RECRUITMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86B00154R000100070020-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: January 4, 2017
• Document Release Date: April 17, 2008
• Sequence Number: 20
• Publication Date: March 21, 1983
• Content Type: MEMO

Approved For Release 2008/04/17: CIA-RDP86B00154R000100070020-8
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 Approved For Release 2008/04/17: CIA-RDP86BOOl54R000100070020-8
21 tlarch 1983
MEMORANDUM FOR: Deputy Director of Central Intelligence
Executive Director
FROM: Director of Central Intelligence
SUBJECT: Recruitment
-/S 9
T. We need a thorough and top reevaluation of our recruiting system and
methods. We are in a bad position, having asked for and obtained support to
rebuild clandestine HUMINT capability, acting and sometimes testifying as
though it has been proceeding on schedule, and now find it necessary to
acknowledge that it has fallen behind rather badly. This particularly annoys
me because I have regularly raised this issue at Tuesday morning staff meetings
and received a reassuring answer that recruiting is ahead of schedule, never
getting a breakdown reflecting that the effort was falling behind in critical
areas. I also raised at these meetings from.time to time whether generalized
personnel recruiters are effective in attracting the kind of people we need for
.our specialized career service.
2. I want to know where we stand in these respects: First, I want to
have a breakdown of each CT class during 1981, 1982 and 1983--how many
operations officers, etc. Then I want to know what happened
to them--how many went to each geographic division, how many
were absorbed in task forces, etc. I want to know what each geographic division
received from each class, how much on the average, how much during each time
period, how the rate of flunking out has varied over the last five years or
so. I want to look at the production of the personnel recruiters and get
their production broken down by types of recruits.
3. In visiting stations I had a series of talks to a few Intel
Analysts.. I would like to know how many IAs we have functioning today and how
many of them have become case officers or virtually case officers. Then, I
want to take a hard look at the whole organization and see where we can convert
less productive slots to operations slots and how to do it, i.e., divisions
which perhaps could have lower priority, etc. Most important of all, we must
find a. way to engage experienced operations officers in attracting new young
men and women to this career. I think the record confirms the instinct I have
expressed before that personnel officer types are not likely to do too well at
this. We have to activate dedicated people in the organization to do more
.spotting and selling on the side, so to speak. We may need to spring a few
officers to spend some fragment of their time hustling for recruits.
more operations officers loose to help in this cause---require
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4. Finally, I want to reach out to take in more young men between the ages
of 27-32, give or take a year or two, who have proven themselves by doing something
and can be persuaded to come to us. How has our CT recruiting broken down between
fresh off campus and people with varying levels and kinds of actual experience?
To get more action we need and military liaision people to intensify
this effort-
5. I've asked
information on recruitment.
to take action on this memo and pull together
William J. Casey
cc: SA/DCI/IA
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