Civilian Job Interview Expectations for UK Veterans

Transitioning from the military into the civilian job market in the UK can be challenging – especially when facing unfamiliar interview processes. This guide explains what to expect from UK civilian job interviews and how to prepare, with a focus on tips for veterans. We’ll cover the structure of UK interviews, how they differ from military promotion boards, common questions (and how to answer them), addressing employer concerns about your forces background, remote vs. in-person interview advice, industry-specific insights, UK support resources for veterans, and final tips for success.

Understanding UK Civilian Job Interviews

General Structure and Format: In the UK, job interviews typically follow a structured format. You can expect an introduction or small talk, followed by the interviewer’s questions, and often an opportunity for you to ask questions at the end. Many UK employers use a competency-based interview style – a structured approach where each candidate is asked the same set of questions targeting specific skills or competencies. The idea is that past behaviour indicates future performance, so interviewers will prompt you to describe real examples of things you have done. This allows them to assess you fairly against pre-defined criteria and easily compare candidates. In contrast, some interviews (especially at smaller firms) may be more unstructured or conversational, with open-ended questions (“Why did you apply for this job?”) to get an overall sense of you.

It’s common in the UK to have multiple rounds of interviews. The first might be a screening call or a one-to-one interview, followed by a more detailed panel interview or even an assessment centre for larger organisations. Panel interviews (with two or more interviewers present) are common, particularly in public sector and corporate roles – don’t be intimidated by this, it’s standard practice to include HR and hiring managers on the panel. Overall, professionalism is expected: arrive on time (usually 5-10 minutes early), dress smartly in business attire (suit or smart business casual depending on the company), and greet your interviewer with a firm handshake and a polite manner (in virtual interviews, a confident hello and smile).

Competency-Based Interviews: As noted, UK employers often favour competency or behavioural interviews – these are highly structured. Each question asks you to provide an example from your experience demonstrating a particular skill (e.g. teamwork, problem-solving, leadership). Your answers are typically scored against model criteria. For example, you might be asked, “Give an example of a time you handled conflict in the workplace,” or “Describe a situation in which you led a team”. Questions usually begin with phrases like “Tell me about a time when you…” or “Give an example of…”. The interviewer expects a specific story from your past that showcases the skill in question.

To succeed in competency questions, familiarize yourself with the STAR technique (Situation, Task, Action, Result) for structuring your answers. This method helps you stay organized and hit all the important points. For instance, if asked about teamwork, you might answer by briefly setting the Situation/Task (e.g. “In my last unit, we had to complete a project under a tight deadline…”), then explaining your Action (“I coordinated the team’s tasks and implemented a new tracking system…”), and finally outlining the Result (“We finished the project early and received commendation from our commander for efficiency”). Using STAR ensures you communicate your point clearly and concisely. Practise using STAR with various examples from your military career – it’s a universally recommended approach in UK interviews.

Structured vs Unstructured Interviews: Many UK interviews will be structured (like competency-based ones) to promote fairness. However, some may be more unstructured, especially in smaller companies or less formal industries. An unstructured interview can feel more like a conversation – the interviewer might not have a strict list of questions and could follow the flow of discussion. Be prepared for either style. In a structured interview, don’t be thrown off by the formality – it’s a good sign the employer is conscientious. In an unstructured interview, stay professional but expect more casual or unexpected questions. No matter the format, always research the company and role beforehand, and be ready to talk about how your skills and experiences make you a great fit.

Comparison: Military vs. Civilian Interviews in the UK

Veterans will find that civilian interviews in the UK have a different tone and objective than military boards or promotion panels. Understanding these differences will help you adjust your approach:

• Formality and Protocol: Military promotion boards are often very formal, with a strict protocol (addressing senior officers as “Sir/Ma’am”, a rigid format, etc.). Civilian interviews, while professional, are usually less formal in address. It’s acceptable – and usually expected – to address interviewers by their first name or Mr/Ms + surname depending on how they introduced themselves. Using “Sir” or “Ma’am” in a civilian setting isn’t necessary and can feel out of place (outside of some very traditional organisations). Instead, focus on coming across as friendly and respectful in a more relaxed manner. Body language can also differ: in the forces you might have been taught to sit upright and at attention; in a civilian interview, a confident but relaxed posture, good eye contact, and a friendly demeanour help build rapport.

