With 16,000 people leaving the Armed Forces every year to transition into civilian life, there is a huge pool of potential candidates for your workforce in your local community that you could be targeting in your recruitment process.
Did you know?
- According to the Deloitte Veterans Work research, veterans tend to have low rates of sickness absence. Read their recent research on recognising the potential of ex-service personnel and how employing veterans can benefit your organisation.
- A common misconception is that many veterans have post-traumatic stress disorder (PTSD), whereas actual rates are around four per cent to five per cent, which is equivalent to civilians (NHS England, 2017).
- There is no clear evidence that mental health in the Armed Forces is substantially worse than other occupation groups (British Legion and KCMHR, 2014).
- The number of personnel leaving the UK Armed Forces due to a psychological condition is very low, around 0.1 per cent (Centre for Mental Health, 2010).
Before beginning the recruitment process, ensure you have created a supportive culture that helps veterans develop and progress. You can do this by:
- Pledging your support to the Step into Health programme to offer members of the Armed Forces community access routes into employment and apprenticeship opportunities within the NHS.
- Attending events and job fairs organised by British Forces Resettlement Services, SaluteMyJob and The Officers’ Association to interact with military jobseekers.
- Holding regular insight days and advertising them on the The Career Transition Partnership (CTP) website, your internal network and through other specialist agencies that support veterans into employment.
To recruit veterans from your community, try to put in place the following:
- Review recruitment practices and remove any barriers to recruiting members of the Armed Forces community. It's important to remember candidates from this group may have had a lot of different roles in a short space of time due to the nature of the Armed Forces.
- Offer unconditional interviews for veterans that meet the minimum requirements of the job role.
- Make sure your job titles clearly express what the role is, and your job descriptions do not use jargon or abbreviations.
- Ensure you include all relevant information in the job description including location, working patterns, salary, benefits and opportunities for progression.
- Get in contact with your local regiment to create a relationship, good access to veterans and identify any barriers.
- Advertise job vacancies and apprenticeship opportunities through the CTP website and their RightJob board to reach veterans.
To retain veterans in your workforce, think about:
- Having specific goals for veterans to work to. Due to the nature of their previous roles, veterans can be used to having a clear idea of what is expected of them. Read more from the retaining our veterans: a guide for employers.
- Showcase clear career pathways to manage new employees’ expectations about what progression your organisation can offer.
- Consider displaying good practice case studies of other veterans from your workforce.
- Nominate a point of contact within the organisation that members of the Armed Forces community can contact directly for support or guidance.
|Step into Health
|For further support on employing members of the Armed Forces, visit our Step into Health web section.
|Barclays AFTER programme
|The Armed Forces Transition, Employment & Resettlement (AFTER) programme by Barclays supports veterans transition into civilian work, read about why and how they support veterans.
|The Officers Association employer toolkit
|This toolkit provides information and advice for employers who are recruiting and supporting veterans in work.
Take a look at other community groups you may want to include in your recruitment strategy.