全球智库信息集成服务系统

Development

• Statistical modeling of existing screening measures shows that fitness (i.e., Physical Ability and Stamina Test scores) and cognitive ability (i.e., Armed Services Vocational Aptitude Battery scores) meaningfully relate to training success for these Air Force specialties.
• A new fitness course could be cost-effective if physical fitness gains identified in our specific model scenarios (regarding course attendance and course length) are met.

Recruiting

• Recruiting gaps for HDHA specialties may include student awareness of specialty's mission and training requirements, recruiter knowledge and incentive to recruit high-quality candidates, unrealistic recruiting quotas, and structure of field developer concept.

Screening

• Factors other than those available in existing administrative data (e.g., Basic Water Skills Test) could add to the prediction of training attrition.
• We identified three screening methods for the Air Force to consider: biographical data (biodata) inventories (e.g., a set of questions about applicant's previous experiences and behaviors); structured interviews (e.g., interviews that involve application of predetermined rules for questions, observations, and evaluations); and assessment or selection course (e.g., standardized evaluation of behavior based on multiple techniques and trained observers to assess multiple knowledge, skills, abilities, and other characteristics [KSAOs]). Each of these screening methods is promising because each one can measure multiple KSAOs (versatile), has been previously used in HDHA specialties outside the Air Force (relevant), and has been linked to job success (valid).