• Question Styles: In a military interview or board, questions might centre on your military record, hypothetical leadership decisions, or knowledge of military doctrine/regulations. In a UK civilian interview, questions will relate to the job’s requirements and your experience relevant to those. You won’t be quizzed on military knowledge; instead, expect competency and behavioural questions as described earlier. For example, rather than asking how you would handle a battlefield scenario, a civilian employer might ask how you dealt with a challenging deadline or a difficult team member in your previous roles. Veterans should adapt by translating military scenarios into business equivalents when answering. If you’re used to very direct, order-driven communication, be aware that civilian interviewers value a bit of reflection and detail in answers – explain the context and why you took certain actions, not just the what.

• Communication Style – “We” vs “I”: A notable adjustment is speaking about personal achievements. In the military, you’re part of a tight team and may be accustomed to saying “we accomplished X”. However, UK employers want to understand your individual role in successes. Veterans often focus on the team effort and practical points of what was done, but don’t shy away from saying “I” when describing your contributions. This isn’t about being egotistical; it’s about clearly communicating the skills you bring. For example, instead of “We developed a new training program in my unit,” say “I initiated and led the development of a new training program with my unit“. You can still acknowledge the team, but make sure the interviewer understands your personal impact.

• Avoiding Jargon and Explaining Skills: Military language is filled with acronyms, rank-specific terms, and jargon that civilians won’t know. In a civilian interview, you must translate your military experience into plain English. Assume the interviewer has little or no knowledge of the military (a likely scenario). For instance, rather than saying, “I was an SNCO in the Royal Signals,” you could say “I was a senior supervisor in charge of communications equipment and a team of 10“. Instead of “completed a tour in Helmand,” say “worked in a high-pressure, remote environment in conflict zones“. As Indeed’s career coaches note, it’s crucial to convey how your experience relates to the job at hand in terms the interviewer understands. This often means spelling out the transferable skills (leadership, technical know-how, project management, etc.) behind your job titles and accomplishments. Practice describing your military roles as if you’re explaining them to someone with no military background – focus on functions and results (e.g. “managed £2m of equipment” or “trained 30 personnel”) rather than formal titles.

• Expectation of Two-Way Interaction: In the civilian world, interviews are typically a two-way conversation, not an interrogation. You are expected to ask questions of the interviewer as well – about the role, team, company, etc. In the military, you might not question a board panel, but in a civilian interview, not asking any questions can be seen as a lack of interest. So prepare a few thoughtful questions (e.g. “What would success look like in this role after six months?” or “How would you describe the team’s working style?”). This engages the interviewers and shows enthusiasm. Also, civilian interviewers may offer information about the company or role and observe how you respond or engage with that information, making the process feel more conversational than directive.

• Interview Objectives: Military selection boards often already have extensive records of your performance and are assessing your suitability for promotion or a specific posting, sometimes assuming you’ll stay in the organisation (the forces). Civilian employers, however, are often meeting you for the first time in the interview and need to be convinced to “hire a stranger.” They will probe not only your technical skills but also whether you’ll fit their company culture and if you truly understand what the role requires. Veterans should be prepared to sell themselves more explicitly than they might be used to. It’s not bragging – it’s crucial in civilian interviews to articulate your strengths, achievements, and what you can bring to the company. Remember, the interviewers don’t have your whole career file like a military board would; it’s up to you to highlight your relevant experience and accomplishments.

Overall, be ready to adjust your mindset: view the interview as a chance to showcase your personal skills and qualities to someone who may know nothing about military life. While you carry the professionalism, punctuality, and respect for procedure instilled by service, combine it with approachability, clear “civvy street” communication, and a focus on how you can solve the employer’s problems. And don’t be thrown if the atmosphere is more relaxed or the interviewers crack a joke – follow their lead, while remaining professional.

