I complied because of two things; he was the “King of MEPS” and besides that, I respected him as a very wise and experienced Recruiter.  SFC Chavez then began to tell me that he had noticed that every enlistment that I had been bringing to MEPS had to have a waiver to get into the Guard. He also told me something that I already knew, because of that, a lot of hard work went into getting these applicants qualified to enlist.  Then he said something that helped me become a very successful Recruiter, “Sergeant Malone, recruiting will be a lot easier for you if you start hanging around a better class of people.  There are applicants out there that do not need waivers.”  Thinking about what he said caused me to decide that I had to change how I was doing business because I did want to make my job easier!  The question was how to do that. 

Prospecting is a function of three things; finding people interested in what I had to offer, finding people qualified and most important…finding people interested and qualified to join the Guard?    Who are they?  Where are they?  How will I recognize them?  What will cause them to want to talk to me about joining the Guard?  A simple technique given to me by a sales professional (and mentor) helped me to answer those questions, enabling me to become a better Recruiter and making my job a lot easier.  Please let me share this technique with you.  Build a Prospect Profile! 

What’s a Prospect Profile?  Simply defined, a Prospect Profile (some call them a “Strawman”) is the “ideal” prospect having the best personal characteristics, qualifications and motivation for enlisting in the Guard.  Using this definition, I then built a description of this “ideal” prospect enabling me to focus my prospecting efforts on those that were more qualified and open to being interested in enlisting.  In fact, I eventually built a profile for each of my markets.   

Telling you what you need to do is not good enough.  Let me show you how to make a profile by showing you an example of one that I recently developed for a GED Prospect:    

Target Market Profile:  GED Prospect 

Date of Profile: 10 September 2007 

Age:  20-21 

Physical:  Medium Height/Medium Weight; No physical problems 

Prior Service:  None 

Law Violations:  None or only minor traffic with all tickets paid 

Education Status:  Ready to take GED Test or Just Got GED 

Marital Status:  Single (not divorced) with supportive fiancé 

Dependents:  None 

Family Background:  Middle Class, supportive with military influencers 

Employment Status:  Works at low paying job 

Interests:  Hunting, fishing, reading 

Characteristics:  Ambitious, goal oriented, nice person, has sense of humor, patriotic 

Where To Prospect For:  GED Training Center, Low paying job sites, employment office, POC/COIs at GED Training Center 

Need Status (Known or Unknown):  Unknown but looking 

Goals:  Education or Skill Training 

Needs:  Primary-Money; Secondary-Education Benefits, Other-Skill Training 

Approach Lines:  “Congratulations on getting your GED.  That is quite an accomplishment.  What do you want to do now?”  

These Profiles are really easy to develop and are extremely helpful in enabling the Recruiter to focus on the best and specific prospecting techniques and tactics that will cause the prospect to be interested in an appointment.  Additionally, the profile helps the Recruiter to identify and focus prospecting efforts on the most effective methods and likely places where these prospects will be found.   

Will you always find the “perfect” prospect, qualified and interested in joining our Team using a profile?  No, but you will sure find more of them and if they are “close” to the ideal…well…you only have to decide whether to take them to MEPS on Monday or Tuesday.  Let me assure the skeptical Recruiter, and most of you are, this technique helps keep the Recruiter from wasting time on prospects that are not qualified or are hard to get qualified and enlisted.  We all know that absolutely the worst waste of time, besides being depressing, is driving back from MEPS with a disqualified applicant in the GCar!   

Not being interested in enlisting is another matter.  We will talk about how to establish that interest using another simple but effective technique in a posting to this BLOG coming soon.   

Concluding…no question about it, the Recruiter that builds a profile for each of the target markets will be more productive because profiling will also help the Recruiter develop specific prospecting plans for each market.  Needless to say, I highly recommend that a profile be developed for each target market.  It helped me and I know it will help you. 

Now, Let’s all move out smartly and make some good things happen. 

Bill Malone

You have made commitments that we haven’t made – perhaps we feel a bit guilty, perhaps we are too old to participate, perhaps we don’t really understand it.  But we do know that your commitment to serve is something that is more serious that any other kind of commitment we make as civilians. 

As recruiters, it is another kind of thanks for your service - because your continued efforts here on the home-front ‘battle lines’ to increase our enlisted ranks are what supports our brothers and sisters, fathers and mothers, sons and daughters, and friends who are on battle lines far from home….

