What is a veteran?
In Australia, a veteran is defined as any individual who has served in the Australian Defence Force (ADF), including full-time members, reservists and those who have already transitioned to civilian life. Veterans typically have a wealth of experience and will have worked in diverse and high-pressure environments during their service.
Importantly, veterans are not just former combatants. Their roles in the ADF can also include work in logistics, engineering, IT, healthcare and other sectors. This diversity in expertise makes veterans versatile candidates for many industries.
Being aware of this fact helps employers appreciate the broad range of skills veterans can bring to their organisations. Recognising and valuing these abilities is the first step towards creating an inclusive hiring process that ultimately leads to securing top-notch staff.
Related: Employer’s Guide to Hiring for Diversity and Inclusion
What jobs are suitable for veterans?
Veterans are not confined to specific jobs after leaving the military. Their transferable skills make them ideal for roles in areas such as leadership, operations, logistics and technical fields. For example, veterans with engineering or IT expertise will do well in technology or infrastructure sectors, while those with experience managing teams in the Australian Defence Force are well-suited for managerial positions.
In addition, veterans often have strong soft skills such as adaptability, problem-solving and teamwork. These qualities are highly valued in industries such as healthcare, energy and education, in particular, which rely heavily on collaboration and innovative approaches.
Another important consideration is veterans’ ability to work under pressure and manage crises effectively. This asset makes them particularly valuable in fast-paced environments like retail, hospitality and emergency services. By matching veterans’ skills with job requirements, employers can exploit their full potential and fill critical roles within their organisations.
Why hire veterans?
Hiring veterans comes with several benefits that can help organisations be significantly more successful. This is because veterans bring a unique combination of technical expertise, resilience and discipline to their roles. These attributes, which they have developed through their rigorous training and diverse experiences in the ADF, often lead to increased productivity and stronger team cohesion. For example, veterans accustomed to managing logistics in high-pressure environments can easily transition into roles such as supply chain management or operational planning, where they can directly apply these skills.
Veterans also contribute to workplace diversity by contributing unique perspectives and problem-solving approaches. Their experience working in multicultural teams and tackling complex challenges allows them to adapt quickly and drive innovation within an organisation. Furthermore, by hiring veterans, businesses can demonstrate their commitment to inclusivity and social responsibility, which can enhance their reputation among customers and potential employees alike. After all, supporting veteran employment not only promotes these values but also positions companies as forward-thinking and people-driven organisations.
Financial incentives further strengthen the case for hiring veterans. Wage subsidies, training grants and tax concessions are available through government programs and all help to offset the costs of recruitment, onboarding and training. These incentives make hiring veterans an economically sound decision and, at the same time, support their integration into the civilian workforce.
Related: 5 Ways Indeed Integrates With Your Hiring Process
Developing a veteran-friendly hiring process
Creating a veteran-friendly hiring process is a must when it comes to successfully attracting and retaining veteran workers. A good starting point is tailoring job descriptions to better match the skills veterans typically have. Instead of relying on industry-specific jargon, job descriptions could focus on highlighting transferable skills such as leadership or teamwork. These terms resonate with veterans and help them see how their military experience translates to civilian roles.
It is also a good idea for employers to make it explicitly clear that they welcome applications from veterans. Including statements such as ‘Veterans are encouraged to apply’ in job advertisements can send a strong message of inclusivity. This simple step is likely to encourage veterans to apply, as it reassures them that their unique skills and experiences are valued.
Partnering with veteran employment programs is another effective strategy for hiring companies. Organisations such as Soldier On and the RSL Employment Program provide valuable support for employers, including access to pre-screened candidates and resources for creating veteran-inclusive workplaces. These partnerships help to streamline the recruitment process and ensure that veterans are placed in roles suited to their expertise.
Onboarding is a critical stage in the hiring process, particularly for veterans transitioning from military to civilian work. A tailored onboarding program that covers company culture, job expectations and available resources can help ease this transition. What’s more, appointing a mentor or veteran liaison officer within the organisation can provide further support. This role can help address any challenges the veteran employee might encounter and ensure that they feel confident and supported as they settle into their new position.
Related: Onboarding New Employees: A Step-by-Step Guide for Employers
Available veteran employment programs
In Australia, there are several programs to support employers hiring veterans. These initiatives connect businesses with veteran job seekers, on the one hand, and provide guidance on creating inclusive workplaces, on the other.
- Soldier On: This program collaborates with businesses to offer tailored employment opportunities for veterans. Employers benefit from professional development workshops, job-matching services and access to a pool of highly skilled candidates.
- RSL Employment Program: Run by the Returned and Services League of Australia, this initiative provides comprehensive support, including career workshops and mentorship for veterans while employers gain access to veteran networks and receive guidance on creating veteran-friendly workplaces.
- Defence Industry Pathways Program: Specifically aimed at Australia’s defence sector, this program focuses on providing specialised training and career pathways for veterans. Employers in the defence industry can use the program to find candidates familiar with the sector’s unique characteristics and demands.
- Local and national grants: Beyond the above programs, employers can draw on local and national grants that support the hiring of veterans. These initiatives often include wage subsidies, training incentives and other forms of financial support.
Retaining veteran employees
Employers keen to retain their veteran employees need to adopt a long-term approach far beyond the initial hiring phase. This includes creating an environment that values veterans’ contributions while supporting their professional growth and well-being. One key aspect of this is providing opportunities for training and development. By providing access to industry-specific certifications, leadership training or other upskilling programs, employers can help veterans build their careers in civilian roles while simultaneously strengthening the organisation. Such initiatives boost veterans’ skills and ensure that their career progression is well-suited to the organisation’s objectives.
Establishing mentorship programs is another effective way to support veterans in the workplace. Pairing veterans with experienced mentors can foster a sense of belonging and offer invaluable guidance as they navigate their new roles. Mentors can also help veterans develop clearer career paths, tackle challenges and get accustomed to the civilian work environment. The goal here is to ensure long-term satisfaction and retention of veterans in the organisation.
In addition, open communication is a must for creating an inclusive and supportive work culture. Employers may want to implement regular check-ins and establish formal feedback channels to ensure veterans feel heard and valued. Providing access to resources for mental health and well-being is equally important, as the transition to civilian work can present unique or unexpected challenges.
By prioritising these aspects, employers can build a workplace culture that helps veterans succeed and make the most of their contributions to the organisation.
Related: 10 Employee Retention Strategies to Keep Employees Happy and Motivated
Challenges and benefits of hiring veterans
While veterans bring many strengths to the workforce, some employers may find it challenging to translate their military experience to civilian roles. However, veterans can mitigate these challenges with targeted approaches. For example, undergoing training in interview preparation and resume writing tailored to employer resume searches can help veterans better communicate their skills.
Employers also have an opportunity to educate their teams about the value veterans bring. Internal training sessions on the benefits of hiring veterans can help create a more inclusive culture and ensure that all employees understand the importance of supporting their veteran colleagues.
Integrating veterans into the workforce is not just about filling roles – rather, it is an opportunity to hire skilled, adaptable individuals who can bring unique value to organisations. Veterans have special qualities developed through rigorous training and diverse experiences that can contribute to making workplaces more successful. Therefore, employers who adopt veteran-friendly hiring practices and make use of available support programs can build environments where veterans thrive, fostering mutual benefits for both employees and businesses.
