Melbourne: Army Recruitment Report

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Recruiting and Marketing Initiatives

Recruitment is done in various sections which include; Professional Graduate Officer careers, the ADF Sponsored Undergraduate scheme, Australian Defense Force Academy amongst others. ADF has to put down strategies that will ensure that they compete favorably for candidates within the market.

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Their offer to the candidates should be extended to family members including free medical services, subsidized housing and further studies. ADF should extend their activities to schools aimed at creating awareness to the candidates beforehand on the requirements needed to pursue specific courses with them.

ADF should offer free short courses on career guidance and counseling to every high school student. They should offer access to schools whereby they allow them to make trips to some of their departments and see for real what takes place and how interesting it is to pursue career with them.

The marketing team should comprise of officers within the same age bracket, this will trigger the eagerness of the young candidates to join their fellows hence work extra hard to achieve the requirements. The young officers should go and share their wonderful experiences face to face at the grassroots (Fogler and LeBlanc, 2008).

Mind- map of problem situation

In order to figure out the real process and the ideas required the following mind- map is necessary.

The central key word in this case is recruitment, which is visualized clearly by the specific ideas and words surrounding it. This is used to encourage the brainstorming process that ultimately leads to the solution of the tasks at hand.

Problem statement

There are fewer candidates from the young age group who are joining the ADF department; this is attributed to various factors that include necessary qualifications for candidates. ADF cannot market effectively its career opportunities to the targeted individuals. The careers that require science and mathematics qualifications seems the most affected.

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This is because the candidates have difficulty in understanding the high level of qualifications required in most of the sections within ADF. The existing opportunities are not well advertised to the candidates who might be willing to join the industry. The targeted individuals are restricted to higher learning institutions and industry associations; this seems to be a disadvantage to those willing to join, but are not within the targeted areas (Fogler and LeBlanc, 2008).

List of problems

There is the problem on how to attract candidates and make them apply for the available job opportunities. The market is devoid of qualified individuals that could fill some of the specified positions in ADF; especially in the health, engineering and trade sectors. The process used in selection and marketing may not be adequate since it does not favor those found in remote areas. There is also the problem of obtaining experienced workers to fill the vacant positions.

K-T Analysis of problems

SITUATION APPRAISAL – ADF methods of recruitment and marketing approach for their careers has not produced the required results

PROBLEM ANALYSIS – Most of the careers affected, requires qualifications in science subjects and mathematics of which majority of the targeted age do not pursue due to technicality involved. The areas highlighted lack candidates due to high level of qualifications required, and also inadequate information provided by ADF.

DECISION ANALYSIS – the best action to take to deal with this problem is starting with the students from the lowest grade. This involves offering them free counseling on careers choice before they settle on subjects to pursue. This must be done at an early stage to eliminate the sense of fear that majority of them possess towards science subjects and mathematics. They need confidence in order to exceed the expectations.

POTENTIAL PROBLEM ANALYSIS – The key risks associated with program is the financial support it requires. The other problem is how to convince the education board to incorporate military awareness within the school curriculum and the amount of time it will be allocated. There is also the issue of the number of tutors required to accomplish the task within the schools (Sawyer, 2008).

Rank of Problems/ Solutions with top recommendation

ADF should have its representatives at the grassroots; this will enable them to have direct contact with the youths at an early stage before they make their career choices. They should discuss with the ministry of education on how to introduce short military awareness courses within the education curriculum at an early stage.

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References

Fogler, HS and LeBlanc, S, 2008, Strategies for Creative Problem Solving, Prentice- Hall, New Jersey.

Sawyer, K., 2008, Group Genius: The Creative Power of Collaboration. New York: Basic Books, Perseus Books Group

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IvyPanda. 2019. "Melbourne: Army Recruitment." February 21, 2019. https://ivypanda.com/essays/melbourne-army-recruitment/.

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