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Saturday’s appointment, and is met with yet another
reschedule request. This time the recruiter schedules
the appointment at the prospect’s house during a
scheduled itinerary the next week.
This planner was effective, allowed for flexibility,
and was adjusted when necessary. The recruiter
followed the plan and accomplished phone prospecting
in less time than scheduled, showing an improvement.
APPLICANT LOG
Each recruiter, RINC and ZS maintains a
current-month Applicant Log, NAVCRUIT Form
522012. This allows recruiting personnel and their
supervisors to track applicants for possible enlistment
and serves as a training tool. The Science and Art of
Navy Recruiting, COMNAVCRUITCOMINST 1133.6,
provides detailed instructions for completing the
applicant log. The recruiter’s log contains the names
of all individuals, prospected and non-prospected, who
were interviewed face-to-face, whether or not they are
qualified. The RINC’s log contains the names of all
individuals from the recruiters’ logs who appear to be
qualified mentally, morally, and physically. The ZS’s
log should contain all of the individuals from the
RINC’s station logs. As a minimum, ZSs must update
their applicant log daily during a DPR with each
RINC.
This transfer of information may be
accomplished in person or by phone. Faxing of logs
for this purpose is prohibited. The DPR will be
explained in greater detail later in this chapter. The
applicant logs must be maintained for the current and
past 12 months.
The applicant logs are effective
analysis tools for a variety of recruiting activities.
Figure 8-2 is a sample applicant log for a recruiter.
Using the Applicant Log to
Evaluate School Canvassing
When evaluating school canvassing efforts, check
the applicant logs in addition to the school folders.
Look for counselor referral interviews, coded RC on
the log.
If the log seems to be lacking in RC
interviews, chances are that the station school
canvassing program needs some attention. Look for
total 11S interviews.
You may also want to
cross-check the interview dates with scheduled school
visits. If many 11S interviews are being conducted at
the school, delve a bit further.
Are they being
conducted in a one-on-one situation? Is there a reason
so many prospects could not come to the office for
interviews? Have follow-ups in the office been
scheduled?
Using the Applicant Log to
Evaluate Itineraries
When evaluating itineraries, you should also check
the applicant logs for PDC and COI referral
interviews, coded PD and RI respectively. If the
station has effective itineraries, they should be
resulting in contracts and interviews in these modes.
If you find the logs lacking in these areas, it’s a good
indication that you will need to spend some time
training to itineraries.
Using the Applicant Log to
Evaluate DEP Leadership
The number of RD interviews on the applicant
logs gives you a good clue to an important facet of
DEP leadership.
Are the DEP personnel being
properly trained and motivated to provide referrals?
A station cannot afford to miss out on this source of
prospects. If you determine that there is a shortfall of
RD interviews, plan on attending the next DEP
meeting to find out firsthand where your training
needs to be directed.
Using the Applicant Log to
Evaluate Applicant Quality
As a recruiting supervisor, you are tasked with
monitoring applicant quality.
The applicant log
provides the information you need to determine if the
station is spending time with the correct markets.
Check to see if upper mental group, high school
diploma graduate, minority, and potential special
program applicants are being interviewed in sufficient
quantities to meet the station’s goal. Problems in this
area may signal you to conduct RINC training on
loading working ticklers to achieve station goals.
Using the Applicant Log to
Evaluate Prospecting
The applicant logs can tell you quite a bit or at
least give you an indicator about prospecting within
the station. One of the obvious indicators is the
number of interviews being conducted in each
prospecting mode.
Does it appear that all the
prospecting tools are being used? Is the station
generating sufficient numbers of applicants? Another
effective indicator is the number of interviews that
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