UM 3-0 Recruiting Operations

prospecting, processing, and leading future soldiers.

• 1. Mission Command
• 2. Intelligence
• 3. Prospecting
• 4. Interviewing
• 5. Processing
• 6. Leading Future Soldiers
• 7. Training and Leader Development
• 8. Sustainment

• PMESII-PT
• political, military, economic, social, information, infrastructure, physical environment, time

• METT-TC
• mission, enemy, terrain and weather, troops and support available, time available, civil considerations

• 1. external network
• 2. the army's talent acquisition team
• 3. internal network
• 4. information systems

Trust and credibility balanced by the Army Values.

• Right message, right audience, right time.
• Empower subordinate leaders.
• Conduct in-depth market analysis and tailor recruiting effort.
• Retain gains.
• Understand and adapt quickly to market changes.
• Invest in the recruiting team and hold them accountable.
• Tell the Army story - promote Army pride.

• 1. Build cohesive teams through mutual trust.
• 2. Create shared understanding.
• 3. Provide a clear commander's intent.
• 4. Exercise discipline initiative.
• 5. Use mission orders.
• 6. Accept prudent risk.

• 1. Know your area of operations
• 2. Know your competition
• 3. Know yourself

Position, analysis, and evaluation. It is the systematic approach for defining the operational recruiting environment. Requires a blend of the art and the science of recruiting to maximize efforts. Science it is the historical data and art is the information gather from on ground troops.

Decide, Detect, Deliver, and Assess

Decisive, Shaping, and Sustaining.

Strength, weaknesses, opportunities, and threats. A methodology that provides commanders with a common framework when assessing organizational performance.

Recruiting function analysis. Provide leaders with a systematic method to assess unit performance for each recruiting function.

PMESII-PT.