Introduction
Recruiting the right people has never been more challenging. Across the UK, employers continue to experience skills shortages in sectors such as engineering, manufacturing, logistics, construction, facilities management, healthcare and utilities. As a result, many organisations are asking an increasingly common question:
"How do I recruit ex-military personnel?"
Having specialised in recruiting service leavers and veterans for more than 20 years, we've seen first-hand why employers value Armed Forces talent and what makes the difference between successful recruitment campaigns and those that fail to attract suitable candidates.
The reality is that recruiting ex-military personnel is not difficult, but it does require an understanding of where they look for work, how they present their skills and what they expect from prospective employers.
This guide explains how your organisation can successfully attract, engage and recruit talented people leaving the Royal Navy, British Army and Royal Air Force.
Why Recruit Ex-Military Personnel?
Before considering how to recruit veterans, it is worth understanding why so many employers actively seek them out.
Military personnel often leave the Armed Forces with highly developed transferable skills, including:
- Leadership and team management
- Engineering and technical expertise
- Health and Safety awareness
- Project and operational planning
- Problem solving under pressure
- Communication and teamwork
- Reliability and accountability
- The ability to learn quickly and adapt to new environments
These qualities make ex-military candidates valuable across a wide range of industries, not just defence-related organisations.
Understand That Military Skills May Not Look Familiar
One of the biggest mistakes employers make is expecting military CVs to resemble civilian CVs.
Service leavers often describe their experience using military terminology that may be unfamiliar to civilian recruiters.
For example, someone responsible for maintaining sophisticated military equipment may not immediately describe themselves as a maintenance engineer or field service engineer, despite possessing many of the required technical competencies.
Similarly, someone who has managed personnel and equipment during military operations may have extensive project management or logistics experience, even though they have never held those civilian job titles.
Looking beyond military terminology allows employers to recognise transferable skills that might otherwise be overlooked.
Write Job Adverts That Speak to Veterans
Job adverts play a significant role in attracting ex-military candidates.
Many organisations unintentionally make their vacancies less appealing by assuming applicants already understand their business or industry.
Instead, explain:
- What the organisation does
- Why the role is important
- How military skills transfer into the position
- The training and support available
- Career progression opportunities
- Salary and benefits where possible
The more clearly you demonstrate how military experience relates to your vacancy, the more likely veterans are to apply.
Advertise Where Ex-Military Personnel Actually Look
Perhaps the biggest misconception is that all candidates search for jobs in the same places.
Many service leavers actively use specialist military recruitment platforms, Armed Forces resettlement resources and veteran networks rather than relying solely on large general job boards.
By advertising through specialist ex-military job boards such as CivvyJobs.com, employers can significantly improve their visibility amongst military personnel actively planning their transition into civilian employment.
Using specialist platforms alongside wider recruitment activity often produces the strongest results.
Recognise That Veterans Value Different Things
Salary will always be important, but many ex-military candidates also consider factors such as:
- Job security
- Leadership quality
- Training opportunities
- Career progression
- Team culture
- Purpose and meaningful work
- Work-life balance
Employers who communicate these aspects clearly often receive stronger engagement from veterans.
Avoid Making Assumptions
Not every veteran is an engineer.
Not every service leaver wants to continue working in defence.
Not everyone has served overseas.
Likewise, many military personnel possess leadership, planning, administration, cyber security, logistics or healthcare experience that employers may not initially associate with Armed Forces service.
Treat each individual as exactly that, an individual.
Support the Transition Into Civilian Employment
Starting a first civilian job is a significant milestone.
Simple actions can make a considerable difference, including:
- Providing a structured induction
- Assigning a mentor
- Explaining company terminology
- Clarifying expectations
- Scheduling regular check-ins during the first few months
Small investments in onboarding often improve both retention and employee satisfaction.
Build Relationships With The Armed Forces Community
Recruiting one veteran is valuable.
Building an ongoing reputation within the Armed Forces community is even more valuable.
Many employers choose to:
- Sign the Armed Forces Covenant
- Attend military careers fairs
- Support reserve service
- Promote veteran success stories
- Develop relationships with specialist recruiters and job boards
These activities strengthen employer branding and encourage future applications from service leavers.
Think Long-Term Rather Than Filling One Vacancy
The most successful organisations don't simply recruit ex-military personnel when they have a vacancy.
They develop a long-term strategy for attracting veteran talent.
This includes reviewing recruitment processes, improving job advertising, building relationships within the Armed Forces community and ensuring hiring managers understand the value of military experience.
Over time, this creates a sustainable pipeline of skilled candidates.
Conclusion
Recruiting ex-military personnel is not about lowering recruitment standards. Quite the opposite.
It is about recognising a highly skilled, disciplined and adaptable talent pool whose experience is often directly relevant to today's recruitment challenges.
By understanding how veterans search for jobs, writing recruitment campaigns that resonate with military audiences and advertising through the right channels, employers can significantly improve both the quality and relevance of their applicants.
At CivvyJobs.com, we specialise in helping employers connect with talented people leaving the Royal Navy, British Army and Royal Air Force. Whether you are recruiting engineers, project managers, logistics specialists, IT professionals or operational leaders, reaching the right audience is the first step towards making the right hire.