全球智库信息集成服务系统

• Total Force Recruiting Panel–Technology and Integration Survey was completed by 1,105 respondents across all six DAF recruiting entities, a 42-percent response rate.
• In the area of TFR Knowledge, over 90 percent of recruiters surveyed report knowing what TFR means, but their explanations were mixed. A sizable minority of Regular AF and Air National Guard respondents doubt TFR benefits and cite competition as a barrier.
• In the area of Lead Sharing (Recruiter Networks), the survey suggests that lead sharing is occurring among all recruiting entities and that formally documented leads underrepresent lead sharing in the DAF. Acquaintanceship and proximity increase the probability of lead sharing. Applicant fit is the primary reason for sharing, and incentives can encourage more sharing.
• In the area of Technology Perceptions, primary recruiter technologies have time delays and are not interoperable, but some entities' technologies are perceived as useful.

Recognizing the need to enhance the effectiveness of its recruiting efforts across the force, the Department of the Air Force (DAF) is determined to integrate its recruiting activities, which are currently distributed across six accession sources — the U.S. Air Force Recruiting Service (Regular AF), U.S. Air Force Reserve, Air National Guard, U.S. Air Force Academy, U.S. Air Force Reserve Officer Training Corps, and U.S. Air Force Civilian Service — into a more unified approach. Total Force Recruiting (TFR) aims to unite the previously siloed entities, standardize processes, and optimize technologies. However, in the absence of a systematic evaluation, it is difficult to identify the nuances of this progress.

To support the continued development and sustainment of TFR, the authors designed and deployed a measurement tool, Total Force Recruiting Panel–Technology and Integration Survey. In this report, the authors discuss the results of the survey to provide baseline data about the state of TFR in the DAF from late 2019 that can inform leaders of the Total Force Recruiting Council leaders to guide TFR initiatives.

• Chapter One

  Introduction to Total Force Recruiting

• Chapter Two

  A Tool to Measure the State of Total Force Recruiting and Inform Related Efforts

• Chapter Three

  Total Force Recruiting Understanding and Perspectives

• Chapter Four

  Current Lead-Sharing Behaviors Among Recruiters

• Chapter Five

  Recruiters' Technology Infrastructure

• Chapter Six

  Recommendations

• Appendix A

  Total Force Recruiting Panel–Technology and Integration Survey

• Appendix B

  Survey Data Preparation

• Appendix C

  Content Analysis Approach and Coding Frame

• Appendix D

  Supplemental Lead-Sharing Analyses