![]() Units must establish a deliberate process that includes iterative review of the available resumes, active advertising and recruiting for available positions through multiple methods, outreach and interviews with high-caliber candidates, and follow-up with all contacted candidates. To benefit from the opportunities presented by the AIM2 Marketplace, units and officers have increased responsibilities as compared to the previous system. Recognition of additional officer competencies will also align individuals with unique skills to the assignments they are best suited and serve as encouragement for officers to seek professional development opportunities that might not have been previously valued by gaining units during the hiring process. ![]() Increased inclusivity in the assignment process creates greater trust of the system and contentment in assignment for the officer and units resulting in better performance of duty and job satisfaction with potential for increased retention. The indirect benefits of the AIM2 Marketplace are equally as important in the near term and have incredible potential for long-term benefit to the Army, units at all levels, and the individual Soldier. None of these examples were previously available to a hiring organization and allow for a more complete representation of the individual. Some examples of new information an officer might provide to a hiring unit are relevant civilian work experiences, applicable professional certifications not provided by the Department of Defense, and volunteer efforts. Likewise, officers can develop a resume highlighting individual assignment preferences and personal capabilities to the hiring unit. Units are now able to review resumes, contact potential hires, and conduct interviews with prospective personnel. Some of the direct benefits of this new method are increased transparency of available assignments shared responsibility of talent management between the unit, officer, and Human Resources Command and enhanced opportunity for talent attraction by the unit. To briefly summarize the AIM2 Marketplace, this methodology allows the moving service member to see all available assignments and units with validated vacancies to see all moving personnel. Additionally, the service member has the ability to provide a narrative that summarizes themselves as well as describes additional experiences and capabilities that might not have previously been known by assignment officers or gaining organizations relying primarily on an Officer Record Brief (ORB) and, when provided, evaluation reports. Army has taken a large step forward in the realm of talent management for active-duty officer placement with the implementation of the Assignment Interactive Module 2 (AIM2) Marketplace.
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