1.Recruitment Process Inefficiencies

• The CAF lacked data on why over half (54%) of applicants withdrew or stopped responding.
• Security screening and medical processes created long delays.
• IT systems (over 8 platforms) were disconnected and heavily manual, requiring recruiters to re-enter data.

2. Training and Capacity Shortfalls

• Even if recruitment targets had been met, basic training capacity was insufficient.
• The Canadian Forces Leadership and Recruit School operated at only 80% capacity with instructor and equipment shortages.
• Fragmented IT systems for training (e.g., BTLMS) were underused and ineffective.

3. Understaffed and High-Demand Occupations

• Key trades, pilots, signal and line technicians, engineers, ammunition and aircraft techs, remained chronically short-staffed.
• 13% of military occupations are at risk of never reaching authorized staffing levels without targeted action.

4. Representation and Diversity

• CAF exceeded recruitment targets for Indigenous and visible minority candidates but lagged on women’s representation, still below the 25% goal (currently 18%).
• Women’s recruitment rate remained half that of men.

5. Governance and Coordination

• Prior to 2024, decision-making was fragmented.
• The Recruiting Campaign Board (June 2024) began centralizing oversight, removing the aptitude test, and adjusting medical and security requirements.
• These reforms came late in the audit period, so their effectiveness remains unproven.

6. Security Screening Delays

• The backlog of Secret clearance requests grew to 8,335 files.
• 37–41% of applications failed initial quality checks, further slowing processing.
• CAF began seconding staff to the Canadian Security Intelligence Service (CSIS) to reduce backlogs.