Help Guide For Filling Online Recruitment Application: Fill & Download for Free

To become a SEAL, you must be in the Navy. There are three paths you can choose from to become a Navy SEAL:Tell the recruiter you want to become a SEAL. Get your SEAL contract. During your initial meeting, you will be screened for basic Navy eligibility. The recruiter will ask questions about your education, age, citizenship, medical history and police background.Video: Spec Ops ShootingIf you meet basic requirements and do well on the practice ASVAB, the recruiter will put you in contact with the regional Naval Special Warfare/Special Operations Mentor or coordinator. Navy SEAL Mentors will help guide you through Navy SEAL specific requirements and help you train for your PST. Mentors will also be the ones to give you your Delayed Entry Program (DEP) qualifying PST.The contract will have a boot camp date on it, which will likely change once you get a SEAL contract. Once you have signed your Navy contract, you will be in the Delayed Entry Program, and your Special Warfare/Special Operations mentor will put you on a physical training regimen designed to help you prepare for the Physical Screening Test. Until you have taken and passed a Physical Screening Test, you cannot receive a SEAL contract.Once you have signed a Navy contract, you are eligible to take a PST. Contact the Special Warfare/Special Operations mentor or coordinator to take the test.Once you have taken and passed the PST, your Recruiter or Mentor will request a reclassification for you into the SEAL program. This will generate a SEAL contract, which will supersede the Navy contract you originally received.Your career counselor should fill out the online NC Worksheet and submit it. The Naval Special Warfare Recruiting Directorate will process the worksheet and contact you via e-mail within five days to inform you whether or not you meet basic eligibility requirements.The SF-88 is no longer needed. The 1306/92 is only required after selection to BUD/S. The 2807–1 is to be filled out by the applicant and the 2808 is to be filled out by the Dive Medical Officer.About 45 days before you separate, visit your local Navy recruiter. Tell him or her that you want to join the Navy to become a SEAL. The local recruiter should be able to tell you if the Navy is currently accepting men who have prior military experience into the SEAL program. If the Navy is, the recruiter will put you in contact with the local Special Warfare/Special Operations mentor or coordinator.Once you have separated from the military, the recruiter will help you begin the process of joining the Navy. While your recruiter helps you with your basic Navy requirements, the Special Warfare/Special Operations mentor or coordinator will help you with the Naval Special Warfare-specific requirements.If youve met all the requirements to become a SEAL and are selected for Naval Special Warfare, your recruiter will contact you to schedule another visit to MEPS. You will receive your SEAL contract from MEPS. It will identify what rank you will be upon entering the Navy.

Actually, yes!You wont be flying one of these bad boys:However, if you're interested in still blowing shit up from the sky, hauling cargo, or providing troop transport, the Army has you covered!“But how? All these other guys are saying you need a degree! Surely they can't be wrong?”They indeed are, my friend! The Army has a VERY dire need for helicopter pilots. Ask a recruiter about “Street to Seat" and be very adamant about it. They will tell you everything you need to know about it (but not before trying to get you into an enlisted MOS). You can go in as a warrant officer, earn awesome pay, laugh at lower enlisted who don't know whether to salute you or not, and STILL get to fly the highest tech hunks of metal the Army has to offer.Such as…The AH-64 Apache!The MH-6 Little Bird!The UH-60 Black Hawk!And even more!BUT WAIT! Before you decide that you want to take on the task of becoming an Army aviator, make sure that you know what the requirements are!You will first have to undergo a VERY rigorous physical examination. Make sure you are in tip top physical condition. No, you don't need perfect 20/20 vision, but your vision must be no worse than 20/50 (20/20 correctable in each eye). If you make it past the physical, then it’s time to study…You will have to take the SIFT (Selection Instrument for Flight Training), a comprehensive test like a SAT or ACT. However, you need to study MUCH more than your basic math and reading skills. There are awesome SIFT practice books online and websites with practice SIFT questions. It is HIGHLY- no wait, EXTREMELY RECOMMENDED that you study before you take this test. You will only have two chances to take the test in your life, and if you pass the first time you will be stuck with that score (keep in mind that 40 is minimum passing, and 60 is considered “the standard", with 80 being the highest you can score). STUDY THE HELL OUT OF THE SIFT BEFORE YOU TAKE IT!!!edit for more info on the SIFT. A fellow Quora user pointed out that Street to Seat has a very low acceptance rate. This is mostly due to the high health standards and the SIFT. While I can’t really advise anything to pass the medical exam (besides taking good care of yourself and exercising), here's some pointers on the SIFT.The SIFT isn't anything like you've taken before. If you're good with avionics, have a good understanding of airframe orientation, a basic understanding of math, reading comprehension and mechanical knowledge, and REALLY fast at telling differences between shapes, then you’re golden.However, let me emphasize on that last point, you have to be REALLY fast at telling differences between shapes. The hidden figures portion of the test only gives you about 10 seconds to find the figure, and the simple drawings section only gives you 2 minutes to answer 100 questions. This is by far the hardest part of the test to do well on.Simple DrawingsHidden FiguresCongrats! You passed your SIFT! Well, uh, now what?Now comes the fun (and easiest) part: paperwork! Your recruiter will sit down with you, help you create your packet for WOFT, and they will send it in! Make sure you keep in contact with your recruiter in case any mishaps occur. Don't be discouraged by any bumps, the Army is not well known for handling paperwork well. That being said, MAKE SURE YOU HAVE A COPY OF EVERYTHING, AND MAKE MULTIPLE COPIES OF THOSE COPIES!!!Now, if you have passed the physical, passed the SIFT, fill out your paperwork, and pray to whatever God(s) you believe in that your paperwork won't get “lost” in the process, you will go on to training! First BCT, then WOCS, and finally WOFT.Good luck! I'll attach some links to assist as well.Flight Warrant Officers | GoArmy.comSIFT Study Guide 2020 & 2021: SIFT Test Study Guide 2020-2021 & Practice Test Questions for the Military Flight Aptitude Test [Includes Detailed Answer Explanations]: Test Prep Books: 9781628458701: Amazon.com: BooksLearn About Army Aviation Medical Standards and Flight PhysicalsU.S. ARMY RECRUITING COMMAND > In-Service Opportunities > U.S. Army Warrant Officer Recruiting > When Do I Apply? > Civilian (WOFT) Applicants

