need of a new challenge and something that allows me to help new soldiers make smart career decisions.
To caveat on SGT Roney, I was asked to sell a pin to the president of my board. They also asked me career questions. Where I'd been, what I've done, and where I intend on going. I spent 6 years in recruiting and the hardest part for me had to have been MEPS. You will get rejected on a dialy basis. Because you invest so much time and effort preparing someone for MEPS that you grow a bond with them. Just to see them get DQ'ed at MEPS for the stupidest of things.
You will hear the craziest responses of why someone does not want to be in the NG. You have to be creative, learn from the veterans (good and bad), always seek to improve your sales technique and dont be affraid to try new things to generate leads. Follow-up, follow through and time management are keys to be successful in recruiting.
No matter what always remember your family. You will spend a lot of time out in the streets, chasing down recruits. Behind the windshield, driving to MEPS and applicants house. You will catch yourself recruiting everywhere you go. You and the Ms. go out for dinner, and beforey ou know it you are handing the server a business card... And hey, ABC. Always.Be.Closing. good luck.
That's what we are here for. One last thing:
Not sure what you MOS is but remember talking to civilians or new recruits is far from talking to PVTs that have gone through Basic and AIT. Those have already been broke in by Drill Sergeant. With that said, still maintain good order and discipline. Wait to have the I'm an NCO and you are a PVT talk with them until after they enlist. As long as you have maintained a good professional relationship with them during the enlistment process, they will have a smooth transition into the NCO role. However, you will have those few that think you are their BFF. Break them in easy. Teach them that being friendly and being friends in the military are two different things. You will more than likely be the first person they ever meet from the military. Therefore, you will meet some new unique challenges.
Stay away from military jargon and learn to explain military acronyms in civilian terms before they ask. Example, A.I.T. is "job training".
Continue with Facebook 
Continue with Google