Modeling leadership effects and recruit type in an army recruiting station

Army recruiters have an uphill battle recruiting well-qualified volunteers into military service. With prospering economy, there are many alternatives to joining the military, and all services are having difficulty recruiting young people. United States Army Recruiting Command (USAREC) sponsored our research in simulating the workings of an Army recruiting station in an effort to help understand more about the recruiting process. Specifically, USAREC wanted a management tool to examine the effects of changing a variety of controllable factors on the way an individual recruiting station performs. We focused this study on the effect of recruiting station commander leadership on recruiting productivity, and the differences in processing times and success rates for different types of applicants (potential recruits). This study added capability to a previous simulation model developed at the Air Force Institute of Technology (AFIT) (J.D. Cordeiro and M.A. Friend, 1998). Cordeiro and Friend´s model depicted an Army recruiting station with three types of recruiters, and a single (average) recruiter type. For the current work, we needed to gather pertinent data on the effects of leadership and on the differences between different applicant types. In addition, we needed to incorporate the new data into the simulation model. The remainder of the paper includes an overview of the recruiting process, considerations for modeling leadership effects and applicant types, discussion of incorporating these features in the simulation, a brief look at some simulation output, and some future research interests