Introduction
UK employers are increasingly recognising the skills and experience that people leaving the Royal Navy, British Army and Royal Air Force can bring to civilian organisations.
But successfully recruiting ex-military personnel involves more than simply advertising a vacancy and stating that applications from veterans are welcome.
Employers also need to understand what ex-military candidates look for in an employer.
For someone leaving the Armed Forces, accepting a civilian job can represent a significant life change. They may be moving from an organisation they have served with for many years into an unfamiliar commercial environment, possibly entering the civilian employment market for the first time.
Salary matters, of course, but it is rarely the only consideration.
Job security, leadership, team culture, training, career progression, work life balance and whether an employer genuinely understands military experience can all influence whether an ex-military candidate applies for, accepts and ultimately remains in a position.
For employers looking to attract ex-military talent, understanding these priorities can make a considerable difference.
1. A Role Where Their Skills Are Valued
One of the first things many service leavers want to understand is whether an employer genuinely recognises the value of their military experience.
The Armed Forces develop an enormous range of technical and transferable skills, including engineering, logistics, IT, communications, project management, leadership, training, operations and Health and Safety.
However, military experience does not always translate neatly into civilian job titles.
An employer that takes time to understand what a candidate has actually done, rather than concentrating solely on whether they have previously held an identical civilian position, may discover an extremely capable individual.
When recruiting ex-military personnel, look beyond the military job title and consider the underlying skills, responsibilities and experience.
2. A Competitive and Transparent Salary
Salary is naturally an important consideration for most jobseekers, including military service leavers.
Where possible, employers should consider displaying a realistic salary or salary range within their job advert.
Simply stating “competitive salary” can make it difficult for a candidate to determine whether an opportunity is financially viable.
Someone leaving the Armed Forces may be making significant financial decisions involving housing, commuting, relocation or family commitments. Knowing the likely remuneration helps them make an informed decision before applying.
Salary transparency can also reduce unsuitable applications and prevent both employer and candidate investing time in a recruitment process that ultimately fails because expectations are too far apart.
3. Job Security and Stability
Military careers provide a considerable degree of structure.
Moving into civilian employment can therefore create uncertainty, particularly for someone who has served for many years.
A prospective employer that can demonstrate stability, a clear business direction and long term opportunities may consequently be attractive to ex-military candidates.
Employers should explain why they are recruiting.
Is the company growing?
Is this a newly created position?
Is somebody being replaced?
Does the organisation have a healthy pipeline of future work?
Providing context helps candidates understand the opportunity rather than simply the vacancy.
4. Good Leadership
Military personnel understand the importance of leadership.
They have experienced environments where clear communication, accountability, teamwork and effective decision making are essential.
As a result, the quality of civilian management can be particularly important.
During recruitment, candidates are not only being assessed by the employer. They are also forming an opinion about their potential manager and organisation.
A professional recruitment process, clear communication and managers who can explain what they expect from their people can create an extremely positive impression.
Poor communication, unexplained delays and disorganised interviews can do exactly the opposite.
5. A Strong Team Culture
Few environments place greater emphasis on teamwork than the Armed Forces.
Military personnel become accustomed to working closely with others, supporting colleagues and contributing towards a common objective.
It is therefore understandable that many look for a similar sense of belonging when moving into civilian employment.
Employers should consider communicating what it is actually like to work within their organisation.
What is the team like?
How do colleagues work together?
How are new starters supported?
What is the management culture?
Authentic information about workplace culture can be considerably more persuasive than generic statements about being a great place to work.
6. Training and Development
Military personnel spend much of their careers learning.
Technical training, professional qualifications, leadership development and continuous assessment are commonplace throughout Armed Forces service.
Consequently, many veterans value employers that continue to invest in their development.
This does not necessarily mean expensive training programmes.
Structured onboarding, mentoring, manufacturer training, professional qualifications and clearly defined development opportunities can all demonstrate that an organisation is prepared to invest in its people.
For someone entering a new industry, knowing that additional training will be provided can also give them the confidence to apply.
7. Career Progression
Someone leaving the military may still have 20, 30 or even 40 years of their working life ahead of them.
They are not necessarily looking simply for their first civilian job. They may be looking for the beginning of an entirely new career.
