Kristin Saling, Acting Director, Innovation Directorate, U.S. Army Recruiting Command

Leaders,

In this episode, we reconnect with Kris Saling, Acting Director of the Innovation Directorate at U.S. Army Recruiting Command, who we first met on a Department of Defense-hosted panel at SXSW. Kris is a remarkable force in talent innovation, formerly serving as Chief Analytics Officer in the Army Talent Management Task Force. She’s leading efforts to modernize and reshape how the U.S. Army recruits and retains talent, using freelance platforms and data-driven approaches to address gaps in recruitment and workforce development.

In our discussion, Kris highlights the parallels between large corporations and the Department of Defense in handling talent needs, particularly around trust, transparency, and adapting to rapid changes. We explore how the U.S. Army missed its recruitment target by 15,000 soldiers last year and why the biggest workforce challenge lies not at the top or bottom but in the middle ranks, where motivation and promotion remain obstacles. The U.S. Army is now exploring the use of freelance platform models to bring in specialized talent and efficiently distribute human capital resources. By implementing a flexible freelance model, the Army and DoD hope to achieve greater agility, cost savings, and access to the specialized skills critical to maintaining strategic advantage in an evolving landscape.

Key Takeaways:

1. The U.S. Army faces a major recruitment gap, with targets missed by 15,000 Soldiers in 2023. 
2. Trust and transparency are key to attracting talent, as recruits desire greater control and visibility in their career pathways.
3. Freelance platforms like GigEagle are being explored by the U.S. Army, enabling the Department of Defense to engage talent for short-term, specialized projects, a shift that could redefine recruitment.
4. There is a shortage of senior personnel in the US Army due to a lack of junior positions, highlighting the need for talent management and development.
5. Implementing a freelance model in the US Army and DOD can provide cost savings and access to specialized skills.
6. Identity management and trust issues are obstacles to adopting a freelance workforce.

Chapters

00:00 – Introduction and Background

03:35 – Challenges in Army Recruiting

06:34 – The Need for Updated Communication Methods

10:54 – Focus on Recruiting for Mid-Level Positions

16:23 – Exploring the Use of Freelance Platforms

23:17 – The Impending Nature of Crisis

27:42 – The Need for Commitment to Change

31:59 – Automating Talent Evaluation

35:55 – The Value of Short-Term Engagements

38:55 – Recognizing and Promoting Talent

42:32 – Data-Driven Talent Management

Follow Up Material & Links

• Kris Saling LinkedIn
• Kris Saling’s New Book: Data-Driven Talent Management: Using Analytics to Improve Employee Experience

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fellow experts

Robert Smith, Founder & CEO at Dazzle

Taylor Crane, Founder at Fractional Jobs

Melissa Valentine, Associate Professor at Stanford & Author of Flash Teams

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