Step by Step Process for Recruiting Reserve Market
By Capt. Frank Remillard, USAREC, Buffalo Recruiting Company commander
August 26, 2014
In today’s recruiting environment, it’s important to not only conduct intelligence preparation of the environment, but also to know how many other recruiting centers are within your area of operation – to include Army Reserve units and other services.
One of the ways we can be successful in the U.S. Army Reserve market is to understand the TPUs MOSs and vacancy listings. By doing this you can specifically target local businesses, trade schools and even high schools that easily transition to these units’ MOSs. The Syracuse Recruiting Battalion has implemented a systemic
approach to identify and highlight USAR vacancies as they pertain to recruiting operations.
Step 1: Identify your local TPU leadership
As a leader, you can use the systems we are afforded on iKrome, but sometimes the data reflected in the recruiter zone does not accurately reflect troop vacancies on the ground. The best way to do this is to meet your TPU commanders and unit administrators, as they possess the most accurate information within their unit. Together, you can compile a unit MOS listing of authorized vacancies. Do this once every month to update totals as they are gained and lost.
Step 2: Identify the correlating organizations
After compiling these numbers, begin comparing centers of influence and very important persons in the community who have a niche in similar careers (i.e. 92F, fuel handlers with petroleum businesses, or 68 series with alternative high school programs.) Have two or three correlating businesses, trade schools or high schools for every MOS listed.
Step 3: Identify the deficiency
Look at your vacancies by MOS. Find which MOSs need the most vacancies filled and begin your targeting process. You have already done the work identifying organizations, so now arm your recruiters with the best USAR MOS message to fill those vacancies.
Schedule lunches and briefings, with administration and staff alike, to talk about the incentives for their organization, as well as, their current and future employees.
Employers are very interested in the USAR health care system as they do not have to cover employees who purchase it through the Reserve. Employers are also interested in the different types of certifications Soldiers receive during AIT, specifically for the mechanical industry.
For faculty, students and perspective applicants, there are many incentives to promote concerning pay, college, leadership training and the ability to bring their skill set to the Army and vice versa.
Step 4: Engage decisively
After conducting all of these briefings, meeting s and presentations, it’s important to gather contact information about your audience. You can do this through a survey asking the following questions: “How did we do?” “What can we do better?” “What did you like?” “On what would you like more information?” And lastly, “Do you wish to be contacted for further information?” Then have them write down their contact information.
Step 5: Pick a new TPU or MOS and replicate steps 1-4
There are many ways to incorporate USAR prospecting into recruiter operational plans and Eplans, but having a systemic, targeted approach will enable you to be more efficient and effective in your prospecting efforts. This is a process. It does take time to build relationships both with TPUs and
local organizations, but the effort that is put forth in the beginning can pay dividends if you see work through the process.
By Capt. Frank Remillard, USAREC, Buffalo Recruiting Company commander
August 26, 2014
In today’s recruiting environment, it’s important to not only conduct intelligence preparation of the environment, but also to know how many other recruiting centers are within your area of operation – to include Army Reserve units and other services.
One of the ways we can be successful in the U.S. Army Reserve market is to understand the TPUs MOSs and vacancy listings. By doing this you can specifically target local businesses, trade schools and even high schools that easily transition to these units’ MOSs. The Syracuse Recruiting Battalion has implemented a systemic
approach to identify and highlight USAR vacancies as they pertain to recruiting operations.
Step 1: Identify your local TPU leadership
As a leader, you can use the systems we are afforded on iKrome, but sometimes the data reflected in the recruiter zone does not accurately reflect troop vacancies on the ground. The best way to do this is to meet your TPU commanders and unit administrators, as they possess the most accurate information within their unit. Together, you can compile a unit MOS listing of authorized vacancies. Do this once every month to update totals as they are gained and lost.
Step 2: Identify the correlating organizations
After compiling these numbers, begin comparing centers of influence and very important persons in the community who have a niche in similar careers (i.e. 92F, fuel handlers with petroleum businesses, or 68 series with alternative high school programs.) Have two or three correlating businesses, trade schools or high schools for every MOS listed.
Step 3: Identify the deficiency
Look at your vacancies by MOS. Find which MOSs need the most vacancies filled and begin your targeting process. You have already done the work identifying organizations, so now arm your recruiters with the best USAR MOS message to fill those vacancies.
Schedule lunches and briefings, with administration and staff alike, to talk about the incentives for their organization, as well as, their current and future employees.
Employers are very interested in the USAR health care system as they do not have to cover employees who purchase it through the Reserve. Employers are also interested in the different types of certifications Soldiers receive during AIT, specifically for the mechanical industry.
For faculty, students and perspective applicants, there are many incentives to promote concerning pay, college, leadership training and the ability to bring their skill set to the Army and vice versa.
Step 4: Engage decisively
After conducting all of these briefings, meeting s and presentations, it’s important to gather contact information about your audience. You can do this through a survey asking the following questions: “How did we do?” “What can we do better?” “What did you like?” “On what would you like more information?” And lastly, “Do you wish to be contacted for further information?” Then have them write down their contact information.
Step 5: Pick a new TPU or MOS and replicate steps 1-4
There are many ways to incorporate USAR prospecting into recruiter operational plans and Eplans, but having a systemic, targeted approach will enable you to be more efficient and effective in your prospecting efforts. This is a process. It does take time to build relationships both with TPUs and
local organizations, but the effort that is put forth in the beginning can pay dividends if you see work through the process.