A New Recruitment Approach for the Australian Defence Force
eWise Blog
The Australian Defence Force (ADF) faces increasing challenges in recruiting and retaining hard-to-find experts, such as specialist engineers. Current systems lack the flexibility demanded by the 21st century and fail to match industry salary standards. These issues were highlighted in the Strategic Review of the Australian Defence Force Reserves, which emphasises the need for a Total Workforce System supporting innovative workforce arrangements.
As ADF tasks grow more complex, a potential solution lies in adapting the existing Specialist Services Officer (SSO) system. This program currently engages professionals in fields like healthcare, finance, law, engineering, and education without requiring full military training. To meet modern demands, this system could evolve into a broader Specialist Service Person (SSP) framework. The SSP system would expand beyond predefined fields to cover any role the ADF requires, allowing for greater operational flexibility.
This approach would enable the ADF to recruit a wider range of specialists and reassign existing personnel with valuable skills to roles where they are most needed. The SSP system could also replace the trial Specialist Service Soldier scheme, focusing on specific trades. For instance, if the ADF needs expertise in sanitation engineering for a mission, the SSP system could provide a pathway for such specialists to contribute without existing category constraints.
The SSP model would support both civilian recruits and reservists with specialised skills, using Continuous Full-Time Service (CFTS) contracts to call upon specialists as needed. This model mirrors the reserves, allowing specialists to move in and out of roles based on operational demands. It would also reduce reliance on contracted external civilian expertise, which often introduces additional costs and conflicts of interest. Instead, these skills could be sourced directly from SSP personnel under CFTS contracts.
Competitive salaries under the SSP system would address the current pay disparity between ADF roles and private industry, improving retention and recruitment. Inspiration can be drawn from the U.S. Warrant Officer system, which retains technical experts as specialists, and Singapore’s Military Domain Experts Scheme, which recruits civilian specialists to meet evolving defence needs.
Additionally, the SSP system could reengage personnel who might otherwise leave due to medical conditions or other limitations. If they possess in-demand skills, tailored CFTS contracts could define their duties and compensation, retaining valuable expertise within the ADF.
Flexibility is essential for the ADF to meet its growing and diverse skill requirements. Adopting the SSP framework offers a sustainable path to modernise workforce structures, ensuring the ADF remains competitive and capable in an ever-changing landscape.