As I talk with civilians who are not informed about the Guard’s mission and unique position in the military world, I find that they usually become more ‘in awe’ of what YOU do as recruiters.  They are definitely more appreciative when they understand the Guard’s unique aspect of serving both State and National calls. 

As a mother of a soldier, and as a colleague of several active Guard members, I do “thank you for your service” and “support our troops” – from a deeper place of gratitude in my heart.

Keep the faith and stay strong in your commitment to our future and the overall mission.

A blind man wanders into an all girls biker bar by mistake.He finds his way to a bar stool and orders some coffee.

After sitting there for awhile, he yells to the waiter, “Hey, you wanna hear a blonde joke?

The bar immediately falls absolutely silent. In a very deep, husky voice, the woman next to him says,“Before you tell that joke, sir, I think it is only fair — given that you are blind — that you should know five things:

1. The bartender is a blonde girl with a baseball bat.
2. The bouncer is a blonde girl.
3. I’m a 6 foot tall, 175 lb. Blonde woman with a black belt in karate.
4. The woman sitting next to me is blonde and a professional weightlifter.
5. The lady to your right is blonde and a professional wrestler. Now, think about it seriously, Mister.  Do you still wanna tell that joke?”

Thanks for what you do. 

Now, Let’s all move out smartly and make some good things happen.

Bill Malone

Let me share with you a little story that my Recruiting and Retention Sergeant Major friend from Pennsylvania, SGM Tim Elder, sent me that sadly expresses the dangers of assuming.  After reading this short but touching story you will always remember that as Recruiters…we don’t assume anything.

In 1986, SGT Geramiah K. Johanson (name slightly changed to protect his family) had graduated from PEC as a new Recruiter and decided to take leave in Kenya.  On a hike through the bush, he came across a young bull elephant standing with one leg raised in the air. The elephant seemed distressed, so SGT Johanson approached it very carefully. He got down on one knee and inspected the elephant’s foot and found a large piece of wood deeply embedded in it. As carefully and as gently as he could, SFC Johanson worked the wood out with his hunting knife, after which the elephant gingerly put down its foot. The elephant turned to face the man, and with a rather curious look on its face, stared at him for several tense moments. SGT Johanson stood frozen, thinking of nothing else but being trampled. Eventually the elephant trumpeted loudly, turned, and walked away.

SGT Johanson never forgot that elephant or the events of that day.
 

Twenty years later, now SFC Johanson was walking through the Chicago Zoo with his teenage son. As they approached the elephant enclosure, one of the creatures turned and walked over to near where SFC Johanson and his son  were standing. The large bull elephant stared at SFC Johanson, lifted its front foot off the ground, and then put it down. The elephant did that several times then trumpeted loudly, all the while staring intensely at SFC Johanson.
 
Remembering the encounter in 1986, SFC Johanson couldn’t help wondering if this was the same elephant.  Summoning up his courage, SFC Johanson climbed over the railing and made his way into the enclosure. He walked right up to the elephant and stared back in wonder. The elephant trumpeted again, wrapped its trunk around one of SFC Johanson’s legs and slammed him against the railing, killing him instantly. 

Probably wasn’t the same elephant.

From this sad story you can see the mistake that a Recruiter can make by assuming!  We should all thank SGM Elder for sharing this “touching” story with us…a little weird but applicable.

Now, let’s all move out smartly and make some good things happen.

Bill Malone 

• Each phase has a set of skills that must be learned and practiced if consistent success is to be achieved
• In each phase the Recruiter is the one asking the questions and being sure to stay in control of the presentation
• Each phase must be followed in sequence except in rare circumstances such as when a prospect walks into the office wanting to join right then. (And I don’t need to tell you to be careful here do I?)
• Each phase is connected or “interlocked” and has a transition phrase that moves the presentation into the next phase making for a “casually” smooth and seamless presentation to the prospect
• Each phase has a pre-closing objective that the Recruiter must identify before moving into the next phase
• Each phase is focused on the prospect
• The Recruiter must ASK THEM TO ENLIST!