Common UK Interview Questions & Model Answers for Veterans

Civilian interview questions can be broadly categorized into general questions and competency/behavioural questions. As a veteran, you’ll likely encounter both types, and it’s important to prepare answers that translate your military experience into terms that UK employers easily grasp.

Typical Interview Questions: Some common general questions you might be asked include:

• “Tell us about yourself.” – A succinct summary of your background, skills and what you’re looking for.
• “What do you know about this company/role?” – Shows you’ve done your research and are genuinely interested.
• “Why are you the best candidate for the job?” – An invitation to highlight your strengths and relevant experience.
• “What are your greatest strengths and weaknesses?” – Focus on strengths that match the job, and mention a weakness you’re working to improve (and how).
• “Where do you see yourself in five years?” – They want to gauge your ambition and if you plan to stay and grow with the company​.
• “Describe a difficult situation you faced at work and how you resolved it.” – Essentially a behavioural question; use a real example.
• “Why are you leaving the military (or why did you leave) and why this job?” – Be honest and positive, e.g. seeking new challenges, using skills in a new environment, etc., rather than focusing on negatives.

Competency & Behavioural Questions: As discussed, UK interviews often use competency-based questions to explore how you’ve handled past situations. These usually start with prompts like “Tell me about a time when you…”, “Give an example of…”, or “Describe how you…”. They will relate to key skills needed for the job. For example, if the role requires teamwork, expect something like “Give an example of working as part of a team to achieve a goal.” If leadership is important: “Describe a situation where you had to lead a team through a challenge.” For roles needing problem-solving: “Tell me about a time you faced an unexpected problem and how you resolved it.” The interviewer is looking for specific instances from your experience that demonstrate these competencies.

Using the STAR Method: For each behavioural question, structure your answer using STAR (Situation, Task, Action, Result):

• Situation/Task: Set the scene briefly. Explain the context – where were you, what was the challenge or task? (Keep this part concise; just enough for the interviewer to understand the scenario.) For example: “In my last year in the Army, I was put in charge of a logistics operation to deliver critical equipment to 5 bases, and we faced a very tight two-week deadline.” This provides the who/what/when/where.
• Action: Describe exactly what you did. This is the most important part – focus on your contributions and decisions. “I organised and prioritised deliveries by importance, coordinated between the transport unit and local suppliers, and implemented a daily progress briefing to quickly address any delays. When one supplier fell behind, I negotiated an alternative solution and reassigned resources to ensure we stayed on schedule.” Make sure you use “I” (even if it was a team effort) to clarify your role. Emphasize skills you used – leadership, planning, communication, troubleshooting, etc.
• Result: Share the outcome and any impact or lessons. “As a result, we successfully delivered 100% of the equipment on time and under budget, and the supported units maintained full operational capability. My commanding officer noted the efficient coordination, and our team’s solution became a model for future missions.” Wherever possible, quantify the result or use concrete terms (finished X% faster, saved £Y, improved performance by Z, etc.). UK employers love to see tangible evidence of success.

Using STAR keeps your answer structured and focused. It prevents you from rambling off-track or getting lost in details. It also helps the interviewer easily follow your story and pick out the competency being demonstrated. Remember to tailor your examples to the role – if you’re going for a project management job, use examples that highlight planning and leadership; if it’s a customer-facing role, maybe emphasize communication and conflict resolution.

Model Answer Examples: To illustrate, here are a couple of model answers translating military experience into civilian-friendly language:

• Question: “How has your military career prepared you for this position (e.g., a Team Manager role) in our company?”
  Model Answer (Using STAR): “During my time in the Army, I was responsible for planning, organising and leading teams of up to 20 soldiers on high-pressure projects​. For example (Situation), last year I led a unit tasked with setting up a new communications network across three sites within a month (Task). I developed a detailed project plan, allocated tasks to each team member according to their strengths, and closely monitored our progress, adjusting plans on the fly when needed (Action). In the end, we completed the network rollout 3 days ahead of schedule with 15% fewer resources than allocated (Result). Through experiences like that, I learned to strategise and adapt my communication style to different team members, becoming an effective leader who can deliver results under pressure. I will bring the same organized approach and team-driven leadership to this role, ensuring projects are delivered efficiently and staff are well-coordinated.”

