Reserve squadron's recruiting, retention program possible benchmark for future

  • Published
  • By Tech. Sgt. Stephen J. Collier
  • 310th Space Wing Public Affairs
VANDENBERG AIR FORCE BASE, Calif. --  As the Air Force continues to advance force management programs and ongoing Congressional talks point to Department of Defense cuts, Air Force Reserve outfits continue to find necessary efficiencies in many programs - including recruitment and retention.

In a bid to strengthen their recruiting and retention of personnel, the AF Reserve's 9th Space Operations Squadron here is making use of existing technology and is putting the brainpower of streamlining behind it.

"This recruitment and retention program is all about forecasting and identifying the needs of the squadron," said Master Sgt. Richard Rosado, 9th SOPS Intelligence, Surveillance and Reconnaissance Division superintendent. "Naturally, people progress through their careers and retire, which means units can shrink in their manning. This program helps to address that situation."

In 2012, the squadron's recruitment and retention program received its first makeover, focusing on specific vacancies in the unit and how best to target recruits for those vacancies. The next year, Rosado took over the program, and together with other senior leaders in the squadron, expanded it to include five "life cycle" phases, which are each tracked through spreadsheets.

Those phases include:

1. Initial contact with the recruit.
2. Working with the in-service recruiter to determine eligibility.
3. Interview with the recruit. During the interview, two squadron members sit in, ensuring unbias and untainted questioning. For potential officers, the individuals complete two, separate interviews, with the last one conducted by squadron commander Col. Ariel Barredo and his deputy.
4. A recommendation for hire is made by leadership. Key personnel within the unit ensure constant communication with the recruit during the evaluation process, ensuring the squadron shows a continued interest in the recruit.
5. Rosado and others track the individual's "pending for gain" status, which includes ongoing contact with the 310th Force Support Squadron for updates on necessary paperwork and documents as well as identifying a sponsor for the new member.

"Our system was originally messy, but expanded it to include the recruiting life cycle phases," Rosado explained. "Our program provides a clear path of what needs to be done for the new member at every step. As every position is so important, we never want to give the commander the wrong information on those being recruited. This program helps to virtually eliminate the ability to give incorrect information."

And the numbers don't lie. Since upgrading their tracking system, the squadron has seen a steady uptrend in personnel numbers since 2008. In 2013 alone, the unit lost 24 members -- but gained 38 through their recruitment program, which takes unit members to recruiting events with the in-service recruiters, to include local high schools, colleges and job fairs.

This year, Rosado said the squadron is on track to break through to their target goal of 144.

Because attracting new talent requires all members of the squadron, Chief Master Sgt. Paul Nash, 9th SOPS superintendent, said recruiting was a team effort.

"All members of our organization are constantly on the lookout for highly skilled, highly motivated individuals to join our organization," Nash said. "Our recruitment process has helped us view past losses and determine if our retainability initiatives needed work. This process is used to project future gains and that is why I would recommend every unit be proactive on recruitment."

Not everyone that enters the 9th SOPS recruitment system finds their way on the other side of the filter. Whether issues stem from securing a security clearance, having high enough ASVAB scores or for any other reason, some just don't make the cut. If the squadron can't take the individual on, Rosado said they work to push them to the nearest AFRC organization or pass them on to the closest in-service recruiter.

"My mantra is that everybody is a possibility," he said. "I'll find some way to help them out."

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