LEADS VS. CANVASSING: PREDICTING QUALITY AND ATTRITION OF ENLISTEES BY RECRUITING SOURCE

The Marine Corps trains recruiters to support their success in finding the best, brightest, and most capable young adults to serve as Marines. Marine recruiters must determine which recruiting methods and sources of information best support them in canvassing their local areas for prospective enlistees to reach their recruiting goals. This study examines how the quality of a prospective enlistee differs based on the recruiter’s initial contact modality. Linear probability models are used to analyze data from Marine Corps Recruiting Command’s (MCRC) Marine Corps Recruiting Information Support System for enlistees who joined the Delayed Entry Program from FY2015 to FY2019. The findings are robust when controlling for recruiters’ rank and geographic location. This analysis provides a foundation for the discussion on whether Marine Corps recruiters should shift toward or away from specific methods on prospecting for enlistees.Major, United States Marine CorpsApproved for public release. Distribution is unlimited

A Comparison of Marketing Techniques Among Military Recruiters

The U.S. Department of Defense spent $11 billion in enlistment and retention bonuses from 2006 to 2010, which had only a marginally positive effect on the enlistment rate for the Army. The case study addressed this business problem of recruiting by exploring marketing strategies successful recruiting professionals used to motivate individuals to join the military. The purpose of this study was to determine effective recruiting strategies. Therefore, it incorporated the conceptual framework of emergent strategy theory, which postulated the best strategies are neither completely planned nor completely random, but are rather an adaptation to changing dynamics and circumstances. The population consisted of 2 former recruiters, 1 from the Army and another from the Marine Corps, as well as 38 college students located in Wilkes-Barre, Pennsylvania. Data for the study morphed from face-to-face interviews and 3 focus groups comprised of 10 to 15 students each, for the purpose of addressing the research question. Data analysis occurred through a process of coding and theming. The 9 themes identified included tell the story, advertising strategies, and fit for duty. A lesson learned from these themes was that the key for successful recruiting strategies lies in aligning with the wants and needs of individuals in the target demographic. If senior leaders in the Department of Defense followed the recommendations provided, each of the branches of the military service could potentially achieve higher recruiting rates at a lower cost. The study could result in social change whereby eligible recruits could view the Army and Marine Corps as professions of arms in which individuals can live out their ideals of patriotism but also have a good quality of life due to the benefits of military service

A Comparison of Marketing Techniques Among Military Recruiters

The U.S. Department of Defense spent $11 billion in enlistment and retention bonuses from 2006 to 2010, which had only a marginally positive effect on the enlistment rate for the Army. The case study addressed this business problem of recruiting by exploring marketing strategies successful recruiting professionals used to motivate individuals to join the military. The purpose of this study was to determine effective recruiting strategies. Therefore, it incorporated the conceptual framework of emergent strategy theory, which postulated the best strategies are neither completely planned nor completely random, but are rather an adaptation to changing dynamics and circumstances. The population consisted of 2 former recruiters, 1 from the Army and another from the Marine Corps, as well as 38 college students located in Wilkes-Barre, Pennsylvania. Data for the study morphed from face-to-face interviews and 3 focus groups comprised of 10 to 15 students each, for the purpose of addressing the research question. Data analysis occurred through a process of coding and theming. The 9 themes identified included tell the story, advertising strategies, and fit for duty. A lesson learned from these themes was that the key for successful recruiting strategies lies in aligning with the wants and needs of individuals in the target demographic. If senior leaders in the Department of Defense followed the recommendations provided, each of the branches of the military service could potentially achieve higher recruiting rates at a lower cost. The study could result in social change whereby eligible recruits could view the Army and Marine Corps as professions of arms in which individuals can live out their ideals of patriotism but also have a good quality of life due to the benefits of military service

Forecasting US Army Enlistment Contract Production in Complex Geographical Marketing Areas

Purpose: The purpose of this paper is to demonstrate an improved method for forecasting the US Army recruiting. Design/methodology/approach: Time series methods, regression modeling, principle components and marketing research are included in this paper. Findings: This paper found the unique ability of multiple statistical methods applied to a forecasting context to consider the effects of inputs that are controlled to some degree by a decision maker. Research limitations/implications: This work will successfully inform the US Army recruiting leadership on how this improved methodology will improve their recruitment process. Practical implications: Improved US Army analytical technique for forecasting recruiting goals

Recruiting, advertising and marketing strategies in all-volunteer force nations case studies of Canada, Australia, the United Kingdom, and the United States

http://archive.org/details/recruitingdverti109452442

Modeling effective work groups and teams : an assessment of the inclusion of social value orientation.

