Your Uncle Wants You

1. Synthesis:

The United States Army has failed to meet its recruitment quota for the second straight quarter. Historically, after the end of cold war, the number of enlisted personnel employed choosing to remain in the Army as a long term career was fewer. Many would complete their initial tour of duty and leave with their accumulated financial savings and other benefits, such as an educational tuition reimbursement package.  Furthermore, as the U.S. workforce become more diverse, the Army struggled to keep in pace. One notable example was women in the military. Women at present were not allowed into front line combat functions. The continued debate over the role of women in the Army made it more difficult to recruit qualified female applicant. Likewise, Minority groups were also redefining their roles in the society. Their improving level of education and broader range of career options have negatively impact their consideration for military enlistment. In spite of the emerging new Army, low percentage of voter turnout and minimal participation were indications that new generation embraced different values and norms. Volunteering for military service had traditionally appealed to those who felt an obligation to protect and defend their country.

The recruiter was tasked to make sure that there were a sufficient number of qualified personnel coming into the military. Training for the recruiting position involved a special 12-week program in which the recruiter would learn effective ways to contact prospective recruit and interest in the Army. A recent job survey commissioned by Lt. Colonel Mason indicated that a large portion of the recruiters in his battalion were very unhappy with their positions. The comments on the survey suggested three primary reasons. First many recruiters expressed string resentment about having to always be on putting happy face although they feel not. Second, numerous recruiters complained that they joined army to be a soldier not be a sales or marketing person. Lastly, the 1st sergeant and company commander were out of touch making it difficult to recruit in addition to the recent sexual harassment and negative press.

With all these challenges, Lt. Colonel Tyler Mason should create a plan on how to meet his battalion recruitment quota.  

1. Point of View: Lt. Colonel Tyler Mason

1. Statement of the Problem:

The problem of Lt. Colonel Tyler Mason is on how to address the decreasing number of recruits in the Army.  Col. Mason should meet its recruitment quota on the next quarter. How can he reinforce recruiters to increase its applicants?

1. Statement of Objectives:

Lt. Colonel Mason has pointed from his recent job survey that a large portions of the recruiters in his battalion were unhappy and dissatisfied with their positions.  In response,

We would like to identify some of the key consideration areas that should be tackled to meet the specific goal of increasing the recruitment quota.

• Identify ways to counteract the strong resentment of a soldier under a recruiter’s position job.
• Define ways on how to entice applicants to volunteer and enlist themselves in the army.
• Find ways to resolve the disparity between 1st sergeant and company commander with recruiters.

1. Areas of Consideration  (Analysis and assumptions):

Case Facts:

• US economy was healthy and unemployment rates were low thus recruitment was more difficult.
• Though US workforce become more diverse, the continued debate over the inclusion of women in the Army made it more difficult to recruit qualified female applicant.
• Youth, often known as Generation X, was typified with by a cynical view of life that made them pessimistic and skeptical about the need for civil service.
• Minority groups that had historically been well represented in the Army were redefining their roles in the society by improving their level of education and broader range of career options.
• Due to negative press, the general perception of the recruitment job was bad.

1. Alternative Courses of Action:

1. Focus by increasing the benefits of job recruiters and applicants through incentive programs.

PROS:

CONS:

1. Recommendation:

These factors mean that future recruitment and retention efforts should consider how to make military service appealing to the already service minded, how to attract individuals with specific skills critical to national security, and how to make a life of military service acceptable given the plethora of more lucrative or more stable opportunities available in a life out of uniform.