Recruiter Quality of Life Survey

Military recruiters stand at the forefront to sustain the All-Volunteer Force. Many factors, including rising obesity rates, fluctuations in resources, and world events, make their job extremely challenging. Fors Marsh Group conducts joint-level research to support Joint Advertising, Market Research & Studies (JAMRS) and the DoD in their pursuit to ensure that, in their efforts to meet recruitment goals, they do not subject recruiters and their families to undue pressure and a diminished quality of life.

Objective

The objective of the Recruiter Quality of Life Survey (RQS) is to periodically gather data from recruiters to track and monitor key factors that affect their job performance and quality of life. The survey examines recruiters' perceptions of their job demands, job satisfaction, supervisory support, working conditions, and ability to achieve their mission in the current recruiting environment.

The Department of Defense and each service branch and Reserve/Guard component use these data to inform policy and resource allocation decisions with respect to recruiting programs.

Approach

This study consists of a survey administered to recruiters from all military branches. Fors Marsh Group developed and administered the survey to approximately 9,000 recruiters, gathered responses, conducted data entry, weighted and analyzed the data, and created and delivered summary reports and briefings on findings.

Fors Marsh Group developed the survey-sampling plan (stratified probability sample) and administered the survey through both Web- and mail-based options.

Fors Marsh Group then used a model-based approach to analyze a subset of the data collected in the survey. This approach is commonly known as structural equation modeling with latent variables (SEM). The structural model was developed to represent how demands and resources predict burnout and other job-related outcomes.

Outcome

The results of the study and analysis provide an assessment of the degree to which recruiters’ jobs are affecting their quality of life, and suggest ways in which their jobs can be made less stressful and therefore improve both their quality of life and their performance.

Additionally, the results from this study have aided U.S. Congress, Accession Policy, and the Services to evaluate existing and emerging policies relevant to recruiters’ needs and limitations, including living conditions, medical care, nonreimbursed expenses, advertising/outreach efforts, school access (i.e., campus access and student lists), recruiter training, and reactions to improprieties.