Employers that can explain potential progression routes may therefore have an advantage when attracting ex-military candidates.
Where could the successful applicant be in three years?
Could a technician progress into supervision?
Could an engineer develop into a specialist?
Could an operational employee eventually move into management?
You do not need to promise promotion. Simply demonstrating that development and progression are possible can make an opportunity more attractive.
8. Work Life Balance
Work life balance can be particularly significant for some military leavers.
Years of deployments, exercises, irregular working patterns and time away from home can influence what somebody wants from civilian employment.
Some candidates will still enjoy travelling and working internationally.
Others may deliberately seek a Monday to Friday position close to home.
Neither preference is right or wrong.
Employers should therefore be clear about working hours, travel, overnight stays, shift patterns and flexibility.
Being transparent helps candidates decide whether the position genuinely suits their circumstances.
9. An Employer That Understands Military Experience
You do not need to be a military expert to successfully employ veterans.
However, demonstrating some understanding of the Armed Forces community can help.
Employers might do this by supporting the Armed Forces Covenant, employing existing veterans, providing appropriate support for reservists or simply ensuring hiring managers understand the value of transferable military skills.
If you already employ ex-military personnel, their experiences can be particularly powerful.
Sharing genuine stories about veterans who have successfully transitioned into your organisation can help prospective candidates visualise themselves making the same move.
10. A Straightforward Recruitment Process
The civilian recruitment process can be unfamiliar to someone who has spent their entire career within the Armed Forces.
Employers can help by making the process clear.
Explain what happens after someone applies, how many interview stages there are, whether assessments are involved and approximately when decisions will be made.
Communication is particularly important.
If the process is delayed, tell the candidate.
If you say you will provide feedback on Friday, try to provide it on Friday.
These may appear to be small details, but they contribute to the candidate's overall impression of your organisation.
Don't Assume Every Veteran Wants the Same Thing
Perhaps one of the most important points for employers to remember is that there is no single type of ex-military candidate.
A 24 year old leaving after several years of service may have very different priorities from somebody retiring after a full military career.
One candidate may prioritise salary.
Another may prioritise location.
Someone else may want career progression, international travel or greater responsibility.
Another may simply want to finish work each evening and spend more time with their family.
Recruit veterans as individuals rather than making assumptions based upon their military background.
Ask Candidates What Matters to Them
One of the simplest ways of understanding what an ex-military candidate wants is to ask.
During an interview, employers understandably spend considerable time assessing whether someone can perform the job.
Make some time to understand what the candidate wants as well.
Ask what attracted them to the opportunity.
Ask what they are looking for from their first or next civilian employer.
Ask what matters to them when choosing between opportunities.
The answers can provide valuable insight and help determine whether the position is genuinely right for both parties.
Attracting Ex-Military Candidates Starts Before the Interview
If your organisation wants to recruit ex-military personnel, don't wait until somebody applies before explaining why you are a good employer for veterans.
Your job advert, careers website, social media activity and recruitment marketing should help communicate your proposition.
Explain the skills you value.
Avoid unnecessary jargon.
Describe the training available.
Be transparent about salary and working arrangements.
Share examples of existing ex-military employees where appropriate.
Most importantly, advertise your vacancies where military service leavers and veterans are actually looking for employment.
Specialist ex-military job boards can complement general recruitment channels by placing vacancies directly in front of an Armed Forces audience.
Conclusion
So, what do ex-military candidates look for in an employer?
There is no single answer, because every service leaver and veteran is different.
However, competitive pay, stability, good leadership, a strong team culture, training, career progression, work life balance and an employer that genuinely values military experience can all influence their decisions.
Employers looking to attract ex-military talent should therefore think beyond simply filling a vacancy.
Consider the opportunity from the candidate's perspective.
Why should somebody who has developed valuable skills throughout a Royal Navy, British Army or Royal Air Force career choose your organisation for the next stage of their working life?
Answer that question convincingly and you are already taking an important step towards successfully recruiting ex-military personnel.
At CivvyJobs.com, we connect UK employers with people from the Armed Forces community who are looking to take their skills and experience into civilian employment.
If your organisation wants to reach service leavers and veterans, advertising through a specialist ex-military job board can help put your opportunities in front of the audience you want to attract.