## 2 Literature Review  
The literature presents few studies that apply MCDM methods to the problem of personnel selection in the military environment. We found few studies that address the themes, such as in the selection of war games [28] and the designation of military personnel to positions of trust [29]. On the other hand, there are many examples of MCDM applications in personnel selection. For [30], project performance will be affected without an adequate and accurate method for HR problems. A suggested viable methodology for these types of problems is MCDM. The authors used the Analytic Hierarchy Process (AHP) and Analytic Network Process (ANP) methods for personnel selection. [PERSON] [31] developed a hybrid model that employed the ANP and modified the Technique for Order Preferences by Similarity To Ideal Solution (TOPSIS) method into a personnel selection problem. The authors used the ANP method to analyze the structure of the personnel selection problem and determine the criteria weights. In contrast, the TOPSIS method obtained the final ordering. According to the author, the company's management considered the application and the results satisfactory and implementable in its personnel selection process. [PERSON] and [PERSON] [32] proposed a general methodology for the field of HR management and performance management, using the MULTIMOORA method with fuzzy sets type 2, providing the means for MCDM related to inaccurate assessments. According to [33], many individual attributes considered for personnel selection, such as organizational ability, creativity, personality, and leadership, exhibit inaccuracy. In this context, fuzzy set theory represents an essential tool to provide a decision-making framework that incorporates inaccurate judgments inherent in the personnel selection process. The authors used an algorithm composed of the fusion of diffuse information and the Additive Ratio Assessment (ARAS) and Step-wise Weight Assessment Ratio Analysis (SWARA) method. They also illustrated the structure through an architect's selection problem. According to [34], given the uncertain, ambiguous, and vague nature of personnel selection, this process requires the application of MCDM methods for robust and fair recruitment. The authors used the Fuzzy-MULTIMOORA method for group decision-making (MULTIMOORA-FG) to aggregate subjective evaluations of decision-makers and performed personnel selection procedures. The authors applied the method in a company with four decision-makers to choose the best candidate to fill a vacancy. The committee decided to consider eight qualitative attributes expressed in linguistic variables. According to [35], multiple criteria and qualitative and quantitative factors make the decision-making process more complex. The authors proposed a hybrid approach to decision-making, allowing the combination of qualitative and quantitative factors. They used Fuzzy ANP techniques, Fuzzy TOPSIS, and Fuzzy ELECTRE (Elimination Et Choix Traduisant la Realite) to select snipers and applied them to a real case. [PERSON] and [PERSON] [36] developed a computer-based group decision support system to increase recruitment productivity and compare their method with other fuzzy number classification methods. In another scenario, [PERSON] et al. [37] proposed an analytical solution to the Fuzzy-TOPSIS method. The authors provided detailed comparations and applied the proposed methodology in personal selection. [PERSON] et al. [38] presented a new approach to the Kemeny Median Indicator Ranks Accordance (KEMIRA) method to determine the weights of priority and selection criteria to solve MCDM problems. The authors illustrated the method in a numerical example for the elite selection of security personnel. [PERSON] et al.