Army's New Plan-For Recruits

Annie · Oct 11, 2005

Personally what I like best is the troops that have served, talking to their home towns. I find it very interesting that they have the highest re-enlistment rates, those that have served in Iraq/Afghanistan:

http://news.yahoo.com/s/ap/20051011...O1vzwcF;_ylu=X3oDMTA5aHJvMDdwBHNlYwN5bmNhdA--

Army Has Plan to Boost Signups in 2006

By ROBERT BURNS, AP Military Writer 36 minutes ago

The Army has a master plan for recovering from this year's painful recruiting problems that includes new financial incentives for enlistees, greater use of computers, a new way for recruiters to make their pitch and a proposed finder's fee for soldiers who refer recruits.

The plan was assembled after Army recruiting began falling severely short of goals last spring. The Pentagon announced Tuesday that for the year ended Sept. 30 the Army was 6,627 recruits short of its goal of 80,000. It was the Army's first shortfall since 1999 and it largest in 26 years.

The Marine Corps, Air Force and Navy all exceeded their full-year recruiting goals, the Pentagon said.

Opinion surveys indicate that daily reports of soldiers dying in Iraq have dampened young people's interest in joining the military, prompting the Army to try new ways to make the war work in its favor.

For example, since July the Army has been offering prospective recruits what it calls "assignment incentive pay." That is $400 a month in extra pay for as many as 36 months if an enlistee agrees to join any of the brigades of the 1st Cavalry Division or 25th Infantry Division scheduled to deploy to Iraq or Afghanistan.

The Army also is encouraging combat veterans who return home on leave from Iraq or Afghanistan to meet with young people in their home towns to talk about their experiences in hopes of snagging extra recruits. The Army has found that re-enlist rates are especially high among units that have served in Iraq and Afghanistan.

Raymond DuBois, acting undersecretary of the Army, spearheaded the effort to identify new approaches. Some imitate recruiting practices used in the business world, and not all emphasize financial incentives.

Parts of this new strategy were put into practice several months ago; others await congressional approval. DuBois says the shifts began paying dividends this summer, when the Army exceeded its recruiting goals monthly from June through September, after missing for four straight months.

"By virtue of what we have put in place over the last six to eight months, I'm confident the Army will achieve its goal of 80,000 recruits" for the budget year that began Oct. 1, DuBois said in an interview Monday.

Some private analysts were skeptical. Michael O'Hanlon, defense specialist at the Brookings Institution, said Monday that if conditions get worse the future of the all-volunteer force could be in jeopardy.

"Unless the situation in Iraq improves, or unless we drastically enlarge the pool of possible recruits in some way for example, lowering academic standards for them, or even considering an extreme option like allowing foreigners to gain U.S. citizenship by serving one would have to expect continued tough slogging for the Army," O'Hanlon said.

When the Army saw its recruiting efforts fall drastically below expectations starting last February and bottoming out in April with only 58 percent of that month's goal achieved it embarked on some new approaches.

The most important may have been the assignment of extra recruiters. The active-duty Army added nearly 1,300 recruiters during the year, for a total of 6,401 as of Sept. 30, and the Army Reserve added nearly 600, for a total of 1,547 recruiters, according to S. Douglas Smith, a spokesman for Army Recruiting Command.

The Army also has asked Congress for permission to raise the maximum enlistment bonus from $20,000 to $40,000.

Among the main features of the Army's master plan for reaching its 2006 recruiting goal:

Adjust the way recruiters frame their sales pitches to young men and women. Instead of focusing mainly on financial incentives and other tangible benefits of joining the Army, recruiters are now being trained to take what some call the "consultative" approach. That means addressing the individual recruits' personal hopes and fears, rather than using the traditional hard sell.

Put more effort into recruiting people who have begun their college careers but not yet earned a degree, on the assumption that some would be interested in taking a hiatus to try military service. Also, target those of high school age who are being home schooled a potential market the Army has largely ignored.

Make more use of what DuBois calls "lead refinements" the use of computer technology to refine recruiters' leads on potential enlistees. Using mathematical formulas based in part on demographics, a recruiter can more easily prioritize his or her high-payoff leads and thus become more productive. Ten of the Army's 41 recruiting battalions now use this technology; the Army wants to double it to 20 or more.