Now that we have reviewed some of the principles, let’s discuss Phase III: Establishing Rapport.  However, before we get into the discussion we must remember that the purpose of this phase is to:

• Set up a non-threatening environment to put the prospect (and the Recruiter) at ease
• Eliminate or reduce the prospect’s defensive posture (Drop the shields)
• Enable setting the presentation agenda and getting permission to ask questions
• Start the process of building a trusting and mutually respectful relationship
• Setup transitioning into the Discovery Phase of the presentation

For Recruiters that are experienced or have learned and developed excellent people skills, establishing rapport is an easy thing for them to do.  However, for most of us introverted folks this phase can be excruciatingly painful and awkward as a five legged cat if we don’t have a plan and rehearse how to do this.  I am one of those people, so I developed a plan and as everyone knows-I believe in planning and rehearsal (old Special Forces habit).

My plan not only helped me achieve this Phase’s objectives but also helped enable me to achieve the objectives of down-line phases.  Using this plan put me at ease, the prospect at ease and very often was the critical element that helped me get the enlistment.  The plan?…AFIRMM!  As a military professional is should be no surprise to you that my plan is based on a memory mnemonic.  Unlike many others though, this one is not long, is easy to remember and serves as a foundation for the entire presentation.  Here is how it works.

 A:  Set the Agenda-After greeting the prospect (another skillset), the Recruiter begins the rapport phase by casually setting the agenda for the presentation.  This is a prepared and much rehearsed part of the presentation skills that lets the prospect know what is going to happen, what is going to be discussed and ends with asking for permission to ask questions.  My agenda actually includes a reference to enlisting them into the Army National Guard—subliminal insertion-“…and Mr. Prospect if the benefits I present are what you believe will satisfy your goals and you consider them of high value then I would like you to consider joining our Team.  May I ask you a few questions?”  

F:  Ask about their Family.  Almost everyone loves to talk about their family and the Recruiter can find so much information here such as economic strata, family support, etc.  Not only will this help them put them at ease but it will get them talking and that is what you want to do.  “So, Mr. Prospect tell me a little about you family…What does your Dad do for a living?” This is just an example of one of the many questions about the family I will ask.  These questions (and their answers) will tell me if the prospect is going to need education money(or not), has parental support or is looking to “get out of town and away from Mom and Dad”.  Again,  it will tell me if their parents or significant other are supportive and gives me an idea of strategy for dealing with the parent or significant other.  I also frequently discover the prospect’s motivation in this area.

I:  What is the Prospect’s Interests. Here I am seeking out what they are really interested in…what are their goals, their dreams, and where do they want to go in life.  This is the really fun part of this phase and can help you discover their primary and secondary motivators (some amateurs call these “hot buttons”).

R: What does the Prospect do for Recreation.  Asking what the prospect likes to do for “fun” opens the prospect up more because people like to talk about fun things.  The Recruiter can also get “insight” as to what MOSs might be appealing to the prospect.  For example, if the prospect is an avid hunter or loves to fish the prospect might be open to being in the infantry or cavalry.  If she likes to volunteer at the hospital then the Recruiter would be crazy not to mention the great medical skill training the Guard offers.  Wouldn’t it be wonderful if your prospect says, “I love to play video games, especially Combat II.”  Get in the G-Car young man because you are fixin’ to be a real live infantryman!

M:  Are there any present or former Military members in their family.  I am amazed at the number of Recruiters that don’t seek this information out from their prospects.  In the vast majority of circumstances where a family member is serving or has served successfully in any branch of the military (even their Grandparents and/or Uncles), there is a much greater propensity for the prospect to enlist and they will normally have a higher parental approval level for the prospect enlisting.  It is even better when they have a brother or sister that has served in the Army or the Army National Guard!  The prospect actually comes to the presentation with  a predisposition for enlisting!  The Recruiter will miss this and may lose the enlistment if they don’t ask about the family military experience.  (Note: In the professional Recruiting field these are called influencers.) 

 M:  What is the prospect’s Motivation.  This is nothing but beautiful!  You end this phase by actually asking questions such as: “So, Mr. Prospect I have enjoyed finding out about you but there is really one thing more I want to ask before we talk about who I am and the Guard…(Dramatic Pause here and look thoughtful)…What is motivating you to consider enlisting in the Guard?”  Wait!  They will tell you!  If they don’t then ask “Please tell me, if you would,(…Dramatic Pause here…) what most interests you in the military?” Get them to say something! 

Yes, your objective is to enlist the qualified prospect into the Guard but I find it much easier and more satisfying for both me and the prospect when they enlist themselves!  This plan, AFIRMM, developed, practiced and rehearsed is a great tool for not only building rapport and trust but enables the Recruiter to easily transition into the next phase of the presentation; The Discovery Phase: Probing for needs through Gap Analysis.

