Veteran-inclusive interviewing

A veteran-inclusive interview and assessment process brings out the best in veteran candidates.

When assessing applications and undertaking interviews, take a capability-based approach. This benefits veterans, as well as other candidates. 

See below to learn more about how to assess applications and conduct interviews using a veteran-inclusive approach.

Assessing a veteran’s job application

Ensure that assessments are informed by an understanding of veteran skills and experience. Keep in mind that this may be the first time a veteran has put together an application for a civilian role.

Here are some tips to assist you to assess job applications from veterans.

Provide training for civilian recruitment staff 

Ensure that your recruitment staff are familiar with Australian Defence Force (ADF) skills, experience and culture. This will enable them to accurately assess applications from veteran candidates.

Key focus areas for training include: 

• the culture, structure and organisation of the ADF
• ranks, roles and responsibilities within the ADF 
• ADF skills, attributes and values

You may also choose to develop your own skills translation guide to support your recruitment staff in assessing veteran job applications. This can translate ADF skills and experience into your specific organisation and industry.

For more information, refer to the VEP factsheets on the Benefits of Hiring a Veteran and Understanding the ADF.

Adopt a capability-based approach

A capability-based approach can help to draw out candidate potential. To apply a capability-based approach to interviewing and selecting candidates, you can:

• focus on the candidate’s potential, rather than formal qualifications or civilian work experience
• consider whether any required technical training can be supplied on the job.

Involve current veteran employees

If your organisation currently employs veterans, these employees could assist in the recruitment process by:

• helping to interpret and explain ADF experience and skills
• assisting recruitment staff to understand an applicant’s capabilities and suitability
• working to ensure that the recruitment process is veteran-inclusive
• participating in the interview process.

Consider formally recognising these employees as advisers to the recruitment team. 

Interviewing a veteran candidate

Veterans have significant potential in the civilian workplace. They have skills and values that are otherwise difficult to cultivate in job candidates. 

Here are some tips to assist you to interview a veteran job candidate.

Prepare for the interview

To prepare for the interview, you can:

• confirm the details of the interview with the candidate
• communicate who the interviewers will be
• familiarise yourself with any ADF ranks, roles or other terms on the candidate’s CV
• look up any ADF language you aren’t familiar with or ask another employee who has ADF knowledge or experience
• ask if the candidate requires any adjustments for the interview.

Ask veteran-inclusive interview questions

See the below tips to learn how to make your job interview questions more veteran inclusive.

1. Use a capability-based approach 

Veteran-inclusive interview questions focus on capabilities, rather than strict civilian qualifications or experience.  

You can use a combination of behavioural and situational questions to learn about the candidate’s capabilities. Behavioural questions focus on the candidate’s past experiences. Situational questions suggest a hypothetical scenario which asks the candidate to describe how they would approach it.  

2. Be mindful of language 

Here are some things to keep in mind when framing your questions. 

Some veteran candidates may not wish to discuss certain details of their ADF experience. You can be respectful of this by asking questions that focus on their reasons for applying for the role in your organisation. 

Use language that considers potential sensitivities relating to previous experiences. 

Civilian workplaces are often structured differently to the ADF. Use language that is inclusive of a range of organisational structures.        

3. Encourage the candidate to describe their individual achievements 

ADF members view themselves as part of a team and may use collective language (e.g. ‘we’, ‘our’) when explaining their achievements. Encourage candidates to explain their individual achievements, responsibilities and contributions to the team. 

4. Use follow-up questions to strengthen your understanding of ADF experience 

Where necessary, ask targeted follow-up questions. This can help to ensure you have an accurate understanding of how ADF experience and skills apply to the role.  

Soft skills such as communication, teamwork and leadership are strongly instilled in the ADF. As a result, some veterans may not consider these to be marketable skills. You can ask prompting questions to help draw out these skills if the candidate does not automatically refer to them. 

The practical guide below outlines tips for writing veteran-inclusive job interview questions and provides example questions you can use.