A revised recruiting resource model for achieving the Army personnel strategy : accounting for digital advertising / Jason M. Ward, Jeffrey B. Wenger, Irineo Cabreros, Daniel Schwam, Craig A. Bond, Samuel Absher.

Format:

Book

Author/Creator:

Ward, Jason M., author.

Wenger, Jeffrey Brian, author.

Cabreros, Irineo, author.

Schwam, Daniel, author.

Absher, Samuel, author.

Contributor:

Bond, Craig A. (Craig Andrew)

Arroyo Center.

Rand Corporation.

United States. Army.

Language:

English

Subjects (All):

Recruiting and enlistment.

Military Budgets and Defense Spending.

Military Compensation.

Military Recruitment.

United States. Army--Recruiting, enlistment, etc.

United States.

Local Subjects:

Military Budgets and Defense Spending.

Military Compensation.

Military Recruitment.

Other Title:

Revised Recruiting Resource Model for Achieving the Army Personnel Strategy

Place of Publication:

RAND Corporation 2023

Summary:

The U.S. Army uses a variety of resources and tools to achieve its recruiting mission each year. In this report, the authors present results from an updated version of RAND Corporation's Recruiting Resource Model (RRM), a multipart statistical model that explores how trade-offs between key recruiting resources (bonuses, advertising, and recruiters) affect the Army's ability to achieve recruiting goals and the cost of doing so. They use the RRM to analyze the mix and level of resources required to meet the recruiting mission under alternative recruiting environments and recruit eligibility policies. The RRM was updated to include more recent data to analyze the relationship between resource inputs and recruiting outcomes while incorporating the use of digital advertising, which has become an increasingly important recruiting resource in recent years. Consistent with previous iterations of the model, the results indicate that television advertising and, to a lesser extent, recruiters have positive associations with contract production and that these inputs are relatively more cost-effective than bonuses. This research can help inform how the Army might move resources in a variety of recruiting environments. Making marginal changes along these lines in a purposeful manner over time—either broadly or at a more local level (as might be done in an experimental setting)—would be an appropriate first step in implementing the recommendations that arose from this research.

Contents:

Chapter One: Introduction

Chapter Two: Contract Production Model

Chapter Three: Role of the Delayed Entry Program

Chapter Four: Cost-Optimization Function

Chapter Five: Cost Excursions

Chapter Six: Conclusion and Recommendations

Appendix A: Data Sources and Definitions

Appendix B: The Contract Production Model

Appendix C: The Optimization Process

Appendix D: Additional Tables and Figures

Appendix E: Documenting an Alternate Approach to Estimating Contract Production: Spatial First Differences.