Singapore’s plummeting birth rate— at a historic low of 0.97 in 2024—has ignited a dual crisis: a shrinking workforce and a dwindling pool of citizens eligible for national service (i.e. conscription). This demographic emergency threatens not only economic vitality but also national security. This must compel Singapore to review and adopt bold, globally informed strategies to sustain its defence capabilities and build its human capital.
Drawing on proven models from the U.S., France, the UK, Spain, and India — and building on its past experience with the Gurkha Contingent of the Singapore Police Force — Singapore can turn its manpower challenge into an opportunity by expanding foreign recruitment.
Recently, the Singapore Civil Defence Force (SCDF) announced plans to hire foreigners to complement its emergency medical services workforce, marking a significant step in this direction.
This strategy can be further enhanced by leveraging emerging technologies to transform military operations, fostering workforce innovation, and tapping into new sources of human capital. By integrating advanced technologies, Singapore can improve operational efficiency while attracting a diverse talent pool.
This approach not only bolsters manpower but also creates a pathway for naturalizing immigrants, enriching the nation’s social fabric and ensuring a sustainable workforce for the future.
Global Recruitment Models: Lessons from Success Stories
1. The French Foreign Legion
For nearly two centuries, the French Foreign Legion (French: Légion étrangère, or simply la Légion;FFL) has epitomized the integration of foreign nationals into a disciplined, loyal fighting force. Recruits from over 150 countries undergo rigorous training and earn citizenship through service, proving that diversity, when paired with strict protocols, enhances operational readiness.
A unique corps of the French Army established in 1831 to allow foreign nationals to serve, it includes various specialities such as infantry, cavalry, engineers, and airborne troops. Historically, the Legion was part of the Armée d’Afrique, which supported France’s colonial efforts in North Africa until the end of the Algerian War in 1962.
In contemporary times, legionnaires are recognized as highly trained soldiers. Their training regimen that emphasises traditional military skills and fosters a strong esprit de corps among its diverse members.
This training is both physically demanding and psychologically intense. Serving under a five-year contract, after three years of service, legionnaires can apply for French citizenship, or immediately if wounded in action, a provision known as “Français par le sang versé” (“French by spilled blood”).
In 2018, the Foreign Legion comprised about 7–8% of the French Army’s total strength, or 11% of its Ground Operational Forces. It is the only unit in the French Army open to individuals of any nationality. While most legionnaires still come from European countries, an increasing number are from Latin America and Asia. Most commissioned officers are French, with around 10% having risen through the ranks from within the Legion.
Members hail from 140 countries. Historically, recruits were required to enlist under a pseudonym to help those seeking a fresh start. This policy aimed to ensure fairness among new recruits. French citizens could also enlist under a fictitious foreign identity, typically from a francophone country like Belgium, Canada, or Switzerland.
As of September 2010, new recruits can choose to enlist under their real names or declared identities. After one year of service, those who enlisted under a pseudonym can regularize their status. To apply for French citizenship after three years, a legionnaire must serve under their real name, have no legal issues, and demonstrate “honour and fidelity.”
2. The Spanish Foreign Legion
Spain’s Foreign Legion, also called the Spanish Legion and modelled on the FFL Foreign Legion, leveraged shared linguistic and cultural ties to build cohesion. Formed to provide a corps of professional troops to fight in Spain’s colonial campaigns, it demonstrated how strategic recruitment can fill manpower gaps while maintaining high combat standards.
For many years, the Spanish Foreign Legion was the only unit in the Spanish Army composed of both Spanish and foreign troops. Enlistment of foreigners was suspended in the early 1980s, but in the 2000s, following the end of conscription, the Legion reopened its ranks to foreign recruits, primarily male and female Spanish speakers from Central and South America.
Today, the criteria for joining the Spanish Legion includes:
- Spanish citizenship (citizens from former Spanish territories can also join; foreign recruits must have a valid Spanish residence permit).
- Good legal standing and no deprivation of civil rights.
- Age between 18 and 29 on the day of joining boot camp.
- Ability to pass psychological, physical, and medical evaluations.
