Supporting Veterans in Employment

We have been employing ex-service personnel since Landmarc was founded in 2003. Due to the nature of our operations, we actively seek to employ veterans because of the specific skillsets they have, with around 25% of our current workforce made up of ex-military staff.
We have been employing ex-service personnel since Landmarc was founded in 2003. Due to the nature of our operations, we actively seek to employ veterans because of the specific skillsets they have, with around 25% of our current workforce made up of ex-military staff.



We provide support services to the Defence Infrastructure Organisation, enabling military training across the UK, managing over 190,000 hectares of land. This includes management of ranges and training areas, targetry and explosives handling locations, range and training area design, range safety and specialist environmental services.
 
Specialist skillsets  
We employ this high percentage of service veterans because we truly understand, value and embrace the experiences of military personnel. These experiences are used to the advantage of the business to deliver the best possible services to the Armed Forces who are using the estate to train.

An ex-service man or woman who starts work at Landmarc will find an environment that they can feel comfortable in, with a work ethos that they will be accustomed to. The military environment is not the only aspect veterans find familiar, but many of the day-to-day activities carried out use the language, processes and sense of humour experienced with military service.

Military knowledge can be useful to understand the mind of our end users, and the ex-military community can help interpret issues, identify root causes and find solutions that are going to work for military customers.
A role within Landmarc provides an excellent ‘stepping off’ point for ex-military personnel, because finding their way in a completely civilian world after many years of service can be particularly daunting.

The recruitment process

Because the locations that we operate in are often very rural, we face a number of recruitment challenges that fall outside of the norm. Many candidates will have little or no access to home broadband, but are no less ‘tech savvy’, which means some of the latest advances in recruitment technology, including social recruitment are much more challenging to implement.

Using more traditional recruitment methods, such as local print advertising and job fairs, while building a positive employer brand that makes the best use of available tools, such as the apprenticeship levy, help to maximise recruitment opportunities.

Word of mouth is one of the most powerful tools available, and many ex-military personnel are already aware of Landmarc and what we do, and there is a lot of enthusiasm for the company. We also work closely with charity Veteran’s Aid who supply us with details of potential candidates.

Supporting reservists  
As we are keen to have the ex-military skillset on board, support for reservists is embedded in our organisation, offering a flexible policy if employees are called upon for duty.

Our formal policy for reservists allows for 10 days of additional special paid leave to conduct training, and we have a thorough understanding of the importance of this commitment in the reservist’s year.

Support to reservists who mobilise and deploy for longer periods of time is also covered by the policy, and is engrained in the general ethos of our total support to the training of our Armed Forces that are deployed around the world.

Ongoing commitment  
We have promised to show ongoing commitment to veterans, having signed the Armed Forces Corporate Covenant, which helps ensure those who serve or have served, and their families, are treated fairly and supported.

We also currently hold a Silver Award from the Defence Employer Recognition Scheme - encouraging employers to support defence and inspire other organisations to do the same.

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