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Attitudes, Aptitudes, and Aspirations of American Youth
Recruiting an all-volunteer military is a formidable task. To successfully enlist one eligible recruit, the Army must contact approximately 120 young people. The National Research Council explores the various factors that will determine whether the military can realistically expect to recruit an adequate fighting force-one that will meet its upcoming needs. It also assesses the military's expected manpower needs and projects the numbers of youth who are likely to be available over the next 20 years to meet these needs. With clearly written text and useful graphics, Attitudes, Aptitudes, and Aspirations of American Youth offers an overview of important issues for military recruiters, touching...
Informed Choice - Armed Forces Recruitment Practice in the United Kingdom
A career in the armed forces brings opportunities and risks unfamiliar in civilian life. This independent report assesses whether the information provided to potential recruits enables them to make an informed choice about enlistment.
The Disparity of Sacrifice
During the First World War approximately 200,000 Irish men and 5,000 Irish women, many from Catholic and Nationalist communities, served in the British armed forces. This book provides a comprehensive analysis of Irish recruitment patterns. These varied notably between North-East Ulster and the rest of Ireland and between urban and rural areas.
Performance Evaluation and Army Recruiting
Performance metrics are the standard by which individuals and organizations are judged. Such measures are important to organizations because they motivate individuals and in influence their choices. In the context of Army recruiting, choices made by recruiters can have a major impact on the ability of the Army to meet its goals. Designing and implementing performance metrics that support Army goals requires analysis of how different metrics would affect recruiter behavior and, in turn, recruiters' contributions toward achieving the Army's goals. In addition, performance measures should not be heavily influenced by random factors affecting enlistment outcomes that may be reasonably attributable to luck or fortune. The present study focuses on performance measurement for Army recruiting to provide incentives that induce behaviors that support achievement of Army goals and are acceptably insensitive to random events.
