Failing Faster to Fix Defence Force Recruiting - Wide
Simon Ewing-Jarvie

Failing Faster to Fix Defence Recruiting

Defence forces that rely on all-volunteer recruitment are struggling to meet targets worldwide. This “base-fed” (everyone joins at the bottom and works their way up) model is widely considered to be unsustainable. Since no defence force has yet cracked the formula for solving the problem, it is an ideal situation for using fast-fail techniques to rapidly assess what will and will not work.

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Recent Innovations in Recruiting *

· Using social media to target potential recruits. Defence forces are increasingly using social media platforms like Facebook, Instagram, and X (formerly Twitter) to connect with potential recruits. They are using these platforms to share information about the military lifestyle, job opportunities, and training programs. They are also using social media to target specific demographics, such as young people, minorities, and veterans.

· Using gamified assessments to test potential recruits’ skills and personality. Defence forces are using gamified assessments to test potential recruits’ cognitive abilities, problem-solving skills, and personality traits. These assessments are often more engaging and less stressful than traditional aptitude tests. They can also be used to identify potential recruits who are a good fit for specific military jobs.

· Using virtual reality (VR) to give potential recruits a realistic experience of military life. Defence forces are using VR to give potential recruits a first-hand look at military training, operations, and equipment. This can help potential recruits make a more informed decision about whether to join the military.

· Using rapid on-boarding processes to get new recruits into training quickly. Defence forces are streamlining their on-boarding processes to get new recruits into training as quickly as possible. This can help reduce the time it takes to train new recruits and get them into the field.

· Using data analytics to track and improve the recruitment process. Defence forces are using data analytics to track the effectiveness of their recruitment campaigns. This data can be used to identify areas where the recruitment process can be improved.

Here are some specific examples of how defence forces are using fast-fail techniques in recruiting new personnel:

· The New Zealand Defence Force (NZDF) is using virtual reality to give potential recruits a firsthand look at military life. This can help recruits to understand the demands of the job and see if it is a good fit for them.

· The U.S. Army is using a gamified assessment called the Adaptive Learning Game (ALG) to test potential recruits’ cognitive abilities and problem-solving skills. The ALG is a computer game that adapts to the player’s skill level. The game has been shown to be a more accurate predictor of a recruit’s success in training than traditional aptitude tests.

· The Royal Air Force (RAF) is using a gamified recruitment tool called the RAF Air Cadets Cyber Challenge. This tool uses games and simulations to assess candidates’ skills and abilities in areas such as problem-solving, teamwork, and communication.

· The Royal Australian Air Force (RAAF) is using VR to give potential recruits a first-hand look at pilot training. The RAAF’s VR experience allows potential recruits to fly a virtual aircraft and experience the challenges of flying a plane. This has been shown to increase interest in pilot training and reduce the dropout rate among trainees.

· The Canadian Armed Forces (CAF) is using rapid onboarding processes to get new recruits into training quickly. The CAF’s rapid onboarding process has reduced the time it takes to get new recruits into training from 12 weeks to 6 weeks. This has freed up training resources and allowed the CAF to train more recruits more quickly.

What could the NZDF try?

· 24/7/365 online recruitment systems that do not require human recruiter intervention at initial stages.

· Automatic localized enlistment directly into reserve units. Those that fail subsequent checks (Police, medical etc) are released.

· Current service personnel and veterans are used as “referral recruiters.” Financial and other incentives are offered when recruits complete basic training.

· New enlistees are immediately partnered with a current service person who takes them to training.

· Initial training (onboarding) is one weekend module run monthly by all reserve units on a joint basis.

· Full-time and specialist training available within 8 weeks.

· Short contracts with incentives to re-enlist.

· Much greater recognition of prior learning from civilian experience.

· Much more lateral recruitment of specialized skills. This requires a different type of initial training experience.

· Capability batch intakes. For example, recruit for a squadron of drone operators (reservists) over a very short period and induct them all together.

· A mechanism for preparing defence civilian contractors to become private military companies with the NZDF order of battle.

· Much more gamification to attract potential recruits.

· Working with the film industry on a general release work that would make defence service attractive (in the same way the film “Top Gun” did in the 80s).

· Press government to introduce voluntary national service (offset with incentives like student debt write-off).

There is no silver bullet in defence recruiting. However, the current approach is not working, is expensive, piecemeal and highly reactive. There is little risk in applying a fail-fast approach to this problem.

#UNCLAS #NZDefenceInsights

* This article is based on “merged AI results” i.e. several different AI engines asked the same questions. This approach is part of the author’s own fail-fast experiments in assessing how to rapidly upscale the amount of easily accessible content available in the New Zealand national security conversation.

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Published by Simon Ewing-Jarvie

I tell stories in order to challenge people to challenge the status quo. Much of my work is investigative journalism in both print and podcast media. Other pieces are more academic in nature. The pure pleasure comes from creating fiction. As part of my day-to-day work, I also design and deliver outcome simulations (business war games) for corporate clients and provide 'Red Team' services for organisations that want to stress-test their plans. I teach a range of experiential learning programmes. I research and publish on national security issues with a New Zealand focus and am the co-founder of a private think tank in this space. My passion is writing fiction (under the pen name of Simon Roberts) that helps people engage in an interesting way with complex concepts about future war, intelligence and security. I love boating and fishing in between and the Marlborough Sounds in New Zealand's South Island is my favourite haunt. I play several musical instruments averagely, grow chillies and have run the odd scotch whisky school. You can support my work at Patreon or BuyMeACoffee.