Garo Gabriel’s Post

This The Mandarin piece discusses my recent article 'Recruitment now focuses on the ADF, not each service. That’s a mistake'. (https://lnkd.in/gm77yz6M) 'As Australia faces an increasingly complex strategic environment, the importance of a strong, capable and motivated defence force can’t be overstated. The lessons from Canada’s failed unification experiment are clear. When military institutions lose sight of their traditions, they risk losing their identity—and, with it, the ability to attract and retain the people they need. For the ADF, the path forward is not to abandon tradition in favour of efficiencies under the motto ‘One Defence’ but to find a way to honour the past while preparing for the future' UNSW Canberra ANU National Security College Council on Geostrategy https://lnkd.in/g549z5Ys

https://lnkd.in/gNqgA57Z Ukraine’s Military Charm Offensive: Transforming Recruitment Amidst Conscription Challenges As Ukraine continues to grapple with the monumental task of replenishing its armed forces amidst public skepticism and conscription hurdles, a new chapter in military recruitment is unfolding across the nation. Far from the traditional image of recruitment centers and mandatory enlistment, Ukraine’s defense officials and military units are embarking on a multifaceted charm offensive aimed at revitalizing enlistment through voluntary means.

Recruiting transitioning military and veterans of our various branches of the military is a key element of an effective corporate Talent Management program. Here is a solid primer on the subject: https://lnkd.in/gEFieyHA

I don't respond to these as much as I want to, (shame on me) but this is an interesting one and I found myself getting both excited and irritated as I thought through what I read. I've got a unique perspective here. I'm both a veteran (8 years, Army Parachute Infantry combat veteran) and an HR & TA pro, (been in the space post college for 15+ years now). The general public does not understand the vast benefits afforded to veterans in our society and this goes way beyond your service time. Let's consider past for a moment the monetary value of the GI Bill, VA medical benefits, sought after employability based on protected status, etc. etc. etc. It creates in you a code values that lives with you forever. These core values are what propel you in your career and life. These set you up and drive every possible success that an otherwise "regular" teenager most often never has. There is no way to put a monetary number on this. The Military Recruiting Complex (MRC) does a poor job of communicating these virtues, which, let's be honest are lacking at best in contemporary generations. Also, and I'm sorry to say, I think our social media driven, everyone wins, let's consider all feelings all the time society, does not lend itself to "tough" kids that won't completely melt under the pressures they perceive the military to hold.  Ironically, only a small percentage of the military is deemed "combat arms" and thus actually in physical danger. MOST members are in support roles far behind the lines and not really in harm's way. There is a misconception that the military is dangerous, only parts of it are. The MRC does not do a good job of selling this. Most videos I see involve men charging though smoke with bayonets fixed. That's just not reality for the other 99%. Fully agree, open recruitment to immigrants who want to perform a duty in exchange for citizenship. What better motivator and ultimately platform from which to launch your entry into US society post enlistment. Permanent resident card holders are already authorized, VISA holders should be as well and maybe even a new VISA type for this. After a deployment to IRAQ in 2006 and not a few days after we got off the plane, all of our unit non-citizens (of which we had a handful) were lined up, in rank and file, in front of the Brigade and conferred citizenship on the spot. I actually cried. Do more of this MRC, it's powerful. My two cents

Folks, if you have some kids or grandkids looking for a way to pay for college, or pay for a technical certification in a trade, have them consider joining the Alabama National Guard. (Same for other states.) If they turn 17 during their Junior year, they can actually join while still attending high school. Bottom line, after being accepted, a recruit can qualify for up to $22,000 per year in tuition assistance. Plus, between their NG pay for one weekend a month, and GI Bill incentives, they can receive up to $1,000 per month for personal spending while they are in school. As mentioned, these financial benefits also apply to a technical trade school as well. Good stuff for young guys and gals looking for some structure and to avoid student loan debt…

