Part I. Recruiting Fundamentals = Analyzing the basics of Gen Z recruitment

  • Generation Z has a meaning problem for what they call their “work”. They need to have a calling that they strive deliberately towards. This calling has to be unique, larger than the individual, and impactful.

    Solution: Establishing Military Meaning Mentorship (MMM) calls.

  • Competitive Zers want to signal that what they are doing is differentiated so they can rank themselves. The military should better display niche MOS communities, credentials, and clear billeting pipelines to attract competitive candidates.

    Solution: The military must display niche MOS communities, credentials, and clear billeting pipelines to attract competitive candidates in small formalized group-chats (GTG = Good To Go Group).

  • Generation Z has a different relationship with religion than in the past. They often get their sense of morals and beliefs from a myriad of sources.

    Solution: The military must tap into new, non-traditional outlets like influencers to reach Zoomers.

  • In order to help convince parents to support their children in joining the military, Veterans need to be inspired to transparently tell their past experiences.

    Solution: All service members should be put in a college degree program to build toward their future so they desire more to help the institution once they are out of it.

  • Z has a tough balancing act between listening to elder’s wisdom and having more knowledge than them. The recruiting job needs to work to with this trend.

    Solution: Recruiters should adopt a “keeping it real” approach in concert with improving recruiter training and treatment though centralization, and applying a business-minded approach

  • Gen Z has similar if not better physical health profiles than past generations yet ridiculous medical standards prevent many from joining.

    Solution: The entire health waiver process needs to be re-done, focusing only on if servicemembers are physically able to do their future job or not

Part II. Workforce Parity = Bringing military working conditions in line with Gen Z expectations of the modern civilian workplace

  • Everyone gets paid the same with no true reward structure. Pay in the military is incongruous in a generation that watches their peers gain followers through Youtube and Instagram. Better content, and better performance = more money.

    Solution: The DoD should begin performance pay as bonuses for success, and money for food with a college style meal plan to encourage healthiness and choice.

  • Gen Z wants to move faster and there is a huge premium placed on time.

    Solution: The option of shorter service contracts should exist.

  • The economic impact of recessions and boom cycles on joining the military make recruitment too cyclical.

    Solution: The military recruitment needs to be detached from economic cycles by promoting side hustles and explaining pay in ways that are similar to other jobs.

  • Z wants to have the flexibility of being remote combined with the experience of occasionally being mobile when crafting work in the 21st century.

    Solution: Increasing remote work, encouraging more lax leave policies, and recruiting foreigner Zers are ways to support the next generation of recruits.

  • Future Zers at later ages in life are a recruiting pool that will need skills to remain relevant.

    Solution: The military can be the great reskilling program older Zers will be looking for.

Part III. Sociocultural Influences = Viewing aspects of larger society that impact Gen Z military recruitment

  • Constant pinging and always being on a device is crushing Gen Z and they are beginning to crave some time unplugged in order to reset.

    Solution: The military can offer this real-world, responsibility-bearing, limited technology experience with the most effective screentime reset around.

  • Fighting is so taboo in today’s society, but making a representative warrior class will need to encourage some levels of teaching controlled physical violence in schools.

    Solution: America needs to train a real warrior capability in gym class so Z is capable of committing controlled violence.

  • Politics matters to our generation, but the military is the last haven of an apolitical workplace, and one that can attract those seeking refuge.

    Solution: Together we must keep politics out of the military by weakening political parties control over the military, and instead encouraging Gen Z to discuss policy issues.

  • Marijuana usage is more popular among Gen Z as it begins replacing alcohol. The two substances should be treated the same so less people are disqualified for drug use.

    Solution: Lawmakers should lower the drinking age to 18 for those in the military and stop testing or asking for Marijuana use.

  • Mental health, depression, and anxiety issues dominate Gen Z

    Solution: The younger population needs more of mental health rather than physical health support.

Part IV. Scope of Service = Promoting ways in which the military can give back to society

  • Gen-Z wants to feel good by being seen as virtuous and helping others. The military needs to show how they are directly giving back to their local communities.

    Solution: Through co-working and co-living, the military can better integrate with the various communities it supports.

  • Women are the largest group of Gen Z that can and should be recruited more into the military to boost current lagging numbers.

    Solution: Establish the HER Initiative by honoring gender differences, eradicating sexual assault, and relaxing female-specific social constraints

  • Diversity, equity, and inclusion are actually three separate Gen Z demands for their workplace.

    Solution: Collectively society must emphasize the process to see the difference, understand the difference, and accept the difference.

  • The environment is making us weaker, harming our ability to fight, and will end up killing us. We need to signal that the military cares deeply about the most important issue plaguing our generation.

    Solution: The military must be presented as the greatest force to solving climate change.

  • We may not feel we are at war so nobody cares, but indeed we really are fighting a battle already.

    Solution: The end goal has to be to make national service the desired norm among Zers.