The U.S. Space Force is preparing for another giant leap – this time announcing a revamped recruiting process that, if used properly, could take hiring at enterprise businesses to a galaxy far, far away. (Buckle up, folks. There’s going to be a lot of these puns.)
The newest branch of the U.S. military is implementing a talent management process it hopes will build a highly-skilled, unified, and inclusive force of both military personnel and civilians.
The Space Force effort to improve its hiring and retention rocketed to our attention because its core concepts are highly transferrable to enterprise talent acquisition. Let’s launch into this and explore how you can reach the stars with Space Force’s recruiting techniques.
In June, Space Force announced its mission to become the military’s first fully digital service. A couple of months later, the service released a recruiting video giving more insight into the types of candidates – called Guardians – it’s looking for, and what challenges the Space Force will be facing.
Space Force’s initial recruiting efforts skyrocketed to success. When it made 650 transfer spots available to active-duty personnel, 4,000 people applied to become Guardians.
In addition to becoming digital dependent, Space Force is focusing on several key talent management processes to not just get ready for the near future, but to prepare for the 22nd century. Here is a countdown of three Space Force hiring and recruiting initiatives and how businesses can adopt them for their own success.
3.) Diversity outreach – Space Force is lasering in on underrepresented populations and communities to ensure the branch is filled with a blend of perspectives, cultures, ethnicities, and experiences. This will undoubtedly boost its popularity among Generation Z, which craves a culture of belonging and representation.
For businesses, this means creating talent acquisition and employee retention strategies meaningfully designed for diversity, equity, and inclusion. But it’s important to remember these are three distinct concepts:
Data shows Gen Z—the most racially and ethnically diverse generation—will account for nearly 30 percent of workers by 2025. Implementing recruiting efforts to universally attract Gen Z now is highly logical.
2.) Automated Recruiting – The traditional human resource architecture throughout the Department of Defense is aging, disjointed, and incapable of meeting full digital needs. Space Force requires high-performing talent management tools like automated Applicant Tracking Systems (ATS) to maximize opportunities for military and civilian personnel.
Finding viable and cost-effective measures to shorten time-to-hire is a goal for every employer, even more so in a pandemic where time is precious. In an environment where every business transaction is meaningful to your survival, sluggish and repetitive HR processes carry way too much risk and put too much burden on overworked HR departments. Investing in an ATS that can readily integrate with a variety of other software providers like background screening companies will reduce data entry, cut down on human errors, and improve the candidate experience through faster hiring.
1.) Digital Security – For all its attention on digitizing its processes, Space Force isn’t ignoring the extra security needed to keep its data falling into the wrong hands. The military branch is prioritizing a scalable, cloud-based, and secure platform that keeps information real-time and at the ready but eliminates potential data breaches.
One recent survey indicates only 15 percent of organizations are confident in their access control program. Considering the importance of digital security and the alarming rise in ransomware attacks, more businesses may want to invest in ISO certifications. The International Organization for Standards is the premier global group that oversees the requirements, specifications, and guidelines for the creation of products and services. For example, EBI holds both the ISO 9001 quality standard certification and the ISO 27001 Information Security standard certification for all our operations. This ensures our clients get unrivaled confidentiality, integrity, and information authorization.
“There’s no such thing as a day without space operations. You just don’t see them.”
This line, used in Space Force recruiting materials, mirrors the behind-the-scenes roles Human Resources and people management departments play in everyday business operations. They’re not always visible, but businesses couldn’t survive without them. It’s imperative enterprise operations find ways to support these teams and deliver the tools they need to help future-proof their organization. If, like Space Force says, “the sky is not the limit,” consider following the Guardians recruiting efforts to take your business to new heights.
If you’d like to speak with one of our EBI experts about how to improve your pre-employment screening process, please click here.
Writer. Digital marketer. Storyteller. An award-winning writer and editor, Tricia O'Connor is the Marketing Content Manager at EBI. Tricia worked as a broadcast and print journalist for nearly two decades writing and producing programming for high-profile networks like ESPN Radio, History Channel, and Hallmark Channel, as well as contributing editorial work to publications nationwide. Tricia joined the EBI marketing team in 2019 and is responsible for content strategy, development, and engagement. Tricia earned a master's degree in journalism from the Medill School of Journalism at Northwestern University and is a proud undergraduate alumna of Wheaton College in Massachusetts.