Shift more advertising dollars from national to local markets.

Offer a $2,500 "finder's fee" to soldiers who refer a recruit who makes it through advanced individual training, a step beyond basic training. This has yet to be authorized by Congress.
Click to expand...

William Joyce · Oct 11, 2005

Men! Want to die in a Jewish cause for the nation of Israel? Join the U.S. Army today and fight the "War on Terror"! You'll get a pittance while Jews in Manhattan mock you for your Midwestern gentile gullibility and easily manipulable sense of honor. And your cracker Christian mama, for thinking you actually died defending the Red, White and Blue --- when really, the only red involved was your goyish blood, sucker!

BaronVonBigmeat · Oct 11, 2005

Adjust the way recruiters frame their sales pitches to young men and women. Instead of focusing mainly on financial incentives and other tangible benefits of joining the Army, recruiters are now being trained to take what some call the "consultative" approach. That means addressing the individual recruits' personal hopes and fears, rather than using the traditional hard sell.

Put more effort into recruiting people who have begun their college careers but not yet earned a degree, on the assumption that some would be interested in taking a hiatus to try military service. Also, target those of high school age who are being home schooled a potential market the Army has largely ignored.

Make more use of what DuBois calls "lead refinements" the use of computer technology to refine recruiters' leads on potential enlistees. Using mathematical formulas based in part on demographics, a recruiter can more easily prioritize his or her high-payoff leads and thus become more productive. Ten of the Army's 41 recruiting battalions now use this technology; the Army wants to double it to 20 or more.

Shift more advertising dollars from national to local markets.

Offer a $2,500 "finder's fee" to soldiers who refer a recruit who makes it through advanced individual training, a step beyond basic training. This has yet to be authorized by Congress.
Click to expand...

Keep forcing existing soldiers in Iraq to take yet another tour of duty, so the manpower shortage isn't even more glaringly obvious *coughstealthdraftcough*

CSM · Oct 12, 2005

BaronVonBigmeat said:

Keep forcing existing soldiers in Iraq to take yet another tour of duty, so the manpower shortage isn't even more glaringly obvious *coughstealthdraftcough*
Click to expand...

?????

Existing soldiers are now equated to a "stealth draft"? Way, way, wrong!

They are already enlisted! How is that a draft? More than one tour in Iraq is part and parcel of the enlistment. Nowhere in any enlistment papers does it say you can only be deployed once to a war zone in your enlistment period. If the soldier doesn't want to go back to Iraq after his enlistment is up, guess what...he gets out of the military. However, the re-enlistment rate for units deployed to Iraq are much higher than forecast....which belies the whole argument that soldiers dont want to be there.

theim · Oct 12, 2005

The WI ARNG has a program in place where each referall you make before you go to BCT that leads to an enlistment gets you a promotion, up to PFC.

USMCDevilDog · Oct 12, 2005

*coughpatheticsonsofbitchescough* sorry but the Army is just so sad in its efforts....

CSM · Oct 12, 2005

USMCDevilDog said:

*coughpatheticsonsofbitchescough* sorry but the Army is just so sad in its efforts....
Click to expand...

What the heck is that supposed to mean?

theHawk · Oct 12, 2005

I was initially going to join the army, took the asvab and all. The recruiters just seemed slimey, trying to act like they were my friend...and they were very immature. I then met with the air force recruiter, he was straight upfront with me and professional. No kissing my ass or anything he just answered any questions I had.
Did over four years in the Air Force

CSM · Oct 12, 2005

theHawk said:

I was initially going to join the army, took the asvab and all. The recruiters just seemed slimey, trying to act like they were my friend...and they were very immature. I then met with the air force recruiter, he was straight upfront with me and professional. No kissing my ass or anything he just answered any questions I had.
Did over four years in the Air Force
Click to expand...

yah, some Army recruiters are not worth spit in my opinion. Having said that, why is the Army recruiting effort pathetic? what would be the "right" approach if it is not offering incentives? I am very curious as to what potential soldiers think.

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Army's New Plan-For Recruits

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Army's New Plan-For Recruits

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