Summary: The US Navy and United States Marine Corps are facing recruitment challenges as they focus on a smaller eligible population. The Navy predicts a shortage of 6,200 enlistees for Fiscal Year 2024, while the Marine Corps is concerned about the limited pool of potential recruits. Both services are emphasizing retention and exploring initiatives to boost recruitment. The administration is also requesting a change in law to allow greater access for military recruiters in high schools. The article highlights the importance of support from national leaders and influencers in promoting public service and military service to the youth. The Navy and Marine Corps are actively working to address these challenges and ensure the strength of their forces. #Navy #MarineCorps #RecruitmentChallenges #Retention #MilitaryService #YouthOpportunities #NationalLeaders #Influencers

The Military-Spouse Hiring Toolkit provides valuable insights for federal hiring managers on how to effectively recruit and hire from this resilient, talented community. Top three things you should know: 1. Military Spouses Are Highly Skilled Military spouses are adaptable, educated, and resourceful. In fact, 84% have some college education or higher, making them a significant yet underutilized talent pool in the federal workforce. 2. Non-Competitive Hiring Advantage Eligible military spouses can be hired non-competitively in federal positions, meaning they don’t have to go through the standard hiring process, allowing them to more easily secure jobs that align with their skills and career goals. 3. Flexibility Is Key Federal agencies are encouraged to offer telework, remote work, and flexible schedules to support military spouses who may need to relocate frequently. These flexibilities make federal employment an excellent match for this mobile workforce. By integrating military spouses into the workforce, agencies not only strengthen their teams with skilled professionals but also support national security by fostering the stability of military families. Let's continue the conversation—like, share, and follow to learn more about how we can help military spouses thrive. #MilitarySpouseEmployment #FederalHiring #CareerFlexibility Thank you Geneva Hauser for sharing this valuable resource 🥰❤️

The United States Army is a highly recognized organization and has developed a reputation for the defense of our Nation. I know, I was a member so I can speak about it. In regards to this article from Military.com on the Army's new program to help drive better recruitment results, I believe can be implemented "locally" under the direction of the Station Commander's (SC) and the Recruiters themselves at each location. The Future Soldier Program is awesome and I can speak for it myself having been a Recruiter. Regardless, of whoever came thru that door and sat down at my desk to get information was treated with respect. Aptitude, performance, and the ever so obvious weight standards were always on display in the Recruiter's eyes. The responsibilities were to find those who are qualified, meet or exceed the standard and garner their commitment to the Army, but more importantly to help the overall "Well Being of the Community"! Most people would say that Recruiters don't have the time to help train, mentor, guide and prepare the community to join. Then why do the regulations say they have to? The Future Soldier Program is where it all should happen, with people who meet the standard and those who don't. And those who don't, Recruiters are there to "help" with school work, mentorship on physical fitness or arrange it so they are getting the assistance they need. Recruiters are guests in the community and as ambassadors they shoulder more than they can sometimes handle. From a physical fitness standpoint, I know of many "future Soldiers" who did not meet those standards, but were involved with achieving their goals and Recruiters helped them by arranging them to meet at a gym, football field, track field, the office, or weight room and those Recruiters were very successful because the future Soldier saw a commitment from the Army to make them better and joined. Army Regulation/USAREC 601-210 (Recruiter Bible) is the foundation, so let's use it and move away from any additional spending. Some stations have more than 5 recruiters, some don't. This is not to add any additional work or to take away from work already achieved by the Recruiter & SC's, but who better to train them then professionals at the station. Excerpt from the policy: q. SCs and Recruiters will: (1) Ensure applicants meet basic eligibility for enlistment prior to projecting for MEPS processing. Military.com Article Link: https://lnkd.in/eGE7ncz2

Did you know that 41% of U.S. military servicemembers identify as members of underrepresented groups? Our VP of Strategic Partnerships, Shannon Offord, is sharing his thoughts on how harnessing veteran talent can help employers meet diversity recruitment needs in this Inside INdiana Business article. #HR #veterans

Interesting article.