Virtual Recruiting Analysis and Process Development Study: Final Report
Technical Report,01 Aug 2016,31 Oct 2017
Naval Air Warfare Center Training Systems Division Millington United States
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Each Navy Recruiting District NRD has recruiting goals to be achieved, often with limited resources. Recruiter productivity is a key metric that is carefully tracked. The desire to increase recruiter productivity while decreasing costs provides strong motivation for initiating innovative recruiting techniques such as Virtual Recruiting. Virtual Recruiting provides Navy Recruiting Command an alternative means to recruit, contract, and access applicants from remote locations that do not have the benefit of the physical presence of a recruiter or a Navy Recruiting Station. Traditional recruiting methods in declared virtual areas have been suspended, to include school visits, area canvassing, active prospecting, transporting og applicants, testing, and interviews. This study provides an objective evaluation of the practices that make up Virtual Recruiting, and outlines the following 1 a Virtual Recruiting process time-line, 2 a list of Virtual Recruiting technologies and metrics fro evaluating those technologies, 3 a list of data and decision support systems and metrics, 4 empirical results from analysis of recruiting data, 5 process improvement recommendations, and 6 a recommendation for a prototype Delayed Entry Program mobile-technology-based training and tracking tool.
- Military Forces and Organizations
- Personnel Management and Labor Relations