Special Forces Asst. Ops & Intelligence Sgt. MOS 18F

Special Forces Asst. Ops & Intelligence Sgt. MOS 18FSpecial Forces Asst. Ops & Intelligence Sgt. MOS 18FAn Army Special Forces Assistant Operations and Intelligence Sergeant is part of an einzelschrittal detachment of special forces soldiers, tasked with preparing intelligence for special missions. The Armys Special Forces unit, best known as the Green Berets, began as a unit tasked with unconventional warfare tactics, but has grown to include special reconnaissance missions, counterterrorism, foreign internal defenseand direct action strikes, usually quick operations in hostile territory. The Assistant Operations and Intelligence Sergeant is categorized by the Army as military occupational specialty (MOS) 18F. These soldiers are the cream of the crop, and much of the work they do and the tactics they use arehighly classified. Some of their duties are humanitarian in nature, including hostage rescue and peacekeeping missions. Duties of MOS 18F These soldiers are part of 12-soldie r units known as detachments, which have specific missions. They employ conventional and unconventional warfare tactics and strategies to collect intelligence and provide tactical guidance to the detachment commander as well as other Army personnel. They prepare intelligence both in preparation for special missions and during operations. This may include writing operation plans and combat orders and conducting briefings and debriefings. MOS 18Fs are also tasked with establishing what are known as intelligence nets, handling agents and preparing agent reports for the operations at hand. They process prisoners of war, establish security plans, and maintain classified documents. A significant part of their duties is to establish evacuation plans for their Special Ops detachment. How to Qualify As MOS 18F This is not an entry-level position before you can serve in this job you must have served previously as a lower-rank special forces soldier, in MOS 18B (Special Ops Weapons Sergean t), 18C (Special Ops Engineer), 18D (Special Ops Medical Sergeant), or 18E (Special Ops Communications Sergeant). New recruits who want to join Special Forces enlist under MOS 18X, a general Special Forces Enlistment Option. Youll need to do more than the standard basic training/boot camp you also have to take infantry training at the same time. The specific job youll have in Special Ops is determined during the Special Forces Assessment and Selection portion of your training. Requirements for MOS 18F Special Ops soldiers need a score of at least 110 in the general technical (GT) section and a combat operation score of at least 100 on the Armed Services Vocational Aptitude Battery (ASVAB) tests. They also must take and pass the Army Physical Fitness Assessment with a minimum score of 240, and complete the pre-basic task list. If youre interested in Special Ops jobs, you have to qualify and volunteer for airborne training and have vision correctable to 20/20 in both eyes. You als o have to be a U.S. citizen. And of course, since so much of what Green Berets do is highly sensitive and often classified, anyone enlisting in this MOS must qualify for a secret security clearance from the Department of Defense. This involves a background check of finances and character and a criminal background investigation. A history of drug or alcohol abuse may be grounds for denying this clearance.

Recruiting a New Hire if You Havent Hired in a While

Recruiting a New Hire if You Havent Hired in a WhileRecruiting a New Hire if You Havent Hired in a WhileRecruiting a New Hire if You Havent Hired in a WhileYoure thinking about making your first new hire in years as you look to grow your small company. Yet the prospect of taking on a risky newcomer and adding to the payroll have either paralyzed you or impelled you to act hastily. Take a deep breath and absorb these recruitment strategiesfrom small-business owners who have made hires in these uncertain times.Slow down. Dont short-change your recruiting strategyjust because a thousand candidates come knocking every day. Hiring decisions are among the most important that we make, says Jeff Adams, president of Balentine,a financial advisory firm in Atlanta. Start recruiting early, perhaps before youre even certain you want to make a hire.Dont assume employee sourcing will be easy. Yes, many millions of Americans are out of work. But talent acquisition crisismeans that not all positions will be easy to fill with top people. There are still a ton of qualified candidates in HR and IT, but sales recruitmentis more difficult, says Rob Wilson, president of HR outsourcing firm Employcoin Westmont, Ill.Hire just in time. Do a cost-benefit analysis as part of your hiring strategy,before you add to your payroll. Hiring today to be prepared for tomorrow is obsolete, says Jeff Dudan, CEO of AdvantaClean Systems,a mold-remediation franchisor. To be competitive, you cant have extra people around. You have to wait to hire until youre in pain.Cast a wide net, regardless. Yes,there are cheap or free channels for sourcing hundreds of candidates for almost any position. But to make the best hire, you must conduct a broad search. Employee referrals, Web postings and a tischordnung firm together this gets us the best and brightest, says Adams.Bring in the grown-ups. Your new hire will have to learn your proprietary systems, but she or he should come in with all the fundamental skills in gear. In this economic environment we have less time to grow people into their roles, says Seth Earley, CEO of consulting firm Earley Associatesin Stow, Mass.To thin the herd, test candidates early. Whats the quickest way to narrow the field of candidates to serious contenders? Put them to work on a demanding employment application. With the job market the way it is, employers can set up hurdles in the hiring process, like a lengthy QA, says Dudan. Write a screening questionnaire that tests candidates industry knowledge, energy level, as well as innate reasoning and communications abilities.Interview hard. Small businesses are putting a lot on the line when they make a new hire. One additional employee can either spark a new wave of growth for your company or send it into a death spiral by losing customers or missing opportunities for new business. So you owe it to your company to put candidates through multiple, demanding interviews with lots of open-ended questions. And brin g your current employees into the interview processto boost their buy-in of a new colleague.Think twice about hiring out of big companies. Its tempting to recruit large company employeesfor your small firm. But dont underestimate the challenge to that corporate warrior when he finds out he has to do all of his own legwork. People who have been successful at major corporations have a very difficult time adjusting to the small-business environment, says Dudan.Its OK to consider (un)employment status. Is it fair to question the qualifications of a victim whos been a casualty of massive layoff? It is, if you consider the stakes for your business and your employees. For every one partie out of work, 9 are employed, says Dudan. The very best performers typically remain employed.Do-it-yourself temp-to-perm. If you can get a top performer to join you as a contract or temp worker, give serious consideration to the arrangement, which reduces some of the risks of bringing on a new worker. As m ore projects ramp up, we give the best contractors preference and transition those who want full-time employment into that role, says Earley.Check references, really. Criminal and other background checks may be necessary in these litigious times, but you should engage in reference checking the old-fashioned way, with this twist Leave a voicemail or send an email to the reference, asking them to contact you only if they consider the candidate to be one of the best employees theyve ever had, and only if they can recommend the candidate without reservation. Youll have more faith in a positive response no response will be bad news for the candidate.