Currently, the Spanish Legion primarily participates in NATO peacekeeping missions, comprising 5,000 soldiers organized into a Brigade of two Tercios (regiments) based in Ronda, Málaga, and Viator, Almería (Andalusia). Additionally, two independent tercios are stationed in the Spanish African enclaves of Ceuta and Melilla. The Legion operates under the direct control of the Spanish General Staff.
3. The U.S. Military’s MAVNI Program
The U.S. Military Accessions Vital to National Interest (MAVNI) programme recruited immigrants with critical skills — from medical expertise to language proficiency — offering U.S. citizenship in exchange for service. This model highlights how targeted recruitment strengthens both defence capabilities and national human capital, attracting talent that drives innovation.
Initiated by the U.S. Department of Defence in 2008, it recruited legal non-immigrants with critical skills into the U.S. Military. Eligible candidates include healthcare professionals and language experts, such as those proficient in Pashto and Persian. Successful recruits, typically enlisted soldiers, gain U.S. citizenship upon completing their Basic Combat Training (BCT).
MAVNI yielded notable successes, such as Paul Chelimo, the 2016 Olympic silver medallist in the 5000 meters, and Saral K. Shrestha, a Nepalese native and MAVNI recruit who served with the U.S. Army’s 3rd Special Forces Group and won the 2012 Soldier of the Year award. Others MAVNI recruits have shared their experience.
MAVNI recruits tended to possess higher educational credentials and lower attrition rates than normal enlistees, with many assigned to Special Operations units due to language skills.
Starting off as a one-year pilot with a cap of 1000 recruits, It was suspended in 2009 following the Fort Hood shooting but resumed in 2012 with enhanced vetting procedures. In 2014, the program was extended until 2016 with a cap of 5,000 recruits.
However, MAVNI was suspended indefinitely in December 2016, leaving over 4000 immigrant recruits in limbo. The suspension led to legal disputes, including allegations of shoddy background checks and unequal treatment of MAVNI soldiers.
4. India’s Gurkha Regiments: A Regional Blueprint
At the time of Indian Independence in 1947, six Gorkha regiments from the British Indian Army transitioned to the Indian Army under the Britain–India–Nepal Tripartite Agreement. These troops primarily hail from the Gurkha communities of Nepal.
Additionally, a seventh Gorkha Rifles regiment was re-established in the Indian Army to honor the dedicated Gorkha soldiers of the 7th and 10th Gurkha Rifles who opted not to join the British Army.
India’s integration of Nepalese Gurkha soldiers in the form of the Gorkha regiments offers a compelling regional precedent. Recruited through gruelling physical and mental assessments, Gurkhas are celebrated for their bravery and loyalty, serving as lynchpins in conflicts with China and Pakistan. India’s success rests on three pillars:
- Rigorous Selection: Only 1 in 30 applicants is accepted, ensuring elite standards.
- Cultural Synergy: Gurkha traditions are honoured, fostering pride and unity.
- Pathways to Citizenship: Long-term service often leads to naturalisation, deepening ties to India.
5. Singapore’s Gurkha Contingent: A Domestic Proof of Concept
Since 1949, the Singapore Police Force’s Gurkha Contingent (GC) has been a cornerstone of internal security, excelling in counter-terrorism and riot control. Recruitment is meticulously conducted, emphasising both physical and mental fortitude, ensuring that only the most capable individuals are selected.
The Gurkha Contingent serves as a specialist guard force and counter-terrorism unit, deployed in high-security situations such as major national events and potential civil unrest. Their perceived neutrality is a significant asset in sensitive situations, and they are renowned for their discipline, professionalism, and operational effectiveness. Living in a self-contained cantonment, they maintain a distinct identity and culture within the SPF.
It also underscores how foreign recruits, when rigorously vetted and trained, can become indispensable to national institutions. The GC’s success provides a ready template for expanding foreign recruitment into the SAF.
The long-standing success of the GC demonstrates the feasibility of integrating foreign recruits into Singapore’s security apparatus. Their model underscores the importance of rigorous selection processes, thorough training and integration, strong unit cohesion, and careful consideration of living situations.
However, expanding foreign recruitment into the Singapore Armed Forces (SAF) would require careful consideration of national security implications, social cohesion, logistical and administrative challenges, and the differences between police work and military roles. Recent incidents involving some Gurkha contingent members in illegal activities also highlight potential risks that need to be addressed.
