When it comes to hiring top talent, British veterans are often an untapped goldmine. These individuals have spent years developing skills that many businesses spend a fortune trying to instil in their teams, such as leadership, resilience, adaptability, and a strong work ethic!
Yet, for many employers, hiring ex-forces personnel still seems like unfamiliar territory. So, let’s break down why bringing Veterans into your workforce is such a smart business decision and how you can make the process easier for both sides.
The Benefits of Hiring Veterans
1. Leadership & Teamwork Skills
Veterans don’t just work in teams; their success depends on it. They’ve learned to lead under pressure, motivate others, and get the job done. Exactly what you need in a strong workforce.
2. Reliability & Work Ethic
When a veteran says they’ll do something, they mean it. Punctuality, discipline, and commitment are second nature to them, which is exactly what any employer dreams of.
3. Adaptability & Problem-Solving
Military life requires quick thinking, adapting to challenges, and staying calm under pressure. Whether it’s an IT role, logistics, or project management, this ability to think fast and execute efficiently is invaluable.
4. Diversity & Inclusion
Veterans come from all walks of life and have worked in diverse teams, often in international environments. They bring a global mindset, cultural awareness, and a strong sense of teamwork that enhances workplace inclusivity.
How to Create a Veteran-Friendly Hiring Process
If your company isn’t naturally aligned with military backgrounds, hiring a veteran might seem daunting at first – but it doesn’t have to be. Here’s how to make your recruitment process more veteran-friendly:
1. Understand Military CVs
Veterans’ CVs often contain military-specific language, so don’t let that put you off. Terms like ‘Regimental Sergeant Major’ or ‘Troop Commander’ might not mean much in the corporate world, but they translate to strong leadership roles. A simple Google search or asking a veteran-friendly recruiter can help you decode these roles.
2. Look for Transferable Skills, Not Job Titles
A veteran who led a unit overseas may not have had “Project Manager” as their title, but they’ll likely have all the skills required to manage teams, handle logistics, and deliver on objectives.
3. Offer Training & Onboarding Support
Many veterans are transitioning into civilian work for the first time. A structured onboarding process, mentorship, or even a buddy system can help them settle in more quickly.
4. Make Your Workplace Inclusive
Small adjustments, such as recognising military service in workplace discussions or setting up a veterans’ network, can make a huge difference in making ex-forces employees feel valued.
Decoding Military Jargon on CVs
One of the biggest challenges employers face when hiring veterans is understanding military jargon. Here’s a quick guide to some common terms:
- NCO (Non-Commissioned Officer): An experienced leader who has worked their way up through the ranks, think of them as a highly skilled team manager.
- Quartermaster: Someone responsible for logistics, inventory, and supply chain management.
- Commanding Officer: A senior leadership position, akin to a CEO or Managing Director in civilian terms.
- Rules of Engagement (ROEs): Decision-making protocols, similar to corporate policies and compliance regulations.
If a CV is packed with unfamiliar terms, don’t dismiss it. Instead, reach out to a veteran recruitment specialist who can help you translate military experience into civilian skills.
Supporting British Veterans in the Workplace
Once you’ve hired a veteran, ensuring a smooth transition is key to long-term success. Here are some best practices:
1. Provide Clear Communication
The military thrives on clarity. Set clear expectations and provide detailed instructions where needed, this helps veterans adjust to corporate environments, which can sometimes feel vague in comparison.
2. Recognise Their Experience
Veterans might be starting a new career, but they bring a wealth of leadership and problem-solving skills. Acknowledge their background and value their contributions.
3. Offer Mental Health Support
While many veterans transition smoothly, some may face challenges like PTSD or adjustment stress. Having a supportive HR team and access to mental health resources can make a big difference.
4. Encourage Networking & Mentorship
Linking veterans with others who have successfully transitioned can provide peer support and a sense of belonging.
How to Leverage Veteran Hiring Incentives & Grants
Hiring veterans isn’t just good for business; it can also come with financial benefits. Employers in the UK can access various government incentives, grants, and tax breaks for hiring ex-forces personnel. Programmes such as the Armed Forces Covenant Employer Recognition Scheme encourage businesses to support veterans. One major financial incentive available to UK employers is National Insurance (NI) relief for hiring veterans. Employers can claim a zero rate of secondary Class 1 National Insurance contributions for up to 12 months when hiring an eligible veteran. This helps businesses reduce costs while supporting ex-forces personnel in their transition to civilian careers.
Employers should explore these opportunities to not only gain skilled employees but also reduce recruitment costs.
So overall, hiring veterans isn’t just an act of goodwill, it’s a strategic decision that can strengthen your business. By understanding their skills, making your hiring process more accessible, and supporting their transition into civilian work, you’ll unlock a talent pool that is disciplined, dedicated, and ready to make a difference. If you’re not already hiring veterans, now is the time to start!
Need help finding the right veteran for your business? Get in touch with us and start benefiting from this incredible workforce today.
