Australian Defence Force (ADF) members are well-regarded, with diverse and sought-after skills and experiences. Every year, approximately 5000 personnel leave the ADF with 1600 of these residing in Queensland.
The Queensland public sector (the sector) is committed to creating an inclusive and diverse workforce that brings together people with a wide range of skills, backgrounds and perspectives. Veterans, with their transferrable skills and experiences, are a unique talent pool.
The Veterans’ employment pathway aims to:
- promote the sector as an employer of choice
- showcase the skills and capabilities of former ADF members to hiring managers and human resource (HR) practitioners
- increase the participation of former ADF members in the sector
- support transition to employment within the sector.
Elements for success
Our success will rely on sector-wide collaboration and focus on 5 elements:
- Attract veterans through online engagement and partnerships by highlighting the sector’s employee value proposition and positioning the sector as an employer of choice.
- Identify 100 suitable sector-wide employment opportunities within a 12-month pilot by working with agencies to increase understanding of ADF ranks, transferable skills and how experiences gained in the ADF can translate to sector roles.
- Promote the benefits of veteran employment to hiring managers and HR practitioners by highlighting the skills and value they can offer.
- Recruit veterans through a targeted recruitment campaign showcasing the diversity of roles and workplaces in the sector.
- Transition veterans into sector workplaces by providing quality new-starter experiences, connections with mentors and support.
Our approach to veteran recruitment is based on 5 actions:
- ADF partnership – promote employment opportunities by connecting with ADF transition support organisations that help and support veterans to find employment.
- Total Rewards – promote the sector’s rewards and benefits package. This includes flexible work arrangements, health and wellbeing programs, competitive salary and superannuation.
- Digital engagement – promote new employment opportunities, and engage with veterans, through social and digital channels and recruitment campaign/s.
- Suitable employment opportunities – provide hiring managers and HR practitioners with online skills, capability and rank matching tools to help identify sector employment opportunities for veterans.
- Communication campaign – promote the skills and value veterans can offer through a sector-wide communication campaign.
- Create online resources for hiring managers and HR practitioners – develop resources to highlight synergies between defence and public sector careers to support and improve the employment opportunities.
- Career events – host career event/s to enable veterans to engage with hiring managers and HR practitioners to discuss current and future employment opportunities.
- Online resources – develop resources to support veterans applying for opportunities within the sector, promoting transferable skills and improving the competitiveness of applications.
- Talent Now* – provide access to the sector’s online talent solution to increase visibility of veterans to hiring managers and HR practitioners.
- Induction and on-boarding – provide veterans with a detailed induction and continued support to ensure they are set up for career success.
- Mentor and network programs – encourage veterans to participate in formal and informal mentoring programs.
- Employee assistance – provide veterans with free, professional and confidential employee support services.
*Talent Now is only available to current Queensland public sector employees.
The Veterans’ employment pathway supports veterans in gaining employment in the sector. Success will rely on shared commitment from:
The Leadership Board, with the support of the Strategic Workforce Council (SWC), will champion veterans’ employment within agencies as a business priority. This includes agency participation in sector-wide recruitment campaign/s.
Individual agencies will:
- consider veteran attraction, recruitment, development and retention in workforce planning and inclusion and diversity initiatives
- identify suitable employment opportunities for veterans
- participate in sector-wide recruitment campaign/s.
Public Service Commission
The Public Service Commission will:
- establish partnerships with veteran support and advocacy organisations to ensure initiatives and activities meet veterans’ needs
- assist agencies to identify suitable employment opportunities for veterans, and monitor and report outcomes to the Leadership Board
- coordinate recruitment campaign/s, highlighting identified employment opportunities for veterans
- provide online resources to support veterans’ employment in the sector
- review the pathway, in consultation with SWC, to ensure it continues to meet the needs of hiring managers and HR leads.
We will be successful when we have:
- identified at least 100 suitable sector-wide employment opportunities
- delivered a recruitment campaign/s targeting veterans and provided online resources to help veterans match their skills with available roles in the sector
- received job applications from veterans (via SmartJobs) and appointed veterans to roles within the sector.