Use it.  It works—no more awkwardness trying to talk about sports, the weather or other subjects not focused on the enlistment process.  I believe that this will help make your job easier  because I know it is easier when you know what you are doing and have a plan for doing it!

Now, let’s all move out smartly and make some good things happen.

Bill Malone

Ok – School opening is getting closer on the calendar.  Let’s look at additional protocol you can use to set yourself apart from others.  Protocol is “traditionally accepted practices” and schools are all about following those rules. 

Schools are ‘sanctuaries’ (of sorts) for learning.  And with imposed security issues and academic requirements, school personnel have a daunting task of keeping students focused on achievement and managing behaviors.  

Recall for a moment your weeks in Basic Training.  No outside influences, and no interferences.  All Drill Instructor,  all the time.  What if one of your high school teachers showed up one day during those weeks and asked to talk with you for a few minutes about your future?  How would your DI react?  ok – (take out the four letter words)  and that is exactly how a teacher feels when someone from the school office (or you)  knocks on the classroom door to take a student out of the class “for a few minutes.” 

Follow school campus rules, and you will win the respect and cooperation of teachers, counselors, and parents, too. 

When you are making classroom presentations – start on time, end on time.  No ringing or answering cell phones during class time (students and teachers are generally not allowed to do so – neither should you).  Be on time.  School operates by the second and the minute and by the bell schedule.  Don’t hold a students out of class to talk with them – it is not within your authority to approve when they can leave from or arrive at school or class. 

If you agree to a classroom presentation for a teacher – keep this appointment.  It is a good idea to ask the teacher to suggest 2 alternate dates – or have a contingency Plan B –  just in case you are unexpectedly required to participate in an event by the State Command on that one particular day.  If you leave them “high and dry,” it generally is not “ok” and takes a long time to trust you again.

By the way, did you know that school calendars are generally planned and set in April of the year before?  Yes, the grading periods, holidays, early releases, testing schedules, sports schedules – everything – is already on the calendar for School Year 07-08.  And teachers plan lessons and schedule resources weeks in advance.  I used to have to schedule the use of the school library or the computer lab for my classes at the beginning of the semester for any time in November or April!  That is why it is vital and crucial for you to plan and schedule in advance with them, too.  Protocol.

If you take students off campus to take ASVAB tests, or physicals, this affects the attendance record for the student.  It is always a good idea to get a written note from the parent, and let the teachers and school personnel know as far in advance (days, if known) as possible.  The student will nearly ALWAYS say that it is ok; but it’s just not cool (to school administrators) to show up at lunch to take a student off campus for the rest of the day!  Of course the student will always say that it’s ok (show me a student that doesn’t want to find a way to get out of going to class!) – but you will help your reputation with the school to take on the responsibility that the student (your applicant) is doing the right thing, the right way.  Set the example.  Take care to recognize that taking them off campus affects more than just you and the student.

If you are not sure about the rules of the campuses you visit, go to their website and find the student handbook or code of conduct – that’s the protocol.  Visitors to the campus (you) need to comply with the protocol to help the schools maintain safety for all students.  Some larger school districts are requiring that any community speaker sign up as a “volunteer” – don’t shy away from this, use it to your advantage – it’s just a way to verify those who are on campus regularly.

Reliability, Dependability, Trust – all very highly regarded qualities when doing business with school personnel. 

Operation “Get My Money” 

Situation:  The Army National Guard Recruiting and Retention Force is decisively engaged in the mission of recruiting outstanding young people to be part of the defense of this great nation and to provide assistance to our state and our neighbors during natural disasters.  It is so imperative that the ARNG attain and maintain the end strength of the force expected by the American public that from time to time NGB will offer incentives to heighten RRNCO performance and to reward RRNCO performance.  Strength Maintenance Operations Message (SMOM) 07-171 does that by offering the Recruiter Incentive Program Kicker.  This message offers graduated incentive payments for excellence by providing a monetary reward to RIP qualified RRNCOs during the period of 1 August through 30 September, 2007 of:

·          $1,000 for 4 enlistments

·          $2,000 for 6 enlistments

·          $3,000 for 8 enlistments

·          $5,000 for 10 enlistments

I am RIP qualified, eligible according to SMOM 07-171 and will participate in this incentive program. 

Mission:  During the period 1 Aug-30 Sep I will take aggressive and specific actions to achieve 10 qualified enlistments. 