Plenty of good answers here to glean from, but I think we might be missing some key differences that exist between the applicant tracking systems you mentioned and the newer applicant tracking systems that you’re - conceivably - more likely to run into in 2017. While those three are definitely popular, they’re not the only players in the game, especially for more modern orgs.So I can speak to what would happen during the steps you outlined inside a modern applicant tracking system like Breezy - but some points will differ from both the recruiter/HR manager POV and the candidate POV when you’re using an older, legacy ATS. Do my best to point those out along the way :)What happens after a candidate submits an online job application?So, inside a modern ATS like Breezy, if the Recruiter was looking for someone with a degree or a certain GPA, they would have designed their application to screen out candidates who did not have one. From the candidate side, the question might be a multiple choice:What level of education have you achieved?High School GraduateAssociate's DegreeBachelor's DegreeMaster's DegreeKind of wonky wording on my part, but you get the idea. The recruiter/HR Manager would then tell Breezy to screen out candidates who didn’t select Answer #3 or Answer #4. Breezy would move the people who answered #1 or #2 to a Disqualified stage, and we would automatically send out an email that the company pre-designed for disqualifications (after a 24 hour hold).On the candidate end, you’d fill out your whole application, attach your resume [or, it would prefill from your LinkedIn profile] and if you were not ideal in the degree criteria (or GPA or what have you - though that’s less common), you’d receive that company email after 1 business day.No one is even looking at the resume at this point, if they don’t want to.I think it’s important to point out that it’s not the recruitment software that makes the decisions - it’s the recruiters/HR Managers who decide what they want to screen for, and software like Breezy follows their rules.2. What happens after the company decides to interview the candidate?In a modern ATS, the recruiter moves the candidate to the Interview stage (depending on their preferences, the candidate can move automatically) and the software pulls up the shared team calendar, and the recruiter can see what times everyone has open for an interview, then sends the candidate a template email with a few pre-selected times for the candidate to choose from.In older, legacy systems, the process is more cumbersome, or recruiters/ HR Managers may just call the candidate and log that, plus the candidate’s eventual interview time, into the system.3. Based on the information collected from the resume, interviewers, and references how do HRs arrive at decision?This is the meat and potatoes of recruiting! How do you decide who’s best for the job? Awesome companies implement systems to ensure they take as much bias out of interviewing as possible, using Interview Guides and Scorecards to accurately assess candidates.Scorecards can be especially helpful when it comes time to make a decision - along the way, the Recruiter/HR manager will grade each answer from each candidate with a thumbs-up/thumbs-down … so when the head honchos (hiring managers at a large company, or up to a CEO at a smaller business or for a more important role) need to make a choice, every candidate has a numerical score on their profile … simplifying the process immensely.Hope that helps …