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Recruiters, TV advertising, and enlistment incentives exhibit a positive relationship with enlistment contract production.

• The return on investment depends on recruit eligibility policy, recruiting environment, and, most critically, on the accession goal.

The Recruiting Resource Model (RRM) represents a step forward in helping Army leaders shape a cost-efficient strategy capable of achieving the Army's accession requirements.

• The RRM can be used to predict how a chosen set of recruiting resources, recruit eligibility policies, and the recruiting environment combine to produce accessions, an entry pool for the following year, and a resourcing cost.

Army planners can use the RRM tool (the RRM paired with its optimization algorithm) to consider the potential cost and resourcing requirements for a range of recruiting contingencies.

• The optimization algorithm of the RRM tool is designed to find the cost-minimizing portfolio of recruiting resources for a target accession goal conditional on the recruiting environment and Army-established recruit eligibility policies.
• The RRM tool can determine a cost-minimizing resourcing plan for a fiscal year.
• It can be used to compare the sensitivity of resourcing plans under alternative recruiting environments.
• It can be used to compare alternative resourcing plans.
• It can be used to compare cost tradeoffs of alternative eligibility policies.
• It can be used to consider within-year changes in resourcing plans necessary to achieve an accession mission.
• It can be used to consider multiple-year resourcing scenarios.