| |
referrals and recorded the appropriate information on
the station applicant log.
CHECK STATUS OF PROSPECT/
APPLICANTS SCHEDULED FOR FURTHER
PROCESSING.– Make sure dates are verified and
follow-up is being accomplished. Ask about the status
of kit preparation, documentation, parental consent (if
required), and any anticipated medical or classification
problems.
CHECK P-CARDS FOR FOLLOW-UP ON
NO-SHOW APPOINTMENTS.– Make sure an
attempt was made to reschedule no-show
appointments. If the prospect declined to reschedule,
make sure the objection is listed and discuss the
objection handling that was accomplished. Discuss
ways to prevent future no-shows.
Make sure the
recruiter still asked for referrals.
CHECK FOR FOLLOW-UP ON P-CARDS
WHERE THE RECRUITER CONTACTED
S O M E O N E O T H E R T H A N T H E
PROSPECT. – Make sure the recruiter asked for a best
time to contact the prospect.
Check to see if
blueprinting was attempted and referrals requested. If
the prospect was working, did the recruiter ask for the
working hours and place of employment?
If the
prospect was attending school, did the recruiter ask
about future plans and interests? Did the recruiter ask
for referrals?
CHECK P-CARDS WHERE CONTACT WAS
MADE WITHOUT AN APPOINTMENT BEING
SET.– Check to see if the recruiter used the
appointment power script. Ask the recruiter about the
objection-handling sequence he or she followed.
Discuss asking open-ended questions and make sure
the recruiter asked for referrals.
CHECK P-CARDS WHERE ATTEMPTS
WERE MADE WITHOUT CONTACT.– Make sure
the phone number is correct. Discuss varying calling
times and using DEP personnel to blueprint prospects.
Suggest alternate ways to contact these prospects; for
example, on a school visit or itinerary.
C H E C K P - C A R D S O F D E P
PERSONNEL.– Check to see if contact was made
with DEP cards loaded in this day’s working tickler.
Make sure the recruiter is rechecking BEERs, building
rapport, and encouraging the DEP members to provide
referrals. Discuss the DEP goals set and progress
towards attainment. Check the card to make sure
DEP awards and referral information is complete and
up to date. If the recruiter does not contact the DEP
member, yet contacts a family member, ensure the
recruiter established rapport and asked questions.
SCHOOL VISIT.– If a school visit was
conducted, review the school folder along with the
P-cards for the day. Check to see if any interviews
were conducted, follow-up contacts made, or DEP
personnel contacted. Discuss the development of any
new COIs. Check on referrals and discuss any other
activities accomplished. Review the school folder for
documentation, reschedule any missed activity, and
discuss overall status of the school’s will-grad goal.
If a school visit is scheduled for the next day,
review what activities the recruiter has planned to
accomplish. Help the recruiter set goals for meeting
new COIs, contacting DEP personnel, getting referrals,
and any other activities that could assist in the school
canvassing program.
ITINERARY.– If an itinerary was conducted,
review the itinerary data card, discussing each stop
with the recruiter. Ask about new COIs, referrals
obtained, and any DEP personnel that were contacted.
Discuss what new Navy awareness activities were
accomplished. Make sure new potential target market
centers are being identified and evaluated. Ask if the
recruiter feels the itinerary is effective and if not, what
changes he or she would recommend.
If an itinerary is scheduled for the next day,
review preprospecting efforts, check to see if any DEP
personnel need to be contacted, and ask about cards
without phone numbers that might be contacted on the
itinerary.
Help the recruiter set goals for PDC
contacts, referrals, new COIs, and new Navy
awareness efforts. Discuss the evaluation of potential
target market centers, both old and new.
ENSURE PRECISE DIRECTION AND
UNDERSTANDING.– As you summarize the DPR,
provide very precise direction on future activities.
This can be your direction or a reinforcement of the
recruiter’s plans.
There should be no doubt in the
recruiter’s mind about what is to be accomplished the
next workday as well as a long-range picture. Get
feedback to check for understanding.
END ON A POSITIVE NOTE.– Whether your
DPR has resulted in training, counseling, rescheduling
8-10 |