  Why this works: It directly ties military experience to the civilian role’s requirements (planning, team leadership, delivering projects). It avoids military jargon (no acronyms or titles) and instead uses terms like “project plan” and “resources” any manager understands. It quantifies results (ahead of schedule, fewer resources) and emphasizes transferable skills (strategy, adaptable communication, working under pressure).

• Question: “Tell me about a time you had to complete a job with inadequate resources.” (A common question to gauge problem-solving and adaptability)
  Model Answer (Using STAR): “In the RAF, I was once in charge of a maintenance team responsible for servicing aircraft, but due to budget cuts we lost 30% of our staff mid-year (Situation/Task). I had to ensure we still met all safety and maintenance targets with a smaller team. I restructured the shift system to maximise coverage, cross-trained remaining team members in multiple tasks to increase flexibility, and prioritised critical maintenance activities (Action). As a result, we met 100% of our safety checks for the year, and even reduced average maintenance downtime by 10% by eliminating inefficiencies​. It was challenging, but it taught me how to be resourceful and innovate under constraints – a skill I believe is very relevant to this job, where efficiency and adaptability are key.”

  Why this works: It takes a military scenario of resource cuts and demonstrates creativity and leadership, in terms any employer can appreciate. It shows the positive outcome (met targets, reduced downtime) and explicitly connects the lesson learned to the new job’s context (efficiency and adaptability). Notice the absence of military-specific terms – it doesn’t even matter that it was aircraft; the focus is on skills and results.Translating Your Experience: The goal in any answer is to translate your military experience into civilian terms and focus on what value you brought. Avoid unexplained references (like operation names, unit numbers, or awards that a civilian won’t recognize). Instead of saying “I was awarded the XYZ Medal,” you could say “I received commendation from senior leadership for my work,” which conveys the significance. When talking about ranks or positions, translate them: e.g. “as a platoon sergeant (essentially a department supervisor of 30 people)…” or “commanding an infantry platoon (leading a team of 30 in high-pressure situations)…”. Always loop back to how these experiences make you a strong candidate for the civilian role. Practise a few strong examples using STAR so that you’re comfortable delivering them in the interview. This will help you answer not just the exact questions you prepared for, but any behavioural question – you can often adapt one of your prepared stories to fit, as long as you clearly make the connection.

Finally, remember to keep your answers concise and to the point. Aim for about two to three minutes per answer. That’s long enough to give detail, but not so long that you lose the interviewer’s attention. If they want more info, they’ll ask follow-up questions. And never be afraid to take a couple of seconds to think before you answer a question – it shows you’re thoughtful. If needed, you can even ask for clarification on a question to ensure you understood it correctly. This is far better than misinterpreting a question and going off on an irrelevant tangent.

Addressing Employer Concerns About Military Backgrounds

While UK employers increasingly recognize the value veterans bring, you may still encounter some preconceived concerns about hiring someone straight out of the Armed Forces. Being aware of these and proactively addressing them (through your CV, interview answers, and overall presentation) can significantly improve your chances. Here are common concerns and how to tackle them:

1. “Lack of Direct Civilian Work Experience”: Employers might worry that, since you haven’t worked in a civilian corporate environment, there will be a steep learning curve or culture clash. It’s your job to reframe your military experience as an asset. Emphasize the vast array of relevant experience you do have. For example, you might not have had a civilian job title, but perhaps you have led a team of 15, managed large budgets or resources, dealt with suppliers, or implemented new processes – all highly relevant to many industries. Make it clear that your military career was essentially a series of jobs where you gained and honed skills directly transferable to their needs. If you’ve undertaken any civilian work placements, courses, or certifications during your transition (such as project management qualifications, an HGV licence, NEBOSH health & safety certificate, etc.), be sure to mention them as evidence of your ability to adapt and your commitment to reskilling.

