Minimum Required ASVAB Scores for All Military Branches

Minimum Required ASVAB Scores for All Military BranchesMinimum Required ASVAB Scores for All Military BranchesEach branch of the U.S. military has its own tiefpunkt standards when it comes to the Armed Forces Vocational Aptitude Battery (ASVAB) scores and education levels needed to qualify for enlistment. As of 2018, these are the standards for each of the services for scoring on the ASVAB as well as education levels. Air Force ASVAB andEducation Requirements Air Force recruits must score at least 36 points the 99-point ASVAB. The overall ASVAB score is known as the AFQT score, or Armed Forces Qualification Test score. Exceptions may be made, however, for a handful of high school graduates who can score as low as 31. The vast majority, some 70 percent, of those accepted for an Air Force enlistment achieve a score of 50 or above. Your chances of joining the Air Force without graduating from high school are slim.Even with a GED, the chances are not good. Only about half of one perc ent of all Air Force enlistments each year are GED-holders. To even be considered for one of these very few slots, a GED-holder must score a minimum of 65 on the AFQT. The Air Force allows a higher enlistment rank for recruits with college credit. ArmyASVAB andEducationRequirements The Army requires a minimum AFQT Score of 31 to qualify for enlistment. To qualify for certain enlistment incentives, such as enlistment bonuses, an Army recruit must score a minimum of 50. The Army allows more recruits to enlist with a GED than any other branch. The Army even has a special program, called Army Prep School, that allows individuals to enlist who have no high school diploma or GED. Like the Air Force, the Army also offers a higher enlistment rank for recruits with college experience. Unlike the Air Force, where the maximum initial enlistment rank for college credits is E-3, the Army offers the rank of E-4 for those with a bachelors degree. Marine studentencorpsASVAB andEducationRequi rements Marine Corps recruits must score at least 32 on the ASVAB. Very few exceptions are made (about one percent) for some otherwise qualified recruits (exceptionally qualified, that is) with scores as low as 25. As with the Air Force, those without a high school education are generally ineligible. The Marine Corps limits GED enlistments to no more than five percent per year. Those with a GED must score a minimum of 50 on the AFQT to even be considered. The Marine Corps offers advanced enlistment rank for college credits. However, the Marines are the most restrictive of all of the branches in this area. The maximum advanced rank for college credits is E-2, where the other services will give college credit advanced rank up to E-3 (E-4 in the Army). NavyASVAB andEducationRequirements Navy recruits must score at least 35 on the AFQT. Reserve enlistment programs only require a score of 31. Like the Air Force, the Navy accepts few recruits who dont have a high school diploma. To b e considered for enlistment with a GED, you must score a minimum of 50 on the AFQT. You must also have no drug use on your record, and at least three references from influential members of the community. Any police involvement, other than minor traffic offenses will also disqualify a GED applicant. Like the other services, the Navy offers advanced enlistment rank (up to E-3) for college experience. Coast GuardASVAB andEducationRequirements The Coast Guard requires a minimum of 40 points on the AFQT. A waiver is possible if a recruits ASVAB line scores qualify them for a specific job, and the recruit is willing to enlist in that job. For a very few (less than 5 percent) who will be allowed to enlist with a GED, the minimum AFQT score is 50. The Coast Guardoffers advanced enlistment rank of E-2 for 30 college credits, and E-3 for 60 credits.

Never say never. Unless its these 8 things Ill never repeat

Never say never. Unless its these 8 things Ill never repeatNever say never. Unless its these 8 things Ill never repeatI know. Never is a long time. But some lessons are learned so as leid to be repeated. Some moments are lived so as not to ever have to cycle through them again. Barring all momentary lapse of memories, intuition, or good judgment, Ill never repeat these againIll never Assume theyre fine.Our women are strong. But notsostrong that they dont need our love and support. We gotta show up, even when theyve got a bold face of courage painted on their heart of sorrow.Ill never Try to fit the mold.The only mold worth fitting is the one youre breaking out of. Because learning that youre not meant for a mold of any kind, that youre meant to change and grow and evolve, opens you up to be as brilliantly and energeticallyyouas possible.Ill never Run a marathon.Do I even need to explain why Ill never do this again? You runners, I applaud you.Ill never Wear a full-zip dress with nothi ng under it.Listen, sometimes zippers fail. And other times, they fail at impossibly tragic times. And even worse, sometimes you end up at a glitzy party with a dress hanging like a hospital gown around your neck. Bare ass. With your bestie hugging you from behind so no one sees you.Ill never Let truth go unsaid.Speaking your truth, especially when the truth is hard and the speaking is hard, is well, hard.Eventuallyis your best friend here. Make sure your truth gets saideventually, even if you cant do it right now.Ill never Stay in controlling relationships (of any kind).The relationship doesnt have to be romance for it to be wildly controlling. If someone is squashing the fire that makes youyouand loses their shit as soon as you step out of the thoughts, expectations, or container that theyve deemed for you. Check it. See how and where your emotions and actions might be controlled. And then talk to someone who can help you navigate it.Surround yourself with people who want you to b e the most of you, not the least of it.Ill never Choose text over voice (when it matters).Pick up the damn phone. If you gotta fret over how this comes across, buck up and face it either on the phone or face-to-face.Ill never Forget my power.We have the force of a thousand galaxies within us. And we mustnt forget that.But I know,neveris a long time. If were being real, Ill probably forget my no full-zip rule when the dress is pretty enough. I might squash my own truth in the pursuit of someone or something else. I might assume theyre fine. I might send an schmelzglas instead. I might get caught up in the molds. But Ill come back to myself, and so will you, becauseneveris a really long time. Lets just repeat whatever doesnt serve us as little as we can.Thisarticlewas originally posted onMaxieMcCoy.com.

