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Defense recruitment in the digital age

Defense recruitment in the digital age

Cynthia Stuebner, Log in to subscribe to the Blog

In today’s digital-driven world, customers across industries have high expectations when virtually interacting with companies. They expect seamless interactions that are catered to their specific lifestyles and needs. In order to meet these expectations, organizations are investing in the best available technologies and talent available. Defense departments are especially focused on modernizing their recruitment processes to ensure that they are reaching out to the best candidates possible.

Creating a digital recruiting experience provides a sophisticated window into the complex operational environment the military mission demands of those who serve. Modern day military recruits are tech-savvy and accustomed to online experiences. Recruiting organizations can’t rely on recruitment stations and tables because these do not resonate with today’s recruits.

Recruitment numbers for the US Military are down:

  • The Army reached only 23% of its active-duty goal for new recruits after five months of the fiscal year
  • Air Force officials welcomed 2,300 fewer recruits in the first quarter of this fiscal year compared to the previous year
  • The Navy expects fewer deferred entry candidates this year than anticipated (which may lead to future personnel problems)

Recruiters must overcome hiring obstacles in order to effectively reach applicants:

  • Adjusting to remote work
  • Increasing retirement rates
  • Concerns about office safety

As other industries work to stand out in the new tech landscape, military departments must do the same with their recruiting efforts. This means researching, investing, and adopting in new tech solutions that can streamline the hiring and onboarding processes, as well as attract the tech-savvy type of recruit needed to succeed in today’s military environment. Recruiting teams that utilize low-code development can enable and enhance their abilities to recruit and retain human capital.

How to digitize recruitment processes

Pega can help automate the entire service recruiting process, ranging from identification, outreach, screening and skills testing to enrollment and onboarding. Automation reduces the time it takes to process new recruits, resulting in higher enrollment/onboarding rates, reduced time and effort, and more overall satisfaction with the process and the prospect.

Pega’s low-code technology provides AI-powered decisioning and workflow automation, enabling defense departments to automate recruitment processes and providing multiple channels through which to connect and interact with recruit candidates. This modernized approach is also dynamic and can adapt as requirements and needs change. And, defense departments can better understand the full lifecycles of each candidate’s journey to ensure a true fit and best possible onboarding experience.

With these modern recruitment capabilities in place, defense departments can provide a unified experience that is compelling, bias-free, and candidate-centric. By using the low code platform approach to development, defense services and organizations can enable and upskill talent, creating true citizen developers who can help make future application changes. They can shape the processes to be most effective and future proof their recruiting systems and teams

Defense departments and recruits will all benefit from modern recruiting efforts because these methods create seamless processes on the back end and high-quality personalized experiences for recruits. Defense organizations can reach out to relevant candidates based on their needs and relevant candidates can easily connect, learn, and apply to their chosen area.

Begin your low-code development journey today

By implementing low-code development into defense recruitment processes, organizations can unlock clear insights into candidates and drive better decision making along the way. This should be a priority across all defense agencies because as recruiting goals and needs increase, availability and interest in these fields are decreasing. Time and resources are being wasted on outdated and manual methods of recruitment, so now is the time to modernize and automate and make sure that defense agencies are at the top of the list and candidates are seen and valued.


Industry: Government Product Area: Platform Topic: Low-Code Development

About the Author

Cynthia Stuebner, Pega’s Senior Director and Government Industry Principal, has more than 20 years of experience in program management and business development in the public sector. Cynthia is focused on building and driving the strategy and execution of digital automation platforms across government agencies globally, with a primary focus on improving visibility throughout the enterprise to achieve intended outcomes.

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