Most importantly, translate your military achievements into business outcomes when speaking to employers. For example, if you led an infantry section, talk about leadership and team coordination; if you worked in logistics, talk about supply chain management and meeting delivery targets; if you trained soldiers, talk about mentoring, coaching, and improving performance metrics. Frame your military successes in terms of what value they brought – efficiency gains, cost savings, higher team performance, etc. This helps the employer draw a direct line between your experience and their needs. As one career guide notes, civilian interviewers are likely unfamiliar with military roles, so you need to explicitly convey how your experience relates to the job you’re applying for.

2. “Can they adapt to corporate culture and a less structured environment?” Some employers (often mistakenly) think veterans might be “too rigid” or only able to function in highly regimented environments. They might worry you’re used to following orders unquestioningly and won’t cope with the more fluid, initiative-driven nature of civilian workplaces. In fact, veterans usually possess exceptional adaptability – consider the frequent reassignments, changing missions, diverse locations, and joint operations service members navigate. You need to assure the interviewer that you’re flexible and quick to adapt. Provide examples of times you had to operate outside your comfort zone or adjust to new environments. For instance, mention that you’ve worked with international forces (showing you can adapt to different cultures) or that you transitioned between very different roles in the military (e.g., moved from a combat role to a training role and excelled in both).

Highlight soft skills that show cultural adaptability: communication, teamwork, and willingness to learn. You might say, “In the Army I learned to quickly assess and fit into new teams – whether it was a multinational exercise or being attached to a humanitarian project – so I’m very comfortable learning a new company culture and building rapport with civilian colleagues.” Employers also sometimes worry that military folks might be overly formal or struggle with the more casual style of civilian teams. You can address this subtly by demonstrating a friendly, personable demeanor in the interview itself, and perhaps by noting that you’re excited to work in a different environment and already familiar with civilian workplace norms (for example, you might mention you’ve done work experience or collaborated with civilian contractors). The key is to show you are open-minded, coachable, and not bound by military formality in day-to-day work.

Additionally, some hiring managers could be concerned that veterans are used to a clear chain of command and might find the typically flatter hierarchy in businesses confusing. You can counter this by pointing out that you’re capable of taking initiative without waiting for orders, and that you often had to make decisions independently or innovate within your military role. If you have experience working in smaller teams or with less supervision, talk about that. One common employer concern is whether you can handle the transition from the military’s continuity and structure to the often rapidly changing priorities of business. As Indeed’s guidance for hiring veterans points out, employers may be worried about this adaptability. You can directly address it with an answer like: “I actually thrived on change during my service – for example, when missions or orders changed last-minute, I had to adapt quickly. I enjoy a dynamic work environment and I’m used to thinking on my feet.” Then back it up with a quick anecdote of a time you successfully dealt with change. By preemptively discussing these points, you demonstrate self-awareness and relieve their concern.

3. “Lack of industry-specific knowledge”: If you’re switching to a completely new field (say a former infantry soldier moving into an IT role, or a Navy engineer moving into finance), employers might worry you don’t have the industry experience. Address this by emphasizing your ability to learn quickly – perhaps mention technical courses you aced in the military or how you kept up with industry trends via training during resettlement. If you’ve obtained relevant qualifications or done an internship in that sector, highlight it. Also, stress your core skills that apply anywhere: discipline, attention to detail, reliability, leadership, etc. Many employers realize they can teach you industry specifics, but not attitude and soft skills. Make it clear you’re bringing the latter in spades. You can say something like, “While I may be newer to the finance sector, in the RAF I frequently had to master new complex systems and regulations quickly – I’m confident I can rapidly pick up the specifics of this role, and I bring the work ethic and analytical mindset that will ensure I succeed.” Show enthusiasm for the field – perhaps you’ve been studying on your own or attending workshops (if true) – this demonstrates proactive interest.

