How Navy Can Improve Recruiting

XXJun

POSITION PAPER

Subject: Recruiting challenges

1. Purpose. To recommend a response to the question: “Should the Navy implement steps being taken by the Air Force and reviewed by the Army regarding addressing recruitment challenges?”

2. Key Points

a. Potential recruits feel that military service closes off other options for them, such as college or a career, even though the opposite is true (Spoehr, 2022).

b. New recruitment techniques should include: letting the recruit input data, giving recruiters more time to do the recruiting; focusing on lead refinement so as to target potential recruits most likely to qualify to serve; using technology/apps to match potential recruits up with jobs that best suit their talents; and sharing inspiring stories to give potential recruits more reason to sign up (Losey, 2018).

c. Recruiters should not compete for leftovers, should prioritize talent retention, and should embrace essentialism (Long, 2019).

3. Discussion

a. A potential recruit's sense of the military as an "all-or-nothing" proposition - either one serves or one does not - is a major factor in the decision of whether or not to enlist. The assumption is that other options, such as college or a career, will be foreclosed by military service. However, this assumption is false. In reality, military service can offer benefits that enhances one's ability to succeed in other pursuits. For example, the discipline and training acquired through military service can improve one's time management and organizational skills, both of which are critical for success in college and in most careers. In addition, military service can also provide opportunities for travel and for learning new languages - both of which can be helpful in a variety of different fields. Therefore, potential recruits should not assume that military service will close off other options for them; in fact, it may well do the opposite.

b. As our world becomes increasingly digitized, the way we recruit for the military must also adapt. The current system is overly reliant on manual input from recruiters, which not only creates unnecessary work but can also introduce errors. In addition, the focus on quantity over quality in terms of leads often results in a less than ideal match between recruits and jobs. To address these issues, the Navy should consider implementing new recruitment techniques that make use of apps and other digital tools. For example, developing an app that can suggest suitable jobs for recruits based on their talents and interests. Or creating a system that allows recruiters to share stories and videos that inspire potential recruits to sign up. By modernizing its recruitment methods, the Navy can ensure that it attracts the best possible candidates for the job.

c. Recruiters should work closely with scouts to identify top performers and ensure that they are properly supported and engaged. Additionally, recruiters should embrace essentialism. This philosophy emphasizes the importance of focus and simplicity. Rather than trying to be all things to all people, essentialists believe that we should focus on a few key areas and do them well. In the context of recruiting, this means identifying the key characteristics that make a candidate successful in a particular role and then focusing on finding individuals who meet those criteria. By taking a more strategic and focused approach, recruiters can help the Navy win the war for talent.

4. Recommendation. The role of the recruiter has changed dramatically in recent years. In the past, recruiters were primarily responsible for filling open positions with qualified candidates. However, in today's competitive market, recruiters must take a more strategic approach. One key focus should be on educating potential recruits about how service in the Navy opens doors in one’s future for other pursuits as well, such as education and a later career. Another key is for recruiters to scout and target the best potential candidates. Finally, the Navy should match recruits to jobs that highlight their skills, and inspire others with stories that can get them to commit.