Developing a Recruitment Model for Elite Candidates for the Study and Research Centers of the Islamic Republic of Iran Army, in accordance with the Objectives of the Seventh Development Plan

Subject Areas : human resource management

Ali Azadmard ¹ , omid ardalan ² , Dehghan Nabi Alah ³ , جمشید صالحی صدقیانی ⁴ , Meysam Chegin ⁵

1 - Department of Public Administration_Faculty of Management_Islamic Azad University, North Tehran Branch_Tehran_Iran
2 - Associate Professor, Command and Staff University of the Islamic Republic of Iran Army, Tehran, Iran
3 - Associate Professor, Malek Ashtar University of Technology, Tehran, Iran
4 - Professor, Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran
5 - Assistant Professor, Department of Policy Making and Public Administration, Faculty of Public Administration and Humanities, School of Management, University of Tehran, Tehran, Iran

Received: 2025-02-11 Accepted : 2025-03-15 Published : 2025-05-05

Keywords: recruitment of qualified candidates, seventh development plan, Islamic Republic of Iran Armed Forces,

Abstract :

Background and purpose: The Seventh Development Plan emphasizes the significance of attracting highly skilled professionals. Attaining this goal necessitates the formulation of a comprehensive framework for identifying and engaging such individuals within organizations. The purpose of this research is to develop a model aimed at attracting distinguished individuals to the study and research centers of the Islamic Republic of Iran Army, in accordance with the objectives outlined in the Seventh Development Plan.

Research method: This study was carried out with an applied and developmental objective, employing a mixed-methods approach for data collection. During the qualitative phase, content analysis was employed. In the subsequent quantitative phase, the model was validated using the Delphi method. The statistical population for this stage consisted of 8 experts from faculty members of universities affiliated with the Islamic Republic of Iran Army, as well as 4 managers from the National Foundation for Elites.

Findings: The model formulated in this study encompasses the employer branding knowledge dimension, which comprises 3 components: internal (eight indicators), external (four indicators), and elite characteristics (seven indicators). Furthermore, it incorporates the application dimension of information and communication technologies, subdivided into two components: infrastructure hardware (three indicators) and the human-social software component (four indicators).

Conclusion: The enhancement of the knowledge brand and the utilization of information and communication technologies in the recruitment process may facilitate the attraction of premier talent to the study and research centers operated by the Islamic Republic of Iran Army.

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