Employer Best Practice

Retired Rear Admiral to CEO on military leadership and how ex-military personnel could close crucial skills gaps

Simon Hardern , retired Rear Admiral gives us a small insight into his military career and the key transferable skills he gained that he still uses today; he also shares why he believes ex-military personnel make great leaders and could be the key to the success of helping close some of the crucial skills gaps.

Skills, leadership and ex-military talent

Barely a week goes by without skills shortages in the UK economy hitting the headlines, which are predicted only to grow as a result of Brexit and other significant economic events.

Another common theme in the news recently is the importance of building leadership development to support the growth of businesses. But what could solve both these problems? The ex-military talent pool.

Santander: Why a former military police was the perfect candidate to join the company

Emily Selkirk is Head of Corporate and Investment Banking Transaction Monitoring at Santander. Read our case study to find out why the transferable skills of a former Military Policeman, Tawanda Tahwa, made him the perfect candidate for a role within her team.

The soft skills that make ex-military personnel the strongest candidates

A recent study by undercover recruiter found that employers are putting greater emphasis on soft skills when identifying the the strongest candidates. Their research shows that 92% of UK talent professionals say ‘soft skills matter as much or more than hard skills and 35% believe hard skills will become less important in the next five years’. For ex-military personnel this is great news. Service men and women have a number of transferable, in-demand soft skills and experience employers are looking for in the best candidates.

How To Support your Ex-Military Employees’ Career Advancement

A recent report by Deloitte, Veterans Work: Moving on Report, found that 70% of veterans under 30 say 'career progression' is the most important factor when searching for a civilian job. Ex-military talent want to work for a company that will help them reach their career goals so it is important to not only attract military job seekers - but also for retention, to show you are committed to supporting your employees’ career advancement.

Employers are the key to helping veterans meet their true potential

The Government recently launched its first ever UK-wide ‘Strategy for our Veterans’, with the vision of helping those who have served and their families transition smoothly back in to civilian life and contribute fully to society.

Could these unconventional recruitment methods help attract military candidates?

Could these unconventional recruitment methods help attract military candidates?

Looking for a job can be exhausting, daunting and at times, painstakingly long. And for some ex-military job seekers - this could be their first ever experience of job hunting so can be even more intimidating. Lengthy practical tests, nerve-wracking interviews, CV writing and networking can make the whole process exhausting. And while these may be the best methods for recruiters, is it the best way to attract candidates? We look at some of the new unconventional recruitment methods businesses are using to hone in on talent - and focus on the more ‘traditional’ ways you can attract military talent to your business.

Top Tips to make an ex-military employee's first 100 days a success

Top Tips to make an ex-military employee's first 100 days a success

Successful onboarding is much more than welcoming a new employee with an induction and a meet and greet on their first day. It is a collaborative effort. An effective onboarding process will help new employees to settle into the business, which will in-turn improve job performance and employee retention. This process is particularly important for Service leavers, as this job may be their first job outside the military, so will be a huge transition for them. So how do you make an employee’s first 100 days successful?