1) Identifying prospects

2) Targeting prospect issues

3) working with Centers of Influence

NERPS Workbook Pg 7

1) Making Contact: core contact skills

2) Addressing indifference

3) Working with screeners

4) Using voicemail, email, and text messaging effectively

NERP workbook Page 7

1)  Assessing individual calls

2) Assessing your overall prospecting approach

NERP workbook page 7

1) Phone lists and databases

2) Personally Developed Contacts

3) Referrals from Deppers/Drillers

4) Leads:  Rtools and CIRIMS

5) COIs

NERPS workbook page 14

1) CARIT leads

2) High School student lists

3) College dropout lists

4) Employment office lists

5) ASVAB

6) Lists created for school events/activities

NERPS workbook page 15

1) School Canvassing

2) Other PDC opportunities

NERP Workbook Page 16

1) Classroom presentation

2) Lunchroom tables

3) Attendance at school sporting events

4) Maintaining visibility

5) Posting Navy RADs

6) Judging of ROTC events

NERP workbook page 16, 17

1) A depper's ability to refer candidates that are potentially qualified

2) A Depper's motivation to pursue referrals

NERP workbook page 21

1) Faster advancement, saving 18 months of wait time

2) Sweatshirts, PT gear, and other merchandise

3) An opportunity to win awards that improve chances for advancement

NERP workbook page 22

1) their willingness

2) their ability

NERP workbook page 29

When you make first contact with an applicant over the phone, what are two factors that can impact the impression you make?

1) Voice Tone

2) Body Language

NERP workbook page 40

1) Greet the prospect and introduce yourself

2) Make a compelling purpose/benefit statement

3) Gain agreement to continue

NERP Workbook page 41

1) Use open probes to gather info

2) Listen and ask F/U questions

3) Acknowledge the prospect's feelings and point of view

NERP Workbook page 41

1) Ask questions related to blueprinting: Mental, Moral, Physical

2) If not qualified: Let candidate know, discuss ways to get qualified, ask for referral, thank them

NERP workbook page 41

1) Summarize the reasons to move ahead

2) Specify next steps

3) Thank the prospect for speaking with you

4) If you get a "no": acknowledge Point of view, thank them, ask if may call back, referalls

NERP workbook page 41

1) individual prospecting calls

2) your overall prospecting approach

NERP workbook page 91

What is the Purpose of the Enlisted Recruiter Production Management System (ERPMS)?

Designed to provide personnel with an effective plan and evaluation of recruiting activities necessary to achieve goal.

2.2-1

CR, ACR, ZS, DIST Trainer, NSW/NSO Coordinator and NF coordinator

2.2-1

Must retain current month plus previous 12 months

2.2-2

Recruiter, RINC, and NF recruiters and NSW/NSO coordinators and must retain current plus previous 12months

2.2-2

to analyze zone, station, and individual prospecting and sales performance.  Each Recruiter, RINC, and ZS shall maintain a monthly PATE for current month plus 24 months

2.2-2

Prospecting and Sales

2.2-2

Who is authorized to change or modify a recruiter's planner?

RINCs, ZS, CR/ACRs

2.2-2

Last prospecting/processing day before the start of the next week.

2.2-3

Any interview conducted within the previous 12 months

2.2-3

Morally, Mentally, and physically qualified and a sales presentation has been conducted

2.2-3

Hot (high probability of joining), Warm (favorable response but may require ATB or time), and Cold (unqualified at time of int)

2.2-4

the necessary information to conduct proper activity analysis and a baseline of the Recruiter to develop and effective prospecting plan.

2.2-5

Prospecting Generated (modes of prospecting), Prospecting Summary (ratios for 1 New Contract), Prospecting Planned Guidance (monthly Goal/Monthly min activity req to achieve goal), Other Activity (Walk-ins)

2.2-5,6

To fill the applicant log with qual'd interview, create Navy awareness, to gather enough blueprinting info to make a determination if and when to call the person back

2.2-6

As soon as possible after the graduation date and no later than 1 Sep

2.3-2

After they finish their second year of college

2.3-2

a period of 2 years from the date of qualification/rejection

2.3-2

to ensure that the team of recruiters are actively and aggressively working their market.

2.3-3

for a period of 6 months and the recruiter must call at least once a month

2.3-3

4 months or until dispo'd

2.3-3

4 years

2.3-4

Review, Plan, adjust, and train to recruiting activities

2.4-1

At a minimum once per day

2.4-2

for proper filing of records and to review blueprinting information of applicants.

2.4-2

4 months or until contracted/dispo'd

2.4-3

a record should not have a date older than 5 days, if so you have a follow up problem.

2.4-3

The RinC

2.4-3

to determine whether the station is following the prospecting planned and is on track to attain all assigned goals.

2.4-3

a term used to cover statistics related to a human population including size, density, distribution, economy, employment, and myriad of other statistics.

2.5-1

AC: 17-34 RC 18-39

2.5-2

Primary (17-21), Work Force (17-34 not attending school), Secondary (17-34 non-traditional education)

2.5-2

One primary category (NAVET 21-29) and two secondary categories (OSVETS 21-39 and Non-prior service 18-39)

2.5-2,3

TSC 1-A 99-93, TSC IIA 92-65, TSC IIIA 64-50, TSC IIIB 31-49

2.5-3

Standardized Territory Evaluation and Analysis for Managemtn

2.5-4

to ensure that each recruiter and NRS/NOSC has a Fair Share of the market and goals are fairly apportioned based on the market available

2.5-4

Establishing NRS/NOSC boundaries by zip codes, Locating the recruitable population, determining market share, placing recruiters, and comparing production with other services.

2.5-4

Goal Matrix, Leads zip code report, market share reports, station/zone summary

2.5-5

Quarterly

2.5-5

The SMART (Station Market Analysis and Review Technique) was designed for what reasons?

to identify where the quality market can be found and where target market centers locations are.

2.5-5

NRS territorial Map, New Contract QNE overlay, Goal RECAP sheets, DEP status board, High School/Junior College, and School Area of Responsibility (SOAR)

2.5-5,6,7

Creates a 5-50 mile radius around a selected point on a map.

2.6-3

Goal Matrix report, FY goal table, LEADS zip code report, Region report, Station list, School list

2.6-7

District/Zone/Station Market Share History, Population, Quality

2.6-7

Use Market Share Parameters, Traditional RAF, DRAF, 25 Miles Radius RAF, URAF

2.6-9

Reduce DEP/RTC attrition, Prepare recruits for RTC, and generates Quality referrals.

2.7-1

Quaterly

2.7-2

No later than the 15th of the current month for all next month shippers.

2.7-2

via phone or face-to-face within 5 days minimum after completion of the 72 hr indoc

2.7-3

(A) Physically (B) Mentally

2.7-4

Will eliminate buyer's remorse and provides a good foundation for the FS relationship with the recruiter during the time in DEP

2.7-4

80% or better

2.7-5