Military Hiring System

The best system for promotions and hierarchy in the military is to assign everyone a rank based not on connections, race, gender, or even experience, so much as their ability to do the job. To that end, military selection for all roles should focus on detailed simulations of the job in question. This is already the case for fighter pilots and to some extent, special forces soldiers, who undergo escape and evasion exercises and mock interrogations, but should be the case for all roles in the military, especially senior officers. Now, ‘office politics’ and people skills are an integral part of the job, so the quality of interactions with potential colleagues should be taken into consideration too. In practice, this would result in more and younger high IQ individuals taking up the highest ranks in the military. It would unleash a tidal wave of mini-Napoleons rising rapidly through the ranks and cause an upheaval in the command structure. Obviously, it is preferable for talented second lieutenants and privates to jump through the ranks to positions where their abilities can be used rather than waiting years or decades to be ain a position of real authority. There should be a system for pay rises and promotions based on objective data such as KPI’s (Key performance indicators), including mission successes, fulfilled objectrives, combat kills, physical fitness test scores, readiness, training performance, technical competency test results, IQ, etc.