In case you are unaware, the U.S. military in general ó and the Army in particular ó is having a great deal of difficulty in meeting its recruiting quotas. No matter what your position is on the issue of the military, I think we can all agree that a severe shortage in any one branch is certainly not good for the security of the country. And that brings out the primary reason for this article. I believe, as professional recruiters, there is a role that we can play in helping the Army and the military better learn the latest recruiting strategies and tools. After reviewing their approach, their website and their strategy, it is clear to me that they could use some professional recruiting device. So I’m calling on both corporate and third-party recruiters to contact their local recruiting center (they’re listed in the yellow pages) or the Army recruiting command (its leaders can be found at this website) and offer your ideas and support. After analyzing the U.S. Army’s approach to recruiting, I have some suggestions for action steps that it could take to improve their efforts. Maybe the ideas presented below will trigger some ideas of your own. Certainly many of them could also be used to improve recruiting at your own organization.
Other miscellaneous suggestions include:
Recruiting for the military is one of the toughest jobs around. But there’s a lot the military can learn about recruiting from the private sector ó and if you’re a recruiter in the private sector, I encourage you to share this expertise with ó and contribute some of your own ideas to ó your local military recruiting center.