Position Paper
After reviewing the recommendations in reading 2 and 3 concerning ways of improving military recruitment, I would like to laud the composers for creativity in acknowledging the issues halting military recruitment. I believe that the composers noted the reality defining the prevailing dynamics that shape recruitment in the military. I, therefore, recommend the consideration of the views in reading 2 and 3 in dealing with the pertinent issues affecting military recruitment. One of the ideas noted from reading 1 by Lisa Ferdinando titled “Military Leaders Highlight Efforts, Challenges in Recruiting” that authenticates the suggestions is the claim that army should reconsider altering the approach to recruitment to attract more talent into the force.
My position on the prevailing development is that the civilian market has become competitive; thus, making it difficult for the military to recruit talented individuals as the case before. The tactics employed are only luring a small number to the force, and such pose threats to national security. As a result, I encourage that submission of the proposals of reading 2 and 3 to the Chief of Naval Operations (CNO) as part of policy formulation. The first proposal that I support as Deputy Chief of Naval Operations for Manpower, Personnel, Training, and Education (N1) is the need to realign the recruitment processes to meet the changing dynamics in the job market. I believe that the measures for implementation should corroborate with the views expressed by Stephen, Losey in his publication “Air Force Aims to Modernize Recruiting Amid Growing Challenges. My position on the challenges facing military recruitment is that the leadership should modernize to allow the introduction of concerns that inspire the young in joining the forces. As thing stand, the military relies on outdated procedures, yet according to Losey, the approach hinders creativity in the army. I concur with the writer’s opinion that the recruiters should embrace tech-savvy ways such as the use of ‘innovation cells’ in tapping talents in schools since the young have lost zeal in the job (Losey 1). I believe that the method will reignite the spark of joining the forces.
After the selection of the personnel, the military should strive to enact in place suicide prevention, family programs, gender equality that impart a mindset that makes the duties appealing. As Burke reiterated, it has become mandatory to use monetary and nonmonetary incentives to sailors (Ferdinando 1). The recognition of women in the ranks is equally necessary. However, the recruiters must heed to Myers suggestion that the forces must introduce a model akin to the marketing concepts that aim to attract the best talent. The approach explained in the article titled, “The Army Needs to Attract Gen Z’s Best and Brightest, So It’s Working on Its Sales Pitch” has numerous benefits as highlighted using statistical information. The methodology equally allows the leadership to convince the young population to consider joining military studies. I support the view because Myers encourages focus on those pursuing studies in colleges as the number of the group expressing interest in the military is on the decline. The typical tactics for use should include branding the military as lucrative (Myers 1). The communication has to facilitate dissemination of accurate information to potential recruits. The example includes the use of technological interface such as TikTok in connecting with the young. Afterward, the assessment of the process through the engagement of the recruiters in a conversation as a follow up is necessary for understanding ways of improving the practice.
Works Cited
Ferdinando, Lisa. Military Leaders Highlight Efforts, Challenges in Recruiting. U.S. Department of Defense Information, Apr 13, 2018. https://www.defense.gov/Explore/News/Article/Article/1493328/military-leaders-highlightefforts-challenges-in-recruiting-retention/
Losey, Stephen. “Air Force Aims to Modernize Recruiting Amid Growing Challenges.” Air Force Times, Nov 2, 2018. https://www.airforcetimes.com/news/your-air-force/2018/11/02/air-force-aims-to-modernize-recruiting-amid-growing-challenges/
Myers, Meghann. “The Army Needs to Attract Gen Z’s Best and Brightest, So It’s Working on Its Sales Pitch. Army Times, November 14, 2018.