Air Force Recruiting

Organizational Structures and Air Force Recruiting Service The Unites States Air Force is one of the nation’s largest organizations. It employs a divisional organization under one command which is composed of three mid-level management recruiting groups and 24 front-line recruiting squadrons employing more than 1,500 personnel to promote its mission: “… to recruit quality airmen from a cross-section of America responsive to the ever-changing needs of the Air Force” (U.S. Air Force, 2008). This paper discusses several aspects of the organization of Air Force Recruiting Service to include human resources and technology. How Recruiting Service uses a divisional organizational structure to align its
Flight chiefs conduct telephonic debriefings with individual recruiters on a weekly basis. They also conduct a monthly office visit and perform a standards inspection to verify the recruiter is following established procedures. Monthly flight meetings are held to allow recruiters to come together and discuss issues and challenges as well as successes. This meeting also serves to promote morale among the recruiters who spend most of their career geographically separated from other airmen. Finally the mentoring programs are a tool that allows senior recruiters to provide assistance to more junior or struggling recruiters. Mentoring is done by allowing recruiters to visit the offices of more successful recruiters for several days at a time as a way of immersing recruiters in an atmosphere of success. These visits are often followed up with regular telephone discussions. This mentoring program, known as shadow training, has proven very successful in developing
In response to this Recruiting Service developed a new technical support division. This new division maintains AFRISS as well as other systems that make use of the Internet and intranets as primary means for passing information. According to TSgt Asselin (2004) the goal of Recruiting Service’s technical support team is to “…give the best service possible and solve problems immediately. Recruiters have a critical mission and we don’t want them to have a work stoppage” (p. 7). The mission of the United States Air Force Recruiting Service is vital to the success of our Armed Forces. The organization of Recruiting Service provides the best management capable for the continued success of Air Force recruiters. Organizational resources such as technology and human resources provide insurance that the airmen tasked with recruiting quality airmen will be successful not just today, but in the future as