4. “Will military style be too abrasive or not team-oriented?” Unfortunately, some stereotypes from movies or media might lurk in employers’ minds – e.g. the image of a drill sergeant or a very blunt commanding style. You can dispel this by highlighting your teamwork and interpersonal skills. Veterans are excellent team players – you’ve lived and worked with your colleagues and know the importance of camaraderie. Mention collaborative achievements and your ability to work with diverse people. For instance, discussing how you worked with civilian aid agencies, or how you mentored junior troops, can showcase empathy, patience and teamwork. Also, ensure your communication in the interview is personable and not overly full of slang or “barracks humor” that a civilian might not get. Professionalism is key, but so is approachability.

Some employers also might wonder if a veteran will be too deferential to authority or conversely, too used to giving orders. You can address this by stating your leadership style is very much “lead by example” and supportive. E.g., “In the Army, I learned that effective leadership isn’t about barking orders – it’s about motivating and supporting your team, and that’s the approach I take in any workplace.” This directly tackles any misconception that military leadership is just shouting or rigid. If you sense an employer is concerned you might be too rigid, you can even crack a modest joke (if appropriate to the tone) like, “Don’t worry, I left the drill parade voice back at the barracks – I adapt my style to whatever the environment is.” A little humour can humanise you and break down stereotypes, but use it only if you’re comfortable and it fits the situation.

**5. Addressing Sensitive or Inappropriate Questions: In an ideal world, interviewers will stick to relevant, legal questions. However, research has shown that some UK veterans have faced odd or inappropriate questions stemming from curiosity or misunderstanding. In fact, one survey found 1 in 6 veterans has been asked an inappropriate question by civilian interviewers, such as being asked if they had ever killed someone. If you encounter such a question, stay composed. You do not have to answer anything that makes you uncomfortable or is irrelevant to the job (and questions about combat experiences, politics, or mental health are not appropriate in an interview). You can deflect gracefully and steer the conversation back to your skills. For example, if someone bluntly asks “Have you ever seen combat or killed anyone?”, you might respond with something like, “I have served in conflict zones, but I prefer to focus on how those experiences taught me resilience and teamwork under pressure, which I believe are very valuable to this role.” Then move on to a relevant point. This way you address the underlying concern (maybe they’re worried about stress or temperament) by highlighting your strength, without getting drawn into discussing trauma or anything too personal. Most interviewers won’t ask such questions, but being prepared will help you stay confident if it happens.

6. “Transferring Military Skills to Business Value”: Employers might not immediately see how, say, marksmanship or tank maintenance translates to their office. It’s up to you to connect the dots. Always frame your answers around skills and value: leadership, problem-solving, ability to perform under stress, technical aptitude, fast learning, loyalty, etc. Explicitly mention business-relevant outcomes from your military roles. Did you improve a process efficiency by 20%? Did you manage equipment worth millions (budget responsibility)? Did you ensure 100% compliance with safety regulations (attention to detail, regulatory compliance)? For every military skill, think of a civilian analogue: marksmanship is probably not relevant, but the discipline and concentration it required are; tank maintenance may not translate directly, but managing a maintenance schedule, technical troubleshooting, and working as a team do translate. If you ran training exercises, that’s program management and training development. If you were in charge of security, that’s risk management and security operations akin to corporate security roles. Spell these out. One veteran recounted how he translated improving a military training program into concrete results a business could appreciate – by explaining that he revamped a complex technical course which boosted pass rates from 27% to 93%, he highlighted training design, communication, and results orientation. These are the kinds of reframing you should aim to do. Use civilian metrics where possible (time saved, money saved, people managed, projects delivered) and make clear how your military achievements would benefit the employer’s organization.

7. “Will they stay and grow with us?” Some employers worry that veterans might jump between jobs or are still finding their path (especially younger veterans who left after a few years). Combat this by expressing your enthusiasm for the company and the career path on offer. You can say you’re looking to establish yourself in the civilian sector and grow within their firm. Mention that your military career involved committing to a team and mission long-term, and you plan to bring the same loyalty and dedication to your new employer. Many employers actually value the loyalty and stability associated with military folks, so reinforce that positive. If you’re asked about future plans (like the five-year question), align your answer with growth at that company or industry, indicating you’re not treating this job as a short-term stopgap.

