Posted on Feb 1, 2016
What can be done to attract more of our young people to a career in our military?
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Military Career
Youth
Millennials
Posted 9 y ago
Responses: 16
Talent is like an arms race, but one that our military doesn't put enough emphasis on. We should be spending more in resources to ensure we have the best people possible in the military than we spend on a new aircraft for example. Certainly the quality of personnel in an organization is more important than any one piece of technology.
Companies are continuously investing in trying to bring in the best talent. They change systems, they adapt, and they put a lot emphasis and research into it. It doesn't come easy to anybody. The military needs to get in the same mindset that fighting for the best talent is a key thing that any organization must do. This goes for both recruitment and for retention.
For example, recognize the skill sets that those coming in have, and acknowledge that not all people are able to contribute equally initially. If somebody is a brilliant computer programmer, he doesn't need to come in to the military with the same base pay as an E-1 (or E-4 with college degree). If somebody speaks a key foreign language, put them in a position that they can use it. In general, recognize that talent is important, and that one size fits all solutions are an antiquated model. The work force of the future is about flexibility and alignment of talent. The military needs to adapt its human resources system to remain competitive if it wants to attract the best talent.
Companies are continuously investing in trying to bring in the best talent. They change systems, they adapt, and they put a lot emphasis and research into it. It doesn't come easy to anybody. The military needs to get in the same mindset that fighting for the best talent is a key thing that any organization must do. This goes for both recruitment and for retention.
For example, recognize the skill sets that those coming in have, and acknowledge that not all people are able to contribute equally initially. If somebody is a brilliant computer programmer, he doesn't need to come in to the military with the same base pay as an E-1 (or E-4 with college degree). If somebody speaks a key foreign language, put them in a position that they can use it. In general, recognize that talent is important, and that one size fits all solutions are an antiquated model. The work force of the future is about flexibility and alignment of talent. The military needs to adapt its human resources system to remain competitive if it wants to attract the best talent.
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One big thing we can do is help young service members who are transitioning out of the military.
Millennials and younger generations are looking at careers much different than older generations. They don't want to sit in the same job with the same company for 20 - 30 years, grab a pension and retire. They want diverse experiences and career flexibility much more than job security. Therefore, the military needs to emphasis that the military is a great place to start a career, learn valuable leadership and professional skills, and then pivot or stay in if desired.
There is already evidence that entering the military as a young officer, staying in for 4-8 years, and transitioning into corporate America is a good career path if negotiated properly. However, this is much more debatable for young enlisted service members. A young person should be able to come in the military for 4 years, transition out and go to college with his/her GI Bill, and then compete for good jobs with the rest of the 26-30 year olds, but this isn't always the case. Corporate America values officers and senior leaders but have a much more difficult time understanding the role of an enlisted service member. To attract more young people we need to help young service members transition or stay in and then encourage them to share their story with other young people.
Millennials and younger generations are looking at careers much different than older generations. They don't want to sit in the same job with the same company for 20 - 30 years, grab a pension and retire. They want diverse experiences and career flexibility much more than job security. Therefore, the military needs to emphasis that the military is a great place to start a career, learn valuable leadership and professional skills, and then pivot or stay in if desired.
There is already evidence that entering the military as a young officer, staying in for 4-8 years, and transitioning into corporate America is a good career path if negotiated properly. However, this is much more debatable for young enlisted service members. A young person should be able to come in the military for 4 years, transition out and go to college with his/her GI Bill, and then compete for good jobs with the rest of the 26-30 year olds, but this isn't always the case. Corporate America values officers and senior leaders but have a much more difficult time understanding the role of an enlisted service member. To attract more young people we need to help young service members transition or stay in and then encourage them to share their story with other young people.
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SFC Justin Scott
We are starting to do that really well already. The new Soldier for Life program (I'm prepping to retire and going through it currently) is actually very good and provides very good training and career fairs for Soldiers transitioning out of the Armed Services.
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CW3 (Join to see)
SFC Justin Scott I agree that we are starting to do a better job. Also, as bad as the new retirement system sounds to most of us who are in already, the only plus side is that a young service member may be able start contributing to a 401K type system and then transfer that to another employer after 4 years of service. The military needs to market itself to both career soldiers, which it does well now, but also to people who may want to spend some time serving the country and then move on, this is not a compelling narrative right now - and it could be.
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SFC Justin Scott
CW3 (Join to see) - I agree with pretty well everything you said. The new retirement system, as much as us old Soldiers don't like the concept, probably is the best route (financially) for the nation, but the one thing I think is important for retirees not to lose is TRICARE. For many, that is the REAL draw to doing a full 20 years. Yeah, the extra pay in retirement is great, but most of us go on to second careers so the retirement pay is just "gravy" so-to-speak. It is the high quality health insurance (at low cost) that is most beneficial. I think that if that goes away along with the retirement pay (high-3 model), then the military as a whole will have a very difficult time maintaining talented leaders for full careers.
The only downside to the 401K model is that young Soldiers already struggle financially and now we're asking them to invest in their retirement? Let's be realistic, how many young Soldiers are actually going to do that? It's a cost saving initiative for the nation that briefs well for taking care of Soldiers, but in reality is not taking care of Soldiers and, instead, is setting them up for financial failure.
The only downside to the 401K model is that young Soldiers already struggle financially and now we're asking them to invest in their retirement? Let's be realistic, how many young Soldiers are actually going to do that? It's a cost saving initiative for the nation that briefs well for taking care of Soldiers, but in reality is not taking care of Soldiers and, instead, is setting them up for financial failure.
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A consistent and good retirement policy that doesn't keep changing or getting worse, and More money.
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