Transitioning from military to civilian life poses distinct challenges for veterans, particularly in navigating the job market. Many Service leavers possess abundant transferable hard and soft skills, yet may encounter difficulties translating them into civilian terminology. Moreover, they may lack experience in traditional interview settings. To effectively support veterans and ensure their valuable talents are acknowledged and utilised, it is imperative to establish an inclusive recruitment process.
Here are seven recommendations from other Forces-friendly organisations to remove barriers and promote inclusivity in hiring veterans.
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Educate Hiring Managers About Military Experience
Educate recruiters on military terminology, job roles and transferable skills to better understand veterans' skills and experiences. This knowledge will help ensure that veterans' talents are effectively recognised and appreciated during the recruitment process.
Read our detailed articles on understanding the Armed Forces community.
Standard Life hosts a series of "teach-ins" where ex-military individuals and charitable organisations collaborate with the recruitment team. These sessions help the team comprehend the valuable skills and talents veterans bring while also addressing the challenges veterans encounter in adapting their skills to civilian workplaces.
The UK online veteran community, JobOppO, offers a skills translator tool aimed at assisting non-military organisations in comprehending British Army roles, ranks, and skill sets. Because titles and ranks are similar across the Five Eyes nations, this translator can provide insight into the range of skills developed at various levels within the military. View their skills translator
Reed in Partnership has dedicated time to scrutinise its recruitment procedures to eliminate barriers that might hinder the inclusion of former military personnel. This effort resulted in the development of a guidance document, aiding hiring managers in understanding the Armed Forces community and aligning military skills and qualifications with civilian job roles. Download their guide here.
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Supportive Interview Practices
Offer additional support and guidance during interviews to help veterans feel comfortable and confident. Creating a welcoming environment can encourage veterans to showcase their skills and potential more effectively.
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Transparent Job Descriptions:
Craft clear and transparent job descriptions that avoid jargon and provide comprehensive details. This clarity will help veterans understand how their skills align with available opportunities and feel confident in applying for positions.
A few years ago, Standard Life conducted a thorough review of their recruitment policies and practices to foster a more inclusive and diverse workforce. They developed Armed Forces-friendly policies concerning annual leave and working schedules. Additionally, they standardised all job titles and descriptions to emphasise the skills and competencies needed for each role, rather than solely focusing on experience or qualifications. This approach led to substantial growth in diversity, encompassing veterans, young individuals, and employees from BAME backgrounds.
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Develop a Dedicated Military Program
Establish dedicated programs or portals to streamline the recruitment process for veterans. By creating user-friendly platforms and appointing internal champions, organisations can demonstrate their commitment to supporting veterans in their workforce.
Creating a dedicated military jobs portal that is user-friendly and straightforward will draw ex-military job seekers to an organisation's website. If creating your own portal is not feasible, consider contributing to an existing one.
Establish a centralised site for veterans to easily discover job roles within your company.
Urge a senior business leader to champion veterans, supervise the planning and implementation of your program, and guarantee their equitable treatment throughout the company's recruitment and selection procedures. Ensure the appointed champion is featured prominently on your website and plays a crucial role in managing the internal military network. It's not essential to choose a military employee with recruiting or training experience; a well-empowered project manager familiar with the business will be equally effective. In Scotland, every local authority, along with NHS Scotland, Police Scotland, and DWP, appoints a Veterans Champion. This designated individual ensures that policies and procedures do not put veterans or their families at a disadvantage. Internally, they educate HR and management personnel about unseen barriers that may hinder veterans from accessing the workplace. Externally, they support veterans in transitioning into the local community.
"Unlocking the full potential of military service leavers lies in providing them with something they've often sought but rarely found – transparent and equitable career progression. When a civilian workplace demonstrates a commitment to clear, merit-driven career management, it not only fosters trust and retention but also creates a compelling destination for those who have served.” - Sophie Thompson,Regional Marketing Manager, WithYouWithMe
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Evaluate Beyond Experience:
Assess veterans based on their abilities and potential, rather than solely focusing on past experience. Implementing competency-based assessment processes can ensure a fair and inclusive evaluation for all candidates.
It is crucial and beneficial for employers and businesses to evaluate military candidates based on their abilities and potential, rather than solely on past experience.
Try to develop a competency based application process that focuses on the types of skills and competencies that individuals need for the job.
NHS Lanarkshire has formulated a Values and Competency-Based Recruitment framework, striving to select the most suitable candidate with the requisite skills for each role. In addition to HR guidance, extensive web resources are available, offering insight into the system's workings and tips for completing applications.
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Promote your jobs and opportunities on military-focussed platforms
It’s important to utilise specialist consultancies, recruitment agencies, and charities to advertise roles, as these are often the initial touchpoints for ex-military jobseekers. Organisations like The CTP provides a free jobs board for Service leavers. It also runs joint military insight days and events for organisations.
Forces-families jobs and RecruitForSpouses
Other organisations such as SaluteMyJob, JobOppo and WithYouWithMe will advertise your roles to the wider community. Remember that Service leavers are only a proportion of the Armed Forces community. Veterans who have left the Services for over 2yrs do not get access to the jobs board as well as military spouses and reservists. These recruitment consultancies will also search for veteran talent for you and provide you with a shortlist of candidates rather than just a 'spray and pray' approach.
Troopr is a new platform partnering with as many collaborative organisations as they can to become one place for you to go to promote your opportunities rather than each individual one. Troopr will work with you to understand your requirements then hand select which of our partners to share your opportunities with dependent
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Promote Armed Forces-Friendly Practices
Promote the adoption of armed forces-friendly practices internally and within supply chains. By engaging in communication, including veteran employment programs in contracts, and participating in initiatives, employers can demonstrate their commitment to supporting veterans in the workforce.
Integrate this into the vetting process when engaging suppliers or issuing job tenders – inquire if they have an existing program and collaborate to establish one if they don't. Include it in tenders/contracts; if suppliers lack a similar program, make the contract contingent on their cooperation in initiating one.
Spread the word about your program publicly, creating online assets like website pages, social media posts, and advertisements to increase visibility. Many servicemen and women considering a career change will start searching for 'jobs for veterans' online months before they leave the military. Ensure your program stands out as one of the top options they see. Your online marketing strategy should also involve connecting with social media groups and pages focused on veterans and their families.
Take part in pledges and engage with veteran employment programs. Highlight these affiliations in your communications and job postings to show your commitment to supporting veteran employment.
Creating an inclusive recruitment process for veterans requires a multifaceted approach that addresses various challenges and barriers. By implementing these seven suggestions, organisations can foster an environment where veterans feel valued, respected, and empowered to contribute their unique skills and experiences to the workforce. Together, we can build a more inclusive and supportive job market for veterans transitioning to civilian life.