Employers Forum: Live Data Capture Results

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Employers Forum Live

Data Capture Results


1. Context

The inaugural Employers Forum was held on the 14th of June 2016. In order to obtain a better understanding of the employers represented at the forum, live data was captured during the day. The specific aims of this data capture were:

Understand the nature of employers attending the forum Understand the nature of military engagement by employers attending the forum

This report provides the results of the live data capture. All the responses were based on the organisations’ UK operations.

2. Employer Overview

The following questions aimed to gain an understanding of the nature of employers.

2.1. Approximate annual revenue:

9% 7% 3%

66%

16%

0%

10%

20%

30%

40%

50%

60%

70%

Upto £2million

Upto £10million

Upto £50million

Over £50million

Not sure


2.2. Number of employees in organisation:

2.3. Number of veterans employed in the organisation:

3% 5% 3%

31%

57%

0 0%

10%

20%

30%

40%

50%

60%

Upto 10 Upto 50 Upto250

Upto5000

Over5000

NotSure

22%

13%

5%

13%

5%

25%

17%

0%

5%

10%

15%

20%

25%

30%

Upto 10 Upto 25 Upto 50 Upto 100 Upto 250 Over 250 Not sure


3. Military Programme Overview

The following questions provide an overview of the level of military engagement of the employers.

3.1. Dedicated military recruitment programme:

3.2. Business case:

Two statements were used to ascertain the extent to which the employers have developed a business case for employing ex-military personnel.

41%

59%

Yes No

23%

28%

13%

30%

18%

20%

36%

18%

10%

3%

0% 5% 10% 15% 20% 25% 30% 35% 40%

We have a fully developed business case todemonstrate benefits of recruiting military

We understand how an effective militaryrecruitment programme will help us reach our

business objectives

Strongly Disagree Disagree Neither Agree/Disagree Agree Stronlgy agree


3.3. Understanding of benefits:

Three options were used to ascertain the level of understanding of the benefits of employing military personnel within organisations.

3.4. Resourcing the military programme:

Three statements were used to understand how the military programmes are resourced within organisations.

36%

36%

27%

0% 5% 10% 15% 20% 25% 30% 35% 40%

Our senior management understand the benefitsof recruiting ex-military personnel

Our human resource team andmanagers/supervisors understand the benefits of

recruiting ex-military personnel

Our internal and external stakeholdersunderstand the benefits of recruiting exmilitary

personnel

35%

15%

50%

0% 10% 20% 30% 40% 50% 60%

We have a dedicated forces champion orequivalent in our organisation

We have a dedicated budget for our militaryprogramme

We do not have any dedicated resources for ourmilitary programme


4. Attract, Recruit, Transition and Development

The following questions gathered insights relating to attracting, recruiting, transitioning and development of military personnel.

4.1. Attracting and recruiting military:

4.2. Skills

Participants were asked to choose the 5 most important skills that they are looking for when recruiting military personnel.

25%

28%

42%

36%

12%

17%

18%

17%

3%

2%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

We are confident in being able to reach andattract military personnel into our organisation

We understand how military skills fit in with ourorganisation's needs

Strongly disagree Disagree Neither agree/disagree Agree Strongly agree

4%

12% 12%

9% 8%

12%

10% 9%

10%

14%

0%

2%

4%

6%

8%

10%

12%

14%

16%


4.3. Transition and development:

Employers were asked to identify the type of military initiatives currently employed in their organisations to support military transition and development.

5. Future Plans

Employers were asked about their plans to progress with the military programmes in the next 6-12 months.

40%

23% 23%

7% 8%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Informal buddyingsystem

Formal mentoringsystem

Veterans/militarynetwork

Military personnelspecific

commercialisationprogramme

Military personnelspecific induction

programme

23%

25%

17%

20%

25%

0%

5%

10%

15%

20%

25%

30%

We plan to start up a military

recruitment programme

We plan to continue with our military

programme

We plan to expand our military

programme in terms of numbers

We plan to expand our military

programme in terms of activities

We plan to develop a business case for employing military

personnel


6. Cost v Benefits

The various breakout sessions identified some key activities that employers can use to attract, select, transition and develop military personnel. These activities were then ranked based on their benefits to the organisation and the cost to implement and run the activities. The 12 activities identified were:

1. Insight events 2. Internships/work experience 3. Line and HR manager briefing 4. Communication to SL 5. Career pathways 6. Employers network 7. Expectation management 8. Skills gap training 9. Benefits realisation planning 10. Develop plan and approach

The chart below compares the activities based on their costs and benefits. The activities are indicated by numbers corresponding to the list above.

1

2

3

4

5 6

7

8

9 10

0

50

100

150

200

250

0 50 100 150 200 250

Costs

Ben

efits

Recruiting & HR

Employers Forum: Live Data Capture Results