Introduction
The Army and Defence writ large are encountering the serious challenge of recruitment, with existing strategies falling short in attracting motivated, qualified, and diverse individuals to its ranks. The Australian Army has an illustrious history marked by the dedication of servicemen and women committed to upholding Australia's values. However, in recent times, the portrayal across various media platforms of our organisation has been poor, with social media rife with tech-savvy creators dedicating humorous pages to highlighting issues within the organisation.
In light of these issues, a radical shift in the recruitment strategy is required, one that emphasises direct engagement and leverages the invaluable expertise of high performing corporals and Senior Non-Commissioned Officers (SNCOs) to connect with potential candidates at the grassroots level.
Enhanced Personal Connection and Trust: The Value of Direct Engagement
The recruitment process for any military organisation demands a significant personal commitment. Applicants must have trust in the institution they are considering joining – trust that can be best cultivated through direct, personable engagement. SNCOs, with their years of service and depth of experience, possess a level of credibility unmatched by recruitment posters or online ads. They have lived the soldier's life, experienced the challenges, reaped the rewards, and navigated the path of a military career. This unique perspective allows them to engage with potential recruits authentically, providing a realistic portrayal of life in the Army.
Direct engagement breaks down barriers and addresses common concerns or misconceptions about military life. SNCOs can offer firsthand insights that aid in informed decision-making by answering questions ranging from deployments, training cycles, and career progression. To leverage this opportunity fully, the Army should create regular 'Meet a SNCO' events that are held in community/sporting centres, libraries, schools, and other public spaces. These events would facilitate informal conversations, allowing potential recruits to ask questions and learn from SNCOs' experiences. Additionally, online Q&A sessions, webinars, and 'virtual coffee with a SNCO' events could expand the initiative's reach, enabling nationwide interactions. By building personal connections and fostering trust, the Army can inspire individuals to consider a military career whilst ensuring those who choose to join are making an informed decision. The direct involvement of SNCOs in recruitment initiatives represents a significant step towards achieving these goals.
Increased Visibility at Community Events and Schools: Expanded Engagement through Local Sporting Competitions
Sporting events and schools provide fertile ground for potential recruits; however, engagement should extend beyond conventional recruitment drives, information booths, and static displays. I propose that the Army actively participates in local civilian sporting competitions held in cities such as Townsville, Brisbane, Darwin, and Adelaide. Army (bolstered by other services, if required) should look to compete in competitions such as rugby league/union, touch football, Aussie rules, CrossFit, powerlifting, or any other local competitions that would display the athleticism and discipline of our soldiers. Sport is deeply ingrained in Australian culture, attracting crowds and generating excitement. It offers an opportunity for diverse community groups to come together. By not only being present but also competing in these events, the Army (and other services) will foster community interaction and present a positive image of military life.
Army personnel, including SNCOs, could form and manage teams to display their physical fitness, teamwork, and discipline – all essential qualities in a soldier. Active participation in local sporting events dispels the perceived 'distance' between military life and civilian life, demonstrating that soldiers are not only warriors but also active community members. Furthermore, such events provide an informal and relaxed environment for potential recruits to interact with Army personnel. Observing soldiers competing can be inspiring, leading to conversations about life in both Army and, more widely, Defence. This kind of interaction differs from the potentially intimidating experience of walking into a recruitment office or navigating Army's official website.
Indigenous Community Engagement: Promoting Inclusion and Diversity
The under-representation of Indigenous Australians in the Army is a pressing concern. Army must actively engage with Indigenous communities in a meaningful and inclusive manner. Collaborating with Indigenous leaders, organisations, and elders can ensure culturally appropriate recruitment initiatives that resonate with Indigenous youth. Cultural exchange events can be organised where Army personnel, including SNCOs, immerse themselves in Indigenous culture and traditions. This fosters mutual understanding, breaks down stereotypes, and builds trust between the Army and Indigenous communities.
To empower Indigenous youth with both information and opportunities, the Army can work with Indigenous leaders to develop career workshops tailored for Indigenous communities. These workshops would provide insights into military life, various career paths, and the numerous roles and opportunities available within Army. By offering mentorship programs, the Army can establish lasting relationships with Indigenous youth, providing guidance and support through their journey towards achieving a military career. Moreover, establishing Army Cadet units specifically designed for Indigenous youths can serve as a stepping-stone for those interested in military service. These units would focus on leadership development, cultural education, and fostering a sense of belonging within Army. I had recent discussions with my elders in the community who assumed that the ADF had never engaged with the community regarding potential careers for the younger generation. The elders also believed that recruitment information in both local Indigenous centres and local sporting events is a viable solution to help fill the information gap.
Inspiring Leadership and Mentorship: Unleashing the Potential of SNCOs and Corporals
Today’s SNCOs and corporals possess not only technical skills but also the leadership qualities necessary to inspire potential recruits. Leveraging their expertise as both mentors and role models will have a transformative impact on recruitment efforts. The creation of 'Day in the Life' programs, once initiated, would allow potential recruits to experience a typical day in Army alongside SNCOs and corporals. This first-hand exposure would aid recruits in gaining a deeper understanding of the challenges, rewards, and camaraderie of Army life. Mentorship endeavours, where SNCOs and corporals guide potential recruits through the recruitment process, offer both personalised support and advice. These relationships extend beyond the initial recruitment phase, with mentors providing ongoing guidance and support throughout a recruit's career journey.
Conclusion
The Australian Army stands at a critical juncture in the revolution of recruitment strategies. By harnessing the expertise and experiences of SNCOs, the Army can establish deeper connections with the communities it serves. Through personal engagement, increased visibility at community events, and targeted initiatives for Indigenous communities, the Australian Army can attract a new generation of dedicated and diverse individuals, buoyed by the inspiration provided by SNCOs and corporals as mentors and role models.
It is time to take bold action, embracing innovative approaches that ensure the Army's continued strength and resilience while Army’s commitment to upholding the traditions of our proud military institution remains unchanged.
It seems a shame that there are potentially missed opportunities regarding engagement with Indigenous communities and Elders to try and capture the interests of Indigenous youth of who might like to pursue a career in the ADF.
Definitely some great ideas to be considered
But Indigenous Australians are not under-represented in the Army. Population estimates of Indigenous Australians vary between 2 and 3 percent by population. According the the latest workforce statistics, approximately 5 percent of Army identify as Indigenous via PMKeyS - so likely more than that.
At my sub branch we hold our commemorative services, but in lead up to Remembrance Day we have interview a veteran, where we have two primary schools bring their year 6 to our sub branch and interview a veteran and then if they choose write a poem or short essay where the winner reads it out on Remembrance Day. We also have plenty of old uniforms, where they dress up.
Another useful tool could be building relationships with towns or areas with units, build that relationship to drive recruitment.
Last few years I have had one unit do our cataflague party, it would be great to see the unit marching, would complement but also expose the community to ADF and possible job opportunities.