Todays candidates want flexibility and autonomy heres how to hire them

Todays candidates want flexibility and autonomy heres how to hire themTodays candidates want flexibility and autonomy - heres how to hire themTodays candidates want flexibility and autonomy - heres how to hire themBy Kate Ashford, contributorToday, more than four out of 10 workers are considered contingent, according to a Deloitte report- which includes contract workers, independent contractors, self-employed workers and part-time workers.And 92% of todays workers believe employers should be open to more flexible and open work arrangements, according to a Randstad study.But many companies havent kept up with the realities of a changing workforce.I cant tell you how many people I talk to on a daily basis that say, If you can find something remote or part-time or I could work from home a few days a week, says Henna Pryor, recruiting director and career strategist for staffing and recruiting firm Kforce.Its shocking how many clients havent caught up with that.Twenty years ago, worker s were committed to the traditional nine-to-five schedule. But todays workers value flexibility and the ability to get their work done on their own time.Some of the shift comes from a generation of parents who want to be more involved with their kids and their kids activities.Parents in general tend to want alternative arrangements so they can spend more time caring for and being with their children as well as coordinating pick-ups from school and sports, says business coach Stacy Caprio.But theres also a desire to live in less urban locations where there arent as many desirable jobs.Or workers want to move to the suburbs when city housing prices climb too high- but then theyre facing a monumental commute.The real estate in cities is getting crazy, and people are saying, This is insane, says Roberta Matuson, president of talent firm Matuson Consulting.But if they have to move out of the city, its like, Im in besucherzahlen three hours a day.For unterstellung employees, being able to work remotely is crucial.Lastly, as people continue to live longer, workers in the middle generations are stretched between caring for their aging parents and caring for their kids, and juggling those demands around a traditional job is difficult.Theyre just stretched really thin, Matuson says. Being able to work a nontraditional schedule really helps these workers manage their lives.With contingent workers making up such a large chunk of the workforce, its imperative that companies take them into account when they structure their recruiting strategies. Here are some tactics that will helpEmbrace technologyToday there are a variety of ways to stay connected when youre not in the office, and the sooner companies can get comfortable with the idea, the more appealing theyll be to alternative workers.Theres no reason now that it cant be done, the technology exists, Pryor says.Not only can you do things remotely from a laptop, but now you can be in a meeting via video conference or via zoom. Everyones in real-time messaging with their team, everything is being dropped into mutual shared folders. The in-person requirement is so much less.Rethink your workdayDo your working hours need to be nine to six, non-negotiable? When do you really need workers to be in-house, and what would happen if you allowed people to shift their day to suit their needs?Companies are starting to turn toward a core hour model, where they need workers to be in the office from 1000 to 300, say, but when they arrive and leave is more malleable. If workers want to beat traffic and get to the office at 7 a.m., they can. If theyd rather come at 10 a.m. and stay until 7 p.m., they can do that, too.Some people come in the morning early and take extended lunches to work out, then work into the evening, Pryor says.The Zenial generation and up are not interested in very boxed-in schedules. Those companies are attracting people so much more easily because theyre not confining them to a traditional sch edule.Consider flexible benefitsIn an era where more workers wish to make their own schedules, a strict PTO policy can feel restrictive. Some companies have moved to an unlimited PTO policy- the understanding being, if you can get your work done, you can take vacation as needed.Theres an expectation and an understanding that people work time out with their bosses and projects get done, Pryor says. It puts the accountability and responsibility back in the persons hands as opposed to the companys hands. It attracts different people.More companies are also starting to offer cafeteria benefit options.Thats where you dont get your standard, Heres your healthcare, heres your retirement account, says Matthew Burr, a human resources consultant in Elmira, NY.They have a variety to pick and choose from. There might be 20 different things, from health insurance to life insurance to EAP programs. With more options, workers can put together the best package for their life situation.Be willing to changeThe biggest adjustment is often the employers mindset. Its the mentality thats slow to shift, Pryor says. People are used to doing things a certain way. I work with accounting managers who are leise using paper and pencil ledgers.Matuson points to a client who heads a technology company. Hes very clear that he needs people in the office so theyre able to collaborate, she says. Hes not really convinced that having a guy in Chicago and a woman in L.A. is going to work that way.Our compromise has been, Would you consider someone who could come in to the office two to three days a week and permit them to work remotely? Hes more open to that.In the end, companies that are slow to change are also losing talent to the companies that are willing to take the leap.The ones that are old-school thinking on leveraging technology and the few that still have desktops instead of laptops, either theyre losing people or theyre not attracting the best talent, Pryor says.Theyre getting second-ti er because everyone thats really sharp is going to go to a company thats moving ahead with technology, not lagging behind.