Canadian Forces Recruiting

As part of a long-term strategy aimed at promoting Defence as a Career of Choice, the Department of National Defence continues to develop and implement innovative measures, which include:

• Streamlining the CF recruiting process;
• Introducing new advertising concepts; and
• Improving recruit training.

The "Careers" link on the main National Defence site at: http://www.forces.gc.ca/site/careers/index_e.asp or the Canadian Forces recruiting site: http://www.recruiting.forces.gc.ca lists all available careers in each of the Navy, Army, Air Force and Reserves. The Canadian Forces recruiting site will be adopting a new and more user-friendly format in January 2004. The new web design will feature "hot jobs" and links to a number of available recruiting related subjects, including:

Information about Canadian Forces Leadership and Recruit School can be located at: http://www.cflrs.forces.gc.ca/

Career opportunities for Military Physicians can be found at: ;http://www.forces.gc.ca/health/physician/Engraph/home_e.asp

The benefits of on-line recruiting include:

• Efficiency. On-line applications will allow people to start the application process via the web. This will improve the efficiency of the application process by streamlining the data collection process and improve the overall data quality.
• Reach. For those Canadians who do not reside near a recruitment centre or do not currently reside in Canada, on-line recruiting will provide a more effective means of applying to the Canadian Forces.
• Alternative Service Delivery. Applicants will have the choice of applying to the Canadian Forces via the Internet or completing the traditional application form at a recruiting centre.
• Improved Information Exchange. Applicants will be able to track their progress through the recruiting process via the web.
• Promotion. The series of questions on the recruiting site assist applicants to determine their field of interest as well as make potential recruits aware of the diversity and range of operations and services provided by the Canadian Forces.

The processing, selection and enrolment of high quality military members for the Department of National Defence is a major human resource and technological challenge. With the support of the National Defence On-Line (NDOL) Program, studies have been completed that clearly identified enhancements to the current Canadian Forces recruiting process. New programs are now underway to evaluate, select, and implement the technologies and processes necessary to move the system toward an end-to-end e-recruiting solution.

Some client-centric service characteristics being considered include:

• Highlighted key Canadian Forces positions open for selection;
• Interactive on-line application completion via the Internet; and
• Status tracking for applicants to monitor the status of their application.

The shortage of skilled people is one of the biggest challenges facing the Canadian Forces, and addressing this recruiting and retention challenge is a key priority for the Department.

The Defence Learning Network

To improve the retention of trained CF members, the Department has initiated The Defence Learning Network project.

The Defence Learning Network (DLN) is a major initiative in the Department of National Defence's drive to create a flexible, continuous learning environment for the military members and civilian employees. The ability to deliver learning to all Defence Team members "anywhere, anytime, just-in-time" is fundamental to supporting and achieving the operational mandate and objectives of DND/CF.

The project's broad mandate, in support of the Strategic Human Resource Plan, is to develop a common Defence Learning Network, which will serve all members of the Defence Team, while contributing to the following Strategic Human Resource Plan objectives:

• Shift to greater career flexibility
• Rejuvenating the skills of the civilian workforce
• Invest in people and be a learning organization
• Value for money and affordability
• Maximization of employment opportunities
• Maximize use of the national academic civilian infrastructure
• Maximize use of off-the-shelf tools
• A work environment that supports organizational and individual performance and learning
• Increased emphasis on providing tools and procedures in order to become a learning organization
• Support self development and continuous learning activities
• Develop a new training strategy to provide all CF members with the knowledge and skills to operate in the battle space of the 21st century

Development of a DLN directly supports the Treasury Board's Government On-Line (GOL) initiative and the Canadian Government's thrust towards more effective use of technology. The planned approach to implementation includes liaison and partnership with Other Government Departments to examine opportunities for sharing facilities, development resources, information, and courseware. In addition, the thrust to make all departments "continuous learning organizations", as reflected in supporting white papers (e.g. A Policy Discussion Paper - A Public Service Learning Organization from Coast to Coast to Coast, June 2000), was a cornerstone of the October 1999 speech from the throne.

Among its many components, the DLN project includes the development of a network of Learning and Career Centres (LCCs) at bases and stations across Canada. These centres will be connected to a central Learning Management Platform upon which CF/DND educational institutions can host and manage distance-learning courses. Growing knowledge-age demands the need to enhance the quality of life of our members, to remain competitive with other employers in a knowledge economy and to "work smarter" by knowledge sharing are some of the many reasons for the DLN project. The DLN will be developed in a phased approach towards full implementation, which is anticipated for 2006.

For more information contact the National Defence On-Line Program Manager