In essence, while the GC offers a valuable case study, its specific model would need to be adapted to the unique requirements and considerations of the SAF.
A Dual Strategy: Foreign Recruitment and Technological Innovation
| Aspect | British Army | US MAVNI Programme | French Foreign Legion (FFL) | |
| Age Requirements | 16-36 years, (varies by role) | 17–34 years | 17–39.5 years | |
| Background Check | Strict criminal record checks | Extensive security screening | No criminal record checks | |
| Eligible Foreigners | Commonwealth citizens, Irish nationals | Legal non-citizens in the U.S. | Any foreign national | |
| Skill Requirements | General or role-specific skills | Critical skills (language, medical) | No specific skills required | |
| Rank Advancement | Enlisted to officer (via commissioning) | Enlisted roles only (no officer path) | Enlisted to officer (after naturalization) | |
| Citizenship Pathway | No direct citizenship pathway | Fast-track U.S. citizenship for eligible recruits | French citizenship after 3 years of service | |
| Unique Features | Diverse roles and career progressions | Targets non-citizens with critical skills (e.g., medical, language) | Open to foreign nationals, no prior military experience required |
To address the long-term manpower crisis facing its security apparatus, particularly the Singapore Armed Forces (SAF), Singapore should implement a structured, merit-based foreign recruitment system while expanding recruitment efforts for both locals and foreigners across age ranges. Proven models from the British Army, U.S. MAVNI Program, and FFL provide valuable insights into effective foreign recruitment strategies.
The British Army focuses on recruiting from Commonwealth countries, offering a structured career path with opportunities for rank advancement from enlisted to officer roles. However, it lacks direct citizenship incentives, which may deter those seeking naturalization.
In contrast, the U.S. MAVNI Program targeted highly skilled non-citizens already residing in the U.S. and provides a fast track to citizenship, but it limits recruits to enlisted positions without officer commissioning opportunities. This makes it appealing for those seeking citizenship but less attractive for those aiming for higher ranks.
The FFL stands out for its inclusivity, accepting foreigners from any background and offering a unique pathway to French citizenship and a new identity. It allows for rank advancement to officer roles after naturalization, providing a clear path for long-term career growth.
Singapore can draw on these models, particularly the FFL’s inclusivity and career progression opportunities, as it considers expanding foreign recruitment into the SAF.
Targeted recruitment should focus on regions like Nepal and parts of India, where strong martial traditions align with military needs, as well as British Commonwealth and Southeast Asian countries that share cultural, social, and legal commonalities.
A rigorous vetting process is essential, incorporating thorough background checks, psychological evaluations, and loyalty assessments similar to those used by the FFL and Indian Army to ensure the quality and reliability of recruits. Additionally, offering a clear path to citizenship for those who serve with distinction can incentivize long-term commitment and encourage exemplary service.
In parallel with recruitment efforts, the SAF must embrace emerging technologies to enhance operational efficiency. Deploying unmanned systems, such as drones and AI, can reduce reliance on human personnel while significantly boosting surveillance and strike capabilities. Furthermore, assigning conscripts and reservists to roles that leverage their civilian expertise, such as engineers managing drone fleets, optimizes the use of available skills.
To attract and retain digitally native recruits, the SAF is already modernizing training through gamification and flexible roles, making the experience more engaging and relevant to younger generations. Together, these initiatives can strengthen Singapore’s military capabilities while effectively addressing its manpower challenges.
Critics argue foreign recruitment risks diluting national identity or compromising security. Yet global precedents rebut these fears:
- Security Assurance: France’s Foreign Legion and India’s Gurkhas show that rigorous vetting and continuous monitoring mitigate risks.
- Cultural Cohesion: Military service itself fosters unity. The GC’s unique integration into Singapore — where recruits learn Malay and adopt local customs — proves diversity strengthens, not weakens, institutional identity.
- Loyalty Through Inclusion: Naturalisation policies, as seen in the U.S., transform recruits into stakeholders invested in Singapore’s success.
Implications for National Service
With the demographic challenge marked by low fertility rates and a shrinking pool of local manpower, the SAF could consider foreign recruitment model, adapting the templates offered by US’s MAVNI or the FFL . However, supplementing Singapore’s National Service (NS) isn’t merely a numbers issue. Reforms to it touches every facet of operational readiness, cultural identity, legal frameworks, and national pride.
