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CHAPTER 4
NAVY RECRUITING STATION OPERATIONS
AND ADMINISTRATION
The last chapter dealt with people issues. Now
are going to take a look at your material assets,
recruiting stations and assigned vehicles. This
chapter will detail the use of these assets as well as
cover other operational and administrative subjects
concerning the Navy recruiting station (NRS).
RECRUITING FACILITIES
Our recruiting stations send a message to the
public. We want that message to be positive and
professional and to reach as much of the target market
population as possible.
You may be tasked to
evaluate present
recruiting
stations or make
recommendations for new locations. You also have
an ongoing responsibility to assess your recruiting
station(s) to ensure standards are maintained. To
make an effective assessment, you should be
cognizant of the location and facility requirements for
an NRS.
EVALUATING LOCATION
The location of any business is an important
marketing consideration. You can make the most of
current locations, but if you are making
recommendations for new locations, you want to
consider several factors that can enhance your
recruiting efforts. Let’s take a look at the
considerations for till-time stations and part-time
offices separately.
Full-Time Stations
There are four major factors in selecting a location
for a full-time recruiting station.
ACCESS TO MASS TRANSPORTA-
TION.– Your applicants should be able to get to your
station. Transportation from your station to the test
site and the military entrance and processing station
(MEPS) is also a consideration. Check local bus
lines, trains, and even airline information for some
areas.
HIGH PEDESTRIAN TRAFFIC.– High
pedestrian traffic is ideal for personally developed
contacts (PDCs). You want to choose an area where
people frequently are found on foot. Stopping by the
NRS might not have been on their original agenda,
but since they are here. . .
GOOD VISIBILITY.– Your station, itself, will be
a form of advertising. You want it located where as
many people as possible will see it. A fifth floor
office in a heavily populated area may not attract
much attention. Not only do you want people to see
the station, you want them to see it in professional
surroundings. Look at the businesses in the area. Are
they consistent with the Navy’s values?
MARKET PROXIMITY.– Using your marketing
data, which we’ll discuss in detail in the next chapter,
determine if the location is close to schools and other
target market centers where military-age people
congregate. The area with the greatest concentration
of population density may not be the best location.
Look closely at market quality. We should be located
as close as possible to the market we are recruiting.
The NRS station market analysis and review
techniques (SMART) board, Station Level Market
Share Report, and the Department of Defense (DOD)
All-Service Accession Data Report will all be useful
to you in identifying market proximity. Your final
evaluation of the location should be based on actual
on-site observations.
Part-Time Offices
Due to cost, part-time offices are authorized on an
exception basis. Any separate part-time office should
be in office spaces only, not exceed 150 square feet,
and be at least 50 miles from full-time stations. Joint
use of part-time office space with other service
recruiters is encouraged.
A substantial number of
businesses are willing to make space in their firm
available to a Navy recruiter. There are no objections
to accepting an offer for desk space in an office of a
local firm as long as it is clearly understood that no
favors have been asked for and none granted. Space
should never be solicited and offers should be referred
to the chain of command.
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