Execution:             

Intent:  Develop and Execute critical tasks to achieve 10 enlistments in  qualifying period          

Key Tasks:

 ·          Inform family to get support for increased work effort

·          Develop Time and Activity Management Plan

·          Set Daily and Weekly Activity Performance Objectives and Standards for Prospecting, Appointments and MEPS Processors

·          Develop and Execute Intensive Prospecting Plan

·          Coordinate additional or needed resources from NCOIC 

End State:  End incentive period with 10 enlistments to qualify for RRNCO Incentive Program, Level 4, to receive $5,000 award to pay bills, take family on well deserved vacation, buy Christmas for my family, save money for retirement, provide support for my mom, brother, sister, etc. 

a. Concept of the Operation:

a.      Meet with family, explain the RIP Kicker program, present and explain my plan telling them the time and activities that will be necessary to achieve the level 4 award and what support that I will need from them during this period.

b.      Time and Activity Management Plan:

Monday-Friday: Priority of Activities

a.      0530-0700 Prospecting:

b.      0700-0900 Appointments/Packet Preparation/Admin

c.       0900-1200 Appointments/Prospecting

d.      1100-1230 Lunchroom Displays/Lunch/Prospecting

e.      1230-1700 Appointments/Prospecting/Processing

f.        1700-1730 Dinner/Prospecting

g.      1730-2030 Appointments/ Prospecting/Processing

Saturday: Priority of Activities

a.      0800-UTC Appointments/Prospecting/Processingc.      

Activity Performance Standards:

a.        10 Qualified Contacts per Day

b.        2 Appointments per day

c.         2 MEPS Processors per week

d.        10 mailouts per day

e.        10 phone calls with prospects per day

f.          One school visit each day (School in Session) and one presentation per week

g.        Daily visit to Unemployment Office, GED Training Center, Colleged.     

Prospecting Plan:

1.    Priority of Market:

a.      High School Senior (When School is in Session)

b.      June Graduates

c.       GED grads and pending grads

d.      Underemployed

e.   Prior Service

2.   High School Seniors:

1.  Engage GRAs:  Meet with RAs on Monday of each week and assign lead mission-5 qualified leads weekly-Report on Friday

2.  Conduct 5 face to face meetings at School and 5 phone to phone meetings per day

3.      Contact High School Points of Contact daily

4.      Leave cards, brochures and flyers at all primary gathering places for Seniors at high school

5.      Conduct 3 Lunchroom Displays per week at three priority schools

3.  June Graduates

1.      Contact June Grads by telephone using ASVAB list, last year’s directory or school list

2.      Engage GRAs:  Meet with RAs on Monday of each week and assign lead mission-5 qualified leads weekly-Report on Friday

3.      Survey workers at fast food restaurants, auto and tire shops, convenience stores, etc. to find June grads working at low paying jobs

4.      Go to unemployment office looking for June Grads, leave brochures, cards and flyers

5.      Set up Table Top Display in Student Center of College or Junior College once each week.

4.  GED Grads:      

1.    Go to GED Training Center to leave cards, brochures and flyers

2.      Set up Table Top Display at GED Training Center once each week

3.      Leave cards, brochures and flyers at GED testing centers

4.      Contact GED Training Center POC for referrals

5.      Engage GRAs:  Meet with RAs on Monday of each week and assign lead mission-5 qualified leads weekly-Report on Friday           

5. Underemployed:

1.   Go to Unemployment office each morning prior to 0830 to leave cards, brochures and flyers

2   Contact POCs for possible referrals (Leave RPIs with POCs)

3.   Engage GRAs:  Meet with RAs on Monday of each week and assign lead mission-5 qualified leads weekly-Report on Friday                       

4.  Survey fast food restaurants, restaurants, large shopping facilities (Wal- Mart, Home Depot, Lowe’s, etc), auto and tire shops, etc. for low-paid  wage earners

5.  Leave cards, brochures and flyers at convenience stores, pawn shops, sporting goods stores, large shopping facilities, all government offices (health offices, WIC offices, Courthouses, Law Enforcement Centers, etc.)

6.        Prior Service:

1.  Engage GRAs:  Meet with RAs on Monday of each week and assign lead mission-5 qualified leads weekly-Report on Friday

2.  Contact Unit Readiness NCO for names, addresses and telephone  numbers of all unit members discharged in last year.

3.      Leave cards, brochures and flyers at Unemployment office, sporting  goods stores, convenience stores, auto and tire shops, etc.