In terms of operational and strategic considerations
Manpower and Skill Gaps: With fewer locals available, the SAF might struggle to maintain readiness. Schemes like MAVNI, which bring in recruits with specialized skills (e.g., language and medical expertise), could fill critical gaps. Similarly, a FFL–style program might attract a diverse range of applicants, broadening the skill set of the force.
Training and Integration: Incorporating foreign recruits requires overcoming language barriers, cultural differences, and variations in military practices. Successful integration would demand extra resources for language courses, cultural orientation, and adapting operational doctrines. Long-term success rests on strong mentorship, comprehensive cross-cultural training, and possibly designated units that blend foreign and local talent.
Command & Unit Cohesion: A traditionally citizen-centric force incorporating non-citizens may face challenges in maintaining discipline, ensuring loyalty, and fostering unit cohesion. Adjustments in command structures and personnel management would be essential to address diverse cultural expectations and military traditions.
In the domain of societal and cultural implications:
National Identity & Citizen-Soldier Ethos: National Service is a cornerstone of Singapore’s identity—a shared rite of passage reinforcing communal responsibility. Introducing foreign recruits risks diluting this tradition and might spark concerns about undermining the citizen-soldier ideal.
Perception of Fairness: Local citizens could view the recruitment of foreigners as creating a two-tier system, compromising the fairness and sanctity of NS. This perception could trigger domestic debates and challenge the social contract that underpins national service.
Cultural Integration: The blend of cultures within a disciplined military environment necessitates careful management of communication, leadership expectations, and conflict resolution styles. Ignored nuances could lead to friction, undermining trust and effectiveness.
When it comes to navigating legal and policy frameworks:
Citizenship & Residency Policies: A program modelled on MAVNI often provides a path to citizenship or residency. Adapting such a model for Singapore means overhauling immigration and security clearance laws while carefully defining the rights and responsibilities of these new recruits.
Legal Accountability & Loyalty: Robust legal safeguards must be in place to ensure loyalty, protect sensitive information, and provide recourse for breaches. Introducing non-citizens into national defence calls for stringent vetting and clear accountability protocols.
Altering the NS model could ignite intense domestic debate. Balancing practical security needs with the traditional values of NS is likely to spark scrutiny and heated discussion among policymakers and citizens alike.
Moreover, foreign recruitment may reshape how Singapore’s defence policies and national identity are perceived regionally and internationally. Diplomatic finesse will be essential to maintain a positive image and ensure stability in the global arena.
On the strategic front, recruiting foreigners could be a double-edged sword. While it promises enhanced capabilities through specialised skills and a vital boost to manpower, it also risks diluting the citizen-soldier ethos core to Singapore’s identity.
A balanced, hybrid approach might offer the ideal compromise: maintaining the traditional citizen-soldier framework while establishing dedicated units for foreign recruits. Such a measured strategy would allow the SAF to harness external expertise without fundamentally altering its core national defence identity.
Integrating or otherwise foreign recruits into Singapore’s security apparatus and other institutions linked to NS demands a multifaceted strategy:
- Robust integration programs to bridge cultural, linguistic, and operational gaps.
- Revised legal frameworks to ensure clear citizenship, loyalty, and accountability.
- Transparent public dialogue balancing modern security needs with deep-rooted national identity.
While the potential benefits—addressing manpower shortages and infusing new skills—are enticing, the risks to the enduring values of NS require careful, deliberate planning.
Vision for a Resilient Future
Singapore’s demographic reality demands a paradigm shift. By merging foreign recruitment —informed by global best practices — with cutting-edge operational reforms, the SAF can transcend its manpower constraints.
India’s Gurkha model and the GC’s legacy demonstrate that foreign nationals, when integrated thoughtfully, enhance both capability and cultural richness. Paired with automation and workforce innovation, this strategy positions Singapore to lead in 21st-century defence, where agility and diversity are strategic assets.
This is not merely a stopgap measure but a transformative vision. By embracing global talent and technology, Singapore can secure its sovereignty while reaffirming its reputation as a dynamic, forward-looking nation — one where demographic challenges catalyse innovation rather than compromise resilience. The time to act is now: the future of national defence hinges on the courage to reimagine tradition.
