Defence

Vice Chief of the Defence Force

New action plan

By Gai Brodtmann

Navy cadets at the recent workshop at HMAS Penguin.
Photo provided by Public Affairs

The Generating the next generation studies, conducted last year by the Directorate of Defence Force Cadets (DDFC), highlighted the significance of Australian Defence Force (ADF) Cadets in providing a talented recruitment pool for the future ADF.

The studies also indicated a number of areas in need of improvement, including access to recruitment information tailored to cadets. The need to improve recruiting practices has been acknowledged by Defence Force Recruiting (DFR), with specific cadet recruitment initiatives listed as one of the priority actions in the ADF Recruiting Strategic Plan 2005–10.

The DDFC and DFR are now working closely together to develop strategies to smooth the recruitment 'pathway' between cadets and the ADF.

The agencies have been conducting a series of workshops in recent months with senior Navy, Army and Air Force cadets to seek their views on ADF careers and the recruitment experience.

'The DFR needs to get smarter at attracting cadets so they continue their interest in the ADF when they get to a working age,' Brigadier (BRIG) Simon Gould, Director General DFR, said.

'The workshops are an important step in that process, not just to send a message about recruitment, but to listen as well—so we understand them and they understand us. They have given us an insight into what cadets think about a career in the ADF and what they would expect from such a career—what attracts or dissuades them from the Services and Defence more generally.

Workshop findings

According to BRIG Gould the workshops have provided the DFR with 'a bit of a direction and highlighted some areas we need to focus on'.

'One of the key findings has been that cadets want to be put in touch with someone in the uniform of the Service they wish to join. This is critical and a common theme among the wider candidate audience. We are exploring the best options for creating particular points of contact throughout DFR.

'As with our other recruits, we've also found we need to improve the way we 'case manage'. This is something we've been aware of for some time—and a point that is made loud and clear when you consider we have around 90 000 recruitment inquiries to generate 8000 recruits per year.

'Our intention is to come up with a system to keep cadets and other potential recruits informed of the progress of their application—through phone calls, SMS messages and e-newsletters—so they stay "warm".

'We also found there was a distinct lack of understanding about the number and breadth of jobs in Defence—220 in total—and the subjects required to get into the ADF. We need to look at our website and CadetNet to improve that level of awareness,' he said.

Working closely with the DDFC will be the key to making the recruitment action plan work, according to BRIG Gould.

'The Head Cadet Policy, Major General Mick Fairweather, and I are determined to work very closely on this strategy. There are clearly some synergies between what the DDFC is doing and what we are doing, so it is important for us to work on this together,' he said.

In the coming months the DFR will produce a report on the outcomes of the workshops, and distribute it to every cadet unit, to 'show they have been listened to', said BRIG Gould.

Recruiting Officers

The workshops are just one part of the DFR's multi-pronged, coordinated approach to engaging more strongly with cadets.

'In the past, our approach was ad hoc and disjointed. Now we are introducing a more consistent action plan, to target all the critical information points,' remarked BRIG Gould.

One of the central targets is the Senior Military Recruiting Officers—the final decision makers on who gets into Defence.

'At a recent training session I told these decision makers that they needed to have regard for cadets, establish links, get out and understand what they do and encourage them to come and join us,' he said.

'We've got to improve the knowledge base of the recruiters, so they have a clear understanding of the skills that cadets bring. Basically, it is about treating them with an element of respect, while being mindful of the fact that ADF Cadets is a community-based organisation, not a hard-edged recruiting pool.

'Over the next 12 months, I also aim to give every cadet the opportunity to talk to an ADF recruiter, through camps, briefings or other means,' he said.

Mentoring

The DFR is also turning its attention to cadet staff, who play an important leadership and mentoring role in the cadet experience and the recruitment process.

'Over the next 12 months we will be opening up the DFR communication channels with this crucial group,' said BRIG Gould.

'Our regional recruiters will now attend training days to tell cadet staff about the range of DFR activities and support. We want cadet staff to have the background and tools to provide basic information,' he said.

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