B120 Tma02

Subject: Externalised recruitment policy

Having looked through the case study provided, the following report contains some of the opportunities and dangers that can arise from externalising your recruitment processes, the selection process for potential recruits and once selected the ways in which they can by inducted and socialised into the army way of life.
Externalising recruitment
Some of the opportunities I could see are as follows:
1. As the recruitment consultants are specialists they are less likely to be swayed by the potential recruits appearance, gender, race and personality. They will be willing to offer the recruit the chance to assess whether the army is right for them by being open to all questions the potential recruit has.
Due to the nature of army life, some of the current recruitment officers have ingrained stereotypes of what a solider should look and sound like, and as such the army is missing out on able recruits that do not fit within these stereotypes. Likewise the army may also be sending through potential recruits that are not emotionally or mentally suitable.
2. The recruitment specialists are only interested in finding the right recruit for the right position within the structural needs of the army, by using some of, if not all available recruitment techniques such as interviews, both one to one and panel types, testing, including numeracy, literacy and personality (psychometric tests). All of the methods of selection together can potentially reduce the ‘wastage’ and therefore the time, effort and money invested in the new recruit.
The potential dangers are.
1. The first danger I can see is, the external recruitment company will not show the same level of enthusiasm of a serving solider “the most effective recruiters were young soldiers who had served on operations” said Col Richard Kemp (cited in case study). By losing this positive aspect and replacing it with previously stated recruitment...