Interview Etiquette Lessons from a First Date

Interview Etiquette Lessons from a First DateInterview Etiquette Lessons from a First DateYouve heard the analogy An bewerbungseinstellungsgesprch is like going on a first date. Think about it. Blind dates can be painful without some chemistry. And they even check your references. Translate your dating knowhow to win over your next interviewer.Going on an interview is like going on a first date. Ive used that analogy hundreds of times. For over 20 years as a recruiter, Ive been preparing candidates for that scary and mystifying experience - going on an interview.Most of us have only limited experience with interviews. But first dates, no matter how long agoor how weve tried to forget, are something we can all recall. So what can you gpurple drank from those awkward encounters? Well, there wont be chocolate shakes or a good night kiss, but there are a few ways to translate your dating experience to better prepare you for that first interview with an employer.Dont show up too early, a nd never show up late. Weve all seen the movies where the poor guy is sitting in the living room getting grilled by the dad while the young woman frantically applies a last coat of mascara. Similarly, the business world tends to run on a schedule. Arriving too early for an interview can make the managers uncomfortable. They end up leaving you in the lobby, fidgeting in a chair pretending to read the ancient copy of Fortune magazine on the coffee table. It is best to arrive 10-15 minutes early thats it. That way, you send the message that you are not only punctual, but also appropriate.Arriving late is a no-brainer dont do it. It is always seen as disrespectful. Though you might not get shoes thrown at you (back to the movies again), you have instantly damaged your chances of making a good first impression and getting the job.Make a good first impression. In the dating world, this is all about cologne or your skinny jeans. In the interview world, good first impressions are equally cr ucial. You can never dress too professionally for an interview. If its a corporate environment, that means a suit for men and a pants suit for women. The devil is also, as they say, in the details polished shoes, appropriate heels or flats and clean finger nails. Practice a firm handshake and direct eye contact with a friend to make it feel like second nature. There are finer points to consider, but the key is to start off on the right foot. Additionally, bring a couple extra copies of your resume. The more people you meet, usually the better, and you want to be prepared.Dont tell em you snore.Of course, you want to be honest during an interview, but this is not the time to give away all your secrets. The company can verify a great deal of information through employment background checks and references, so you want to make sure you present yourself honorably and that means honestly. But dont advertise your negatives. You would never tell a first date that you snore. Youd wait until she falls in love with you and will find all your idiosyncrasies endearing. In the saatkorn way, make sure that you are presenting all your information by putting your best foot forward. It is the job of the manager to figure out reasons you dont fit, not your job to red flag them. Stay positive and present the glass half full. If you have little or no experience with something, then respond with an answer that says, No, but. Then present the closely related skills you have, your ability to learn quickly or a relevant class you completed. Sell your strengths do not point out your weaknesses.Dont ask for the kiss before the date.Applicants are always concerned about how to respond when they are asked for their salary requirements. Its an important part of the process, but it does not belong at the beginning. As many of us have experienced, the kiss belongs at the end of the evening likewise, the salary discussion should be saved for after the company falls in love with you. A safe an swer regarding your salary requirements is Im sure you will make me a fair offer, and Im interested because _____.Its great to get fixed up, but its all about the chemistry. When your friend tells you all about a potential date, you listen for key details. Maybe you care about the dates job history, or where he went to college or what sports shes involved in. If you hear something that sparks your interest, you decide to meet. In the same way, your resume got you in the door. It said something the employer liked. But weve all met people we thought sounded interesting, but turned out to be a dud. An interview is similar. The manager has to walk away feeling like youd fit into the team. You can help this along in several ways. First, look around while you are sitting in the lobby or walking toward the managers office. Is it a quiet place or do people seem to be working in teams? Based on what you see, thats what you emphasize. Additional chemistry builders lean forward in your chair, dont fidget and smile. Be prepared. Listen. All of these are simple things which increase your likeability.Tell him what a good time you had.The technical term is closing the sale. Think about it, are you more likely to call the other person back when, at the end of the evening, he says what a good time he had? Of course No one likes rejection. Companies do the same. They are more willing to call you for a second round of interviews or offer you the job if they think you are interested in them, too. So, before you walk out the door, thank the interviewer for her time and tell her what you like about the job and why youd be a great fit.Though the results are different, a first date and job interview both involve one person trying to impress another. Because its so unfamiliar, yet so important, the world of interviewing can be a scary place. Hopefully, thinking of something familiar offers some reassurance. Though these are just a very few pointers, they give you an idea about how thi s all works. Just relaxing a bit will make you more successful and increase your chances of success. Now go out there, and get that job