Hiring veterans can be a beneficial business decision in today’s jobs market, with many of the skills and attributes exhibited by former members of the armed forces in high demand. This trend towards veteran recruitment can be seen in research that shows the number of employers actively looking for veterans to join their organisations has jumped by over 20 per cent in the last five years. Not only does this support veterans, but military experience and the level of training and development they’ve been given means they can be real assets in civilian employment. The unique skills that have been developed through military service can make veterans effective leaders and valuable team players.
Tapping into military talent comes with a number of practical benefits, with many veterans displaying positive attributes, such as:
While technical skills can be taught, these types of attributes are harder to build, so recruiting from the armed forces community offers a pool of candidates that already display these desirable qualities. Hiring veterans can have a positive impact on the work environment, with a greater diversity in employees from various backgrounds and improved company culture.
Industries where veterans particularly excel include logistics, engineering and IT, as many of their skills are transferable to these civilian careers after leaving the armed forces. The clear focus and military precision required for these sectors are a good example of the benefits of hiring veterans.
Employers can also benefit from a 12-month National Insurance contribution holiday if it’s the first job a veteran has had since serving in the armed forces. Such incentives to hire military leavers can help them transition to civilian life.
PTSD is what used to be known as shell shock in veterans and is a form of the natural human trauma response, but doesn’t go away over time. It doesn’t matter how long ago the trauma occurred, PTSD can have implications in a veteran’s everyday life, whether it’s to do with personal relationships, keeping a job or looking after your own wellbeing.
Some employers may ask why they should hire veterans when there are a number of potential challenges that may result. While it might seem more straightforward to recruit from the wider civilian population, businesses can miss out on top talent for the sake of a few not insurmountable issues.
Challenges when hiring veterans can include:
If you’re advertising jobs for veterans, there are numerous tools, platforms, and organisations that employers can use to streamline the veteran hiring process. These come in the form of government guidance and nonprofit agencies with the aim of smoothing out the process of hiring service leavers.
Image credits
© Crown copyright
© Crown copyright
Absolutely. While veterans often excel in logistics, engineering and security, the core attributes developed through military service – disciplined problem-solving, teamwork under pressure, adaptability and leadership – are valuable across virtually every industry. The key for employers is looking beyond job titles and recognising the capability behind military roles, which often involve levels of responsibility and decision-making that would be unusual at equivalent civilian career stages.
Job descriptions should explicitly welcome skills and experience gained through military service, avoiding corporate jargon that may be unfamiliar to service leavers. Where possible, map role requirements to military equivalents – for example, referencing leadership of teams, operational planning or security experience. Offering flexible interview arrangements can also help candidates who are still serving and managing transition logistics alongside their job search.
PTSD and other mental health conditions can affect veterans regardless of how long ago they served. Employers should ensure line managers and HR teams have appropriate awareness training and that workplace support structures – such as employee assistance programmes – are clearly communicated. Creating a psychologically safe environment where veterans feel able to discuss their needs without stigma is essential for both wellbeing and long-term retention.
Veteran careers fairs, such as those run by Veteran UK, bring together service leavers actively looking for their next step and employers keen to hire from the military community. For employers, they offer a focused environment to meet motivated candidates face to face, explain their roles and culture, and build awareness of their brand among a talent pool that might not be reached through standard job board advertising. They’re particularly effective for organisations new to veteran recruitment.
The Armed Forces Covenant is a pledge that organisations make to support the armed forces community, including veterans and their families. Over 11,000 employers have signed up, committing to being a forces-friendly workplace. Signatories can work towards bronze, silver and gold recognition under the Employer Recognition Scheme, demonstrating an active and measurable commitment to veteran-friendly hiring and employment practices.
Employers who hire a veteran in their first civilian job after leaving the armed forces can benefit from a 12-month National Insurance contributions holiday. This means no employer NICs are due on that individual’s salary for the first year of employment. It’s a straightforward financial incentive designed to encourage businesses to tap into military talent and help veterans make a smoother transition into civilian working life.
The British Training Board’s military skills translator is a practical resource that converts armed forces experience into civilian qualifications, helping employers assess candidates more accurately. The UK government also publishes guidance specifically for employers hiring veterans. Partnering with organisations such as the Forces Employment Charity or First Military Recruitment can further simplify the process by providing expert support throughout the hiring journey.
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