As an unemployed work dodging 25 year old who has lived the life of Riley on benefits since leaving school officially at 16 (unofficially I left at 14 to set up my own retail business relocating stock from Woolworths, I was so successful that Woolies went bankrupt). Unfortunately my benefits have now been stopped as some twat informed the authorities that I was not really sick and did not require 24/7 care. This means that I must offer my many skills to others.
I have chosen the RN as I wish to specialise in the Sick Bay Ranger branch.
So I went into the recruiting office and spoke to a kindly Chief Petty Officer.
For the first 30 minutes he was fantastic, listening intently to my tales of outrunning the local fuzz in stolen hot hatches, nicking from all types of retailers and shagging lots of totty who are now media stars (well they have all been on then Jerremy Vile show blaming me for not taking care of thier sprogs). He seemed very impressed by the way I opened a can of white lightening and necked it in 4 seconds flat while rolling a spliff with my spare hand.
So can anyone answer my questions?
1. Why did he say that I wasn't suitable
2. Why did his face turn very red, his eyes bulge when he angrilly booted me out of the office, told me to "Feck off you fecking useless piece of shit and fecking emigrate"?
3. How long before I can re-apply?
In my limited experience, I generally find people are inclined to complain upon being told their expectations are unrealistic, unreasonable or unattainable. Seldom do people complain if they leave with their initial expectation intact. No-one likes being given negative feedback.
Obviously there are those on both sides who can be seen as objectionable, but in my limited experience there are always two sides to it.
Hopefully the trauma hasn't put you off joining the Armed Forces and best of luck to you.
This is even after failling horribly with my application for RM. After getting back from PRMC i said to the Chief "i don't think i have what it takes" she gave me a sympathetic and understanding look and says "i could have told you that 18months ago". XD
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When I started the process of joining they were very enthusiastic, when there was not the same on my part their enthusiasm waned, when I got my shit in one sock and showed my commitment once again put themselves out to support my application.
It is you that wants to join, when I joined there was 100 applicants for every 3 vacancies. YOU have to prove you are better that the others.
Have to say, I'm intrigued. The OP has been back on the site & read the comments but elected not to provide more detail.
From an AFCO perspective a complaint about how you do your job tends to be a one way transmission but if the complaint is valid, then maybe the way we go about our business can be addressed to better suit the candidate who is, after all, the reason we're there.
The process most candidates currently undergo after expressing an interest to join is to attend a presentation to inform of all jobs available, answer all preliminary questions and confirm eligibility. If the individual wishes, they can take an application form.
Upon receipt of a completed application, the details are manually inputted onto the computer system and a letter sent inviting the prospective applicant to sit the recruiting test. In my AFCO there's usually up to twenty a week in a single sitting and it is quite Labour intensive. Upon arrival, each candidates identity is verified and recorded. The test is not computer based (unlike the Army BARB Test, computer based since 1997) - it's paper and pencil, 120 questions in 44 minutes.
The test is manually marked then cross-checked. This equates to 120 questions checked twice for up to 20 applicants, so it's fair to say AFCO staff are busy because the people who hold the purse-strings don't have to administer the test and don't see computerisation as necessary, despite the long delays for the anxious candidate, the workload and inevitable room for error. Every branch has a different score, always in a state of flux and each application has to be validated.
After the test, outright fails have to be counselled, those who fail for branch aspiration are counselled on alternatives and those who pass are congratulated and briefed on this next selection stage. There is little time at this point of selection to exchange anecdotes, chat about the weather or nurture the individual however, after the test, the next stages of selection are less constrained as the applicant has one to one time with their Career Adviser thereafter.