4.  Contact Unemployment Office Veteran’s Representative for list of all  active files of Veterans looking for jobs5. Work IRR list and unit member referrals (call unit member and ask for referrals)  

b.  Coordinating Instructions:

a.  Priority of Efforts to be prospects that will not require major or significant work to process.

b. Check ARISS daily for new leads and contact them immediately/within 24 hours.

c. Prepare Road Map For Success Presentation for each prospect.

d. Conduct Presentations to High School Seniors/Juniors and any student/child that is currently living at home with parents with parents present

e.  Ensure that all brochures, flyers, etc. have my name and telephone number

f.   Change telephone-answering message to be friendlier and less military

g.  Conduct all prospecting, except for schools (soft sell) in Class B uniform (Take uniforms to cleaners ASAP). 

4.  Admin and Logistics:   

a.  Coordinate request for ADSW support with NCOIC   

b.  Coordinate additional advertising with NCOIC 

c.  Request additional specific RPI support requirements for each priority market from NCOIC  

d. Coordinate refreshments for GRAs for each Monday meeting. 

e.  Acquire prizes for GRAs, POCs and Unit Members with most leads each week. 

5.  Command and Signal:  NA       

OFFICIAL                                                           Will Gettum

                                                                          SFC, ARNG

Good luck to all and remember not only is the National Guard Bureau counting on you but so are the people of this great nation and your communities.

Bill Malone

Not long ago, SGM Malone and I had a 15-minute visit with a Government teacher at a local high school.  The SGM was in ACUs and I was in professional civilian dress as the civilian contractor.  SGM Malone repeatedly mentioned the National Guard in this conversation – “represent the National Guard” – “oversee the National Guard recruiters” – been in the National Guard” – ABOUT 5 TIMES IN 15 MINUTES.  When we ended the conversation, the Government teacher said, “You Army recruiters are great; you are always welcome to talk to my classes.” ARMY?  Was she even listening?  Probably so; however, your uniforms have a “US ARMY” label, and (trust me on this) very few people even know what rank you are, what the badges, ribbons, patches, and other ‘paraphernalia’ is on your uniform.  They see camouflage, your name, and US ARMY.  That’s all they recognize – and all they respond to – no offense, but that’s reality.

To set yourself apart from the other service branches, when appropriate, and if your command allows it, I suggest you wear Civilian Dress (soft sell) uniform for classroom presentations; a collared shirt with National Guard logo, dress slacks (or a skirt for women), and business casual shoes, at a minimum.  You are a member of the community and a guest speaker in the classroom.  If you are talking to students about going to college, setting goals, or other civilian topics, wear your Civilian Dress.  Of course, whenever you present or represent military careers and what the National Guard is, then wear ACUs or Class Bs.   For instance, for most tabletop displays, you represent the Guard and a career in the Guard – wear military uniform.  

While we are on the subject of dress codes for schools – dress professionally, as a role model for students, and to gain the respect of school personnel.  Even if you are only a couple of years older than the students are; you have a maturity level that exceeds theirs, you stand for values, and you want to inspire them to become better citizens. Wearing the same styles as the students does not get you that respect.  Students, personnel, administration, and parents EXPECT you to be a step up from the students – you’ve earned it.  Wearing blue jeans, baggy shorts, huge t-shirts and tennis shoes (for guys), or tiny t-shirts bearing midriff and shorts with flip-flop sandals (for girls), showing off tattoos and piercings, or wearing other teen fad styles –  does not give school authorities, parents, or students the idea that you are serious about your presentation or your message.  You ARE the Guard. 

Does wearing Civilian Dress Uniform mean that you are not proud to wear the ACU or Class B uniform?  No!  However, in this competitive recruiting world, you have to set yourself apart from the other service branches.  National Guard has many unique features and benefits that the other service branches do not offer; Civilian Dress Uniform sets you apart – and lets others know you are with the National Guard.

Now, retired SGM Malone believes that a Recruiter should be in uniform all the time, preferably Class Bs.  I agree with that most of the time; but he also thinks that if you are in civilian clothing that you are trying to “sneak up” on them or you are not proud to be a soldier.  He mentions all the time that he has never seen a Marine Recruiter other than in uniform.  Obviously, he and I have agreed to disagree; but what do you think?  Let us know with your comments.

 

Now.  What was he thinking?