This shift reflects a broader change in the nature of conflict and defence, where information and technology play as crucial a role as physical force. As a result, veterans transitioning from the military to civilian life come armed with a comprehensive set of skills for the modern workplace. Yet, many find it difficult to secure meaningful careers, as businesses overlook their experience in favour of those who’ve followed a more traditional employment path.
This is a critical mistake made across many sectors, but none more so than defence industry. In this sector, workforce planning is underpinned by contracts won, many of which require the rapid scaling of skilled personnel. In this context, the domain knowledge of all veterans, regardless of their role in the Armed Forces, offers organisations unparalleled value.
A recent report by Guidant Global and Defence Online revealed 83% of defence industry decision-makers fear the UK risks being outpaced by other countries in terms of technology, thanks to a lack of STEM skills. With existing education pathways failing to keep up with the demand for skilled workers, organisations within defence industry need to think differently about their tech talent pipelines; and where better to find and grow this talent than within the veteran community.
With roughly 15,000 personnel leaving the British Armed Forces each year, programs to effectively transition veterans into job opportunities within the defence ecosystem present a win-win scenario.
As the digital age has expanded the range of military careers, service members increasingly possess skills in cybersecurity, data analytics and technology-driven operations. But regardless of their technical profession, all veterans leave the military possessing valuable soft skills such as adaptability, problem-solving, leadership and communication. Combine these with security clearance and the ability to operate under pressure and in rapidly changing environments and veterans become ideal candidates for defence industry roles.
To start leveraging this untapped talent pool, organisations need a new approach to assessing applicants; one that considers soft and transferrable skills, as well as those that can be taught on the job. This skills-based hiring approach is already gaining traction in the technology sector and can deliver far-reaching benefits for defence primes eager to capitalise on the vast skills taught in the Armed Forces.
Skills-based hiring prioritises a candidate’s current and future abilities over their past work experience. Instead of relying on a resume or previous job title to determine suitability, skills-based hiring employs data-driven assessments, aptitude tests, and psychometric evaluations to identify a candidate's current capabilities as well as those they have the potential to learn.
By embracing a skills-first approach and recognising the unique talents veterans offer, organisations can start to fill critical gaps in their workforce and foster a more dynamic and adaptable corporate culture. The time when veterans lacked the relevant skills for civilian employment after service is coming to an end – and rightly so.
Find out how your organisation can hire skilled veteran talent through the 15,000 Futures initiative.