The purpose of this study is to examine research on effective work groups in terms of measurable input characteristics and relevant collective outputs. Antecedents and consequences of group processes are explored; models of work groups and teams are examined and assessed in light of subsequent research. Additionally, social value orientation – a behavioral trait known to predictably influence interpersonal outcomes – is introduced as a concept that is also relevant to group work. A revised model that includes social value orientation as a predictive factor for group productivity is presented and tested. This empirical study is a correlative, quantitative investigation of extant work groups and teams within the United States Army Recruiting Command. Primary statistical tools are multilevel modeling and Markov Chain Monte Carlo simulations. Key results include identifying group potency as the most predictive variable of performance and providing evidence that social value orientation is significantly related to group productivity over and above other included variables. Implications and discussion of relevance to human resource development (HRD) are included

Analysis and Modeling of U.S. Army Recruiting Markets

The United States Army Recruiting Command (USAREC) is charged with finding, engaging, and ultimately enlisting young Americans for service as Soldiers in the U.S. Army. USAREC must decide how to allocate monthly enlistment goals, by aptitude and education level, across its 38 subordinate recruiting battalions in order to maximize the number of enlistment contracts produced each year. In our research, we model the production of enlistment contracts as a function of recruiting supply and demand factors which vary over the recruiting battalion areas of responsibility. Using county-level data for the period of recruiting year RY2010 through RY2013 mapped to recruiting battalion areas, we find that a set of five variables along with categorical indicators for battalions and quarters of the fiscal year accounts for 70, 74, and 81 of the variation in contract production for high-aptitude high school seniors, high-aptitude high school graduates and all others, respectively. We find indications that high-aptitude seniors and graduates should be modeled as separate entities, contrary to current procedure. Finally, our models perform consistently well against a validation dataset from RY2014, and we ultimately achieve 530, 119, and 170 relative increases in respective correlation coefficients over previous comparable literature

Outsourcing the Procurement/Acquisition Function of an Operation: Is It a Good Thing or Not?

Proceedings Paper (for Acquisition Research Program)Outsourcing of the various functions of both the commercial and government world has been occurring for years, but recently, there has been more outsourcing of the procurement/acquisition function than ever before. Although many different functions may be outsourced, the focus of this research analysis will be on outsourcing of the procurement/acquisition function. We will examine the historical reasoning behind the issue of procurement/ acquisition outsourcing, the need for outsourcing, and what drives this need for both government and corporate levels (e.g., shortage of qualified personnel/retiring baby boomers and an inability to hire quickly). The purpose of this research is to examine ways in which the acquisition leadership can improve the process of recruiting, retaining, and training new acquisition professionals into the career field. Research included scrutiny of government policies, regulations, labor laws, and newspapers citing instances of outsourcing. Research also included interviews of government representatives as well as individuals in the acquisition field who have experience with outsourcing. The outcome will enable the acquisition workforce to understand the government''s need for acquisition professionals and their role in enhancing and growing the workforce within the confines that are currently present in the government workplace.Acquisition Research ProgramApproved for public release; distribution is unlimited

Delayed Entry Program attrition: a multivariate analysis

This thesis uses binary logit models to examine the effects of personal background characteristics and local area economic conditions on an individual's likelihood to leave the Delayed Entry Program (DEP). The DEP allows individuals to contract for enlistment up to one year prior to starting basic training. Between fiscal years 1991 and 1996, over 1.1 million individuals joined the DEP for all four military branches, yet 167,134 (15 percent) never entered basic training. The Defense Manpower Data Center (DMDC) provided a data file that included all individuals who joined the DEP between October 1989 and June 1996. The DMDC raw data file was merged with county-level unemployment data provided by the Bureau of Labor Statistics. DEP attrition was modeled as a function of gender, educational level, dependent status, Armed Forces Qualification Test (AFQT) score, race, ethnicity, moral waiver status, and county-level unemployment rates. Results show that a person's likelihood of leaving the DEP is affected most strongly by gender and educational level. Women and high school seniors are more likely than men and high school graduates to leave the DEP. County-level unemployment rates have a significant, but small, negative effect on DEP attrition.http://archive.org/details/delayedentryprog1094513545Captain, United States Marine CorpsApproved for public release; distribution is unlimited

Understanding Women Leaders in a Male-Dominated Profession: A Study of the United States Marine Corps\u27 Women Generals

Contemporary organizations are increasingly realizing that future success requires a significant shift in leadership due to globalization, flattened organizational command and control structures, rapid technology growth, and the shift from manufacturing to service industries. Specifically, current leaders and scholars have begun to recognize the importance of employee diversity within organizations, and in particular the critical need to tap into the underutilized half of the population—women. Yet, the efforts to recruit, develop or retain women has been minimal, leading to metaphors such as glass ceiling and labyrinth, which characterize the institutional, social and personal barriers women encounter when seeking high-level leadership positions. While many women have pushed past these barriers, the current body of literature tends to focus more on the challenges that serve to hold women back. As a result, there are few studies of highly successful women in high-level leadership positions, and even fewer of those that have examined successful women in male-dominated career fields such as the United States Marine Corps. Although the organization is noted for rigid institutional barriers and pervasive gender bias, women have been able to achieve the highest positions of responsibility within the the Corps’ general-level ranks. This exploratory case study/cross-case analysis examined the career trajectories of eight of the ten women Marines who achieved the rank of general, revealing the complexity of navigating success in the male-dominated context of the Marine Corps. An exploration of personal, organizational, and cultural influences revealed three themes consistent across the women generals: a willingness to settle for short-term career goals, the privileging of their Marine identity, and a strong affinity with the core values of the Corps’ culture. Beyond this, the women generals attributed their success to an array of differing strategies, motivations, and decisions. As Brigadier General Reals concluded, “There is no magical path or yellow brick road” leading to success of women in the Marine Corps. This inquiry not only offers a rare glimpse into the careers of successful military women, but also provides greater understanding of some of the factors that support and challenge leadership achievement for women more generally