Foro de Inteligencia, Espionaje y Servicios Secretos

With the Global War on Terror (GWOT) entering its seventh year and the ever increasing demands it places on the Special Operations c ommunity, innovative recruitment efforts to find qualified personnel are now required. The Navy Recruiting Command (CNRC) recently identified a candidate shortage for both the Naval Special Warfare (NSW) and Naval Special Operations (NSO) communities. CNRC solicited support from the private sector to find former members of the SEAL community who could help find, recruit and train qualified candidates for accession into the NSW and NSO communities.

Several companies competed for the contract; however, in 2007 Blackwater Worldwide won the award. In so doing, Blackwater Worldwide became the primary recruitment tool to find and train candidates for the Naval Special Operations community. Blackwater hired 28 former SEAL, Special Warfare Combatant craft Crewman (SWCC) and Navy Diver personnel who possess over 500 combined years of NSW and NSO training) as mentors for the program.

Much as the Navy has the United States divided into several recruiting districts, so is the Mentor Program. The Mentor Program National Coordinator reports to his active duty counterpart at CNRC headquarters in Millington, TN and also supervises the 26 Regional Mentors dispersed throughout the United States. Each Mentor travels throughout his district recruiting and training candidates for up to 12 months prior to the candidate reporting to boot camp.

The Mentors also work alongside local active Navy recruiters to identify potential candidates and then assist each other in meeting their recruitment goals. Once a candidate volunteers for an NSW or NSO program, the Mentor begins weekly training sessions ensuring that each candidate is given an optimal chance to successfully complete their chosen program.

Candidates volunteering for either NSW or NSO will go on to fill one of five possible positions: SEAL, EOD, Navy Diver, SWCC, or Air Rescue (AIRR). Each of these positions has different physical fitness requirements which the candidate must pass. In addition to meeting their mentor each week, the candidate must also adhere to their prescribed training regimen. Mentors communicate via email and telephone helping motivate candidates throughout the week, even when they are not actually with them.

Within 90 days of beginning the program, candidates take a physical fitness test to assess their strengths and weaknesses and a training program is then tailored to fit each individual’s needs. Tools used to build the fitness required to meet each program’s standards include: swim exercises using different strokes, running, push-ups, pull-ups and sit-ups. Participation in this program helps guarantee a higher graduation rate from boot camp and each of the successive NSW/NSO programs.

Once each candidate begins boot camp in Great Lakes, Illinois, the Recruit Training Command (RTC) Coordinator is present to track each candidate as they pass through training. The RTC Coordinator is also there to provide encouragement and counsel those candidates who might consider withdrawing from the program.

The Mentor Program has proven so successful that CNRC requested Blackwater staff oversee a second follow-on program called the Naval Special Warfare Prep School (NSWBPS). Candidates who volunteer for Basic Underwater Demolition/SEAL (BUD/S) will enter NSWBPS immediately upon completion of boot camp. Blackwater recruited former SEALS and physical fitness experts to train these candidates five days a week for ten weeks prior to starting BUD/S. NSWBPS training includes: swim exercises, calisthenics, weight conditioning and running.

In a commendation for Mike Getka, Blackwater’s Mentor in Jacksonville, FL the Commander of Jacksonville, Florida’s Navy Recruiting District stated, “Your outstanding performance has already made you a critical member of the team. Your superb work ethic, attention to detail and positive mental attitude are key to launching a critical recruiting program. Your actions demonstrate an impressive level of professional pride, knowledge and dedication to the mission.”

Since 2007, Blackwater has been honored to support the Navy’s efforts in the War on Terror by helping to develop the next generation of warriors. This program is unique as no other branch of service has gone to such lengthy extremes to qualify chosen candidates and no other branch of service has been as successful.

....lo que hablamos el otro día... te imaginas que en España una empresa privada reclutase y formase a los miembros de nuestras OEs??

Maintain a direct working relationship with the CNRC Program Manager or their assistants in order to gain support of active duty SEAL/SWCC/EOD/DIVER/AIRR personnel for specific “large event” recruiting events targeting athletes. Work together with the Navy Recruiting District NSW/NSO Coordinator (military) to perform all aspects of testing Maintain accurate records of travel, activity, testing, results, etc. The mentor will be familiar with all aspects of the job, test sites and Centers of Influence.

Utilize the CNRC NSW/NSO Program Manager or their assistants as the source of information for SEAL/SWCC/EOD/Diver/AIRR training in order to train, brief, and inform recruiting personnel and candidates to keep them abreast of changes in these programs.

Support NRD recruiting efforts to obtain qualified NSW/NSO/AIRR applicants. Effectively work in the local communities to establish relationships with high school and college athletic directors, coaches, etc., and to find athletes that would successfully meet SEAL/SWCC/EOD/Diver/AIRR challenge program requirements.

Provide first hand mentorship to NSW/NSO candidates in three critical areas: (1) increased awareness and enhanced physical standards for NSW/NSO programs (2) increased NSW/NSO program knowledge for candidates, and (3) understanding of NSW/NSO values and ethos. To contribute to a higher level of success at RTC, it is expected that contact be maintained with applicant while at RTC.

Coordinate NSW/NSO recruiting events with CNRC NSW/NSO Program Manager’s office and provide feedback on the success and viability of that support. These events will target athletes and support will be provided by NSW/NSO personnel who are aware of the changing operational and training requirements of NSW/NSO active forces.

­­­­­­­­­­­In conjunction with NSW and NSO communities, coordinate Hometown Recruiting program for SEAL/SWCC/EOD/Diver recent graduates in assigned NRD through CNRC NSW/NSO Program Manager’s office.

Provide NSW/NSO program management support services to NRD leadership by effectively answering inquiries about NSW/NSW career opportunities. Determine whether prospect is eligible for NSW/NSO/AIRR programs, using established program guidelines.

Be responsible for delivering qualified recruits to Basic Underwater Demolition /SEAL (BUD/S), SWCC, EOD, and Navy Diver schools via RTC by working closely with recruiters to maximize the SEAL/SWCC/EOD/Diver candidate’s potential.

Conduct NSW/NSO briefs at high schools, sporting events, or other targeted NSW/NSO events for the purpose of obtaining referrals to NSW/NSO or other Navy programs.

Increase awareness of PST standards to the NRD for NSW/NSO programs. Achieve RTC PST pass rate in excesss of the current composite rate of 70%. The Navy’s goal is 85% or better.

Reduce “Volunteer Drops” in the NSW/NSO programs at RTC to below the current composite rate of 25%. The Navy’s goal is 10% or less.

Identify qualified NSW/NSO applicants to NRD recruiters through use of established prospecting and blueprinting techniques, as well as interviews.

Provide monthly planner (calendar) to NRD Chain of Command no later than the 3rd of every month. Planner should include administration of PSTs, presentations, special events and applicant preparation. Activities for the following week will be discussed with the chain of command not later than each Friday.

Give presentations at DEP meetings with the intention of identifying potential NSW/NSO applicants. With the assistance of the NSW/NSO Coordinator, a presentation should be made to every station (or zone) DEP pool a minimum of once every 6 months.

Actively demonstrate all aspects and components or the Navy’s Physical Readiness Test to NSW/NSO candidates.