Hiring ex-forces talent could be the missing workforce strategy key sectors need

As the UK approaches Armed Forces Day on 27 June 2026, attention rightly turns to those who serve. It’s also an opportunity to look more closely at how core sectors support those leaving service, and how to better integrate their skills and experiences into the workforce.

Across defence and other skills-short sectors that underpin national resilience, such as engineering, technology and infrastructure, the ex-forces community represents one of the most valuable yet underused talent pools. However, creating clearer pathways for those transitioning out of the armed forces is essential to closing widening skills gaps, and securing a better future.

Creating clearer pathways from service to industry

The majority of employers (93%) have faced skills shortages, according to our Salary Guide data. But one of the most resilient and versatile talent pools remains overlooked.

Nearly 1 in 25 (3.8%) of UK residents aged 16+ have previously served in the armed forces, and individuals leaving the military bring strong technical expertise, leadership capability and operational experience that align closely with industry needs. Too often, however, this experience is not effectively translated into civilian hiring processes; limiting both access to roles and the ability of employers to benefit from it.

Rigid job specifications, narrow qualification requirements and unclear entry routes can make opportunities feel inaccessible, even where there is strong underlying alignment. In many cases, the barrier is not capability, but how experience is interpreted and mapped to civilian roles.

In response, employers must take a more structured approach to transition. This includes translating military experience into civilian role requirements more clearly, recognising equivalent skills, and building defined pathways into project delivery and technical leadership roles. Structured programmes, bridging training and clearer progression routes are key to ensuring individuals are not lost between service and industry.

Seeking industry expertise

While the ex-forces community can play a key role across various workforce strategies, its value becomes clear when mapped directly to the needs of key sectors underpinning national resilience. And as technologies evolve, the boundaries between many of these industries are becoming less distinct, particularly in engineering and digital roles.

Engineering remains critical to our nation’s future, yet skills shortages are acute, with 95% of employers reporting challenges. Ex-forces professionals bring hands-on experience in maintenance, systems management and technical problem-solving, making them well suited to support both operational and design functions.

Construction and property is also under pressure, driven by infrastructure investment and an ageing workforce. However, armed-forces skills developed through service in logistics, site coordination and project delivery align closely with the demands of these roles, offering a ready pipeline of capability.

At the same time, demand for STEM expertise continues to grow. Skills in cyber security, AI and data are now critical, with employers across various sectors competing for a limited pool of digital talent. Many ex-forces professionals have experience operating in high-security, high-pressure environments, bringing not only technical capability but also resilience, adaptability and a strong understanding of risk.

For employers, the challenge is recognising how military experience translates into sector-specific roles, and integrating these skills more effectively into the workforce.

Expanding the talent base for defence

With global conditions becoming more uncertain, defence has moved up the list of national priorities. Across NATO, spending now stands at $1.45 trillion, while UK defence investment exceeds £60 billion and is set to grow further.

Alongside a stronger focus on ex-forces hiring, there is a growing shift towards hiring for potential. Nearly three quarters (72%) of employers say they would who do not yet meet every requirement, with the intention of upskilling them. Moreover, many organisations are increasing investment in apprenticeships, structured learning and targeted training programmes to bridge the gap between education and industry needs.

There is also an opportunity to broaden perceptions of these careers. Many professionals, including those leaving the armed forces, may not fully recognise the breadth of roles available or the long-term pathways on offer. By clearly articulating these routes, and the wider societal contribution they support, employers can position them as compelling next steps after service.

Securing the future through skills

Defence and its supporting sectors will continue to grow in importance, but the ability to translate investment into capability will always depend on people.

For employers, this requires a shift. Workforce strategies must place greater emphasis on enabling transitions from the armed forces into civilian roles, supported by clearer hiring pathways, broader assessment criteria and long-term development opportunities.

Those that take a more integrated approach, combining ex-forces hiring with wider talent attraction and skills development, will be best placed to support both sector growth and national resilience.

Speak to an expert Hays consultant to secure the specialist talent your organisation needs next.

We’re proud supporters of the Armed Forces Covenant, and hold the Employer Recognition Scheme Gold Award, showcasing our dedication to the Armed Forces community.