The U.S. military had a severe recruiting crisis for years, with commanders warning the issue could have long-lasting effects. The Army had special trouble reaching its recruitment targets, typically falling tens of thousands short, while just a little more than one in four young Americans qualified to serve without needing a waiver. The situation was framed by military leaders as an “existential issue,” not only impacting the Army’s readiness but national security in general.
The challenge wasn’t simply about hitting numbers. The pool of eligible candidates has been shrinking for decades, interest in military service has waned, and the gap between civilian life and military life has grown wider. The COVID-19 pandemic made matters worse, shutting down recruiting stations and limiting face-to-face outreach. At the same time, academic struggles and rising rates of obesity among young people further reduced the number of qualified applicants.
Fast forward to the present, and the landscape is much improved. Army Secretary Christine Wormuth just reported that the service is on target to reach its recruiting mark in 2025, with over 61,000 new contracts signed by September and a robust delayed-entry pool for next year. “We are going like gangbusters, which is great,” she reported, noting the dramatic turnaround.
This didn’t occur by chance. A range of programs were launched to increase the number of available recruits and update the way the military recruits talent. Initiatives such as the Future Soldier Prep Course provided struggling recruits academically or physically with up to 90 days of schooling to get them up to military standards. The Navy also moved in the same direction with its Future Sailor Prep Course, and the Air Force changed body composition and tattoo rules to expand eligibility.
Recruiters themselves became a focal point, with overhauled selection and training programs to make sure the right individuals were talking to potential recruits. Enlistment bonuses, choice of station, and faster promotions have also attracted both recruits and recruiters themselves.
Despite these achievements, there are still challenges. The percentage of youth who qualify without a waiver is still low, at about 23%. Medical conditions, educational gaps, and moral issues like prior drug use or a history of mental illness still cause many to be disqualified. The services have reacted to this by simplifying waiver processes, increasing medical personnel to hasten reviews, and piloting programs that reevaluate some disqualifying conditions, like ADHD.
Societal trends are also at play. Fewer youth are directly connected to the military—just 15% have a parent who served, down from 40% in 1990. That reduced exposure is part of the reason for less interest in serving and a less clear picture of what military life is like. As Dr. Katie Helland, Department of Defense Director of Military Accession Policy, stated, many American youth are both unaware and disconnected from the military experience.
Recent policy changes have made recruiting more complicated. Executive orders have impacted programs and rules of eligibility, such as limits on transgender service members. In the Navy, recruiters had to adapt to policy changes right away before formal Pentagon guidance was completed. These actions have prompted lawsuits and are raising concerns among some veterans and military officials, warning that excluding qualified people based on background or gender identity may undermine readiness and damage national security. Directives also restricted collaboration with some outside groups, causing questions about how the military recruits specialized expertise in science and engineering.
The diversity and inclusion debate rages on. Critics say such efforts divert attention from the military’s core mission of readiness and lethality. Supporters reply that a diverse force is stronger, with differing viewpoints, competencies, and problem-solving expertise to solve difficult operations. Retired General Mark Milley said diversity makes “the system and our warfighting capabilities” stronger. Army Secretary Wormuth has defended DEI initiatives as counter to assertions that they have damaged recruiting, pointing out that hardly any recruits complain about it. She further mentions that the Army has enjoyed a record number of Hispanic and Black recruits.
In the future, the journey will still be difficult. Eligibility requirements and interest levels continue to be restrictive. The military is investing in outreach, advertising, and community engagement to connect the public to service life. New technology, such as AI-powered recruiting, wider digital job boards, and collaborations with organizations such as the Air and Space Force Association, enables recruiters to reach a greater, more diverse group of people.
Each branch is increasing its recruiting goals, both a testament to optimism for ongoing efforts and a response to increasing manpower requirements. The fight for America’s talent is far from finished, and the military keeps up its adaptability, ingenuity, and learning—recruit by recruit. The ultimate aim is not merely to fill quotas, but to construct a force that represents the nation it protects and is prepared for any challenge that may arise.