In summary, acknowledge the skills gap where it exists but underscore that any gap is bridgeable through your proven learning ability and the strong foundation of skills you already possess. By proactively addressing concerns – lack of experience, culture fit, understanding of business context – you demonstrate emotional intelligence and genuine interest. Turn each potential negative into a chance to highlight a positive: no civilian experience? -> “True, but I bring a fresh perspective and a disciplined approach that I’ve seen is quite rare – plus, I’ve prepared myself by doing X, Y, Z.”; not from our industry? -> “Yes, however that means I won’t bring bad habits from competitors, and I have a strong ability to learn new domains as evidenced by…”. This kind of reframing can impress interviewers and alleviate their concerns, allowing your strengths to shine through.

Remote vs. In-Person Interviews in the UK

In the post-pandemic landscape, you may encounter both remote (virtual) interviews (via Microsoft Teams, Zoom, Skype, etc.) and traditional in-person interviews. Veterans should prepare for both formats, as each has its nuances. Here’s how to handle each, and key differences to consider:

Remote Interviews (Video or Telephone): Remote interviews are common in the UK, especially as first-round screenings or when distance is an issue. They can be live video calls or even pre-recorded question formats. To present your best self virtually:

• Technical Preparation: Test your technology ahead of time. Make sure you have a stable internet connection. Install and update the necessary software (Teams, Zoom, etc.) beforehand. Test your camera and microphone – do a trial call with a friend to ensure your audio is clear and your video is working. Familiarise yourself with the platform’s features: know how to join the meeting, how to mute/unmute yourself, and how to share your screen if you might need to (occasionally, interviewers ask you to present something or do a task). Have a backup plan in case of technical issues – for example, keep the interviewer’s phone number or email handy so you can contact them if the connection drops. It’s also wise to log in a few minutes early (5-10 minutes) to resolve any last-minute issues and so you’re ready right when the interview starts.

• Environment and Presentation: Find a quiet, distraction-free space for the interview. Inform family or housemates not to disturb you during that time (and ensure pets are settled). Choose a clean, neutral background – a plain wall or a tidy room works well. If that’s not possible, you can use a neutral virtual background or blur your background (both Teams and Zoom offer these options). Ensure good lighting on your face (natural light from a window in front of you, or a lamp; avoid sitting with a bright window behind you as it will put you in shadow). Position your camera at eye level – prop your laptop on books if needed – so you’re not slouching or looking down/up awkwardly​. Dress professionally head to toe, as if it were an in-person interview. Not only could you need to stand up unexpectedly, but dressing fully in business attire puts you in the right mindset. Pay attention to small details: your username or display name on the video platform should be your real name (avoid nicknames or joke names). Also, disable any distracting notifications on your computer/phone during the interview.

• During the Video Call: Treat it very much like an in-person meeting. Maintain eye contact by looking at the camera when speaking, not at the little video of yourself. It’s okay to glance at the screen to gauge the interviewer’s reactions, but try to primarily engage via the camera – this mimics eye contact from their perspective. Use natural gestures, but keep them within frame and not too exaggerated (they can look more amplified on camera). Nod and smile to show you’re engaged, just as you would in person. One benefit of a remote interview is you can have some notes handy – it’s fine to keep bullet points or your CV next to you for quick reference. But do not read off scripts, as it will sound stilted and obvious. The interviewer should feel you’re having a conversation, not reciting pre-written answers. If a technical glitch occurs (audio or video breaks up), politely mention it and ask them to repeat the question or try to resolve the issue – everyone is used to occasional tech problems, so don’t panic. Just handle it calmly: “I’m sorry, I didn’t catch the last part due to a connection issue – could you please repeat the question?”.

• Professionalism in Virtual Setting: Even though you’re at home, approach it formally. Address the interviewer properly, and keep your posture attentive (sit up straight, don’t lounge on a sofa). Ensure you’re on mute when not speaking if there is background noise – but don’t forget to unmute when you start talking (a common oops!). Using a headset or headphones can help maintain good sound quality and prevent echo​. Also, close any other programs on your computer that might distract you or send notifications. Show that you are taking this just as seriously as an in-person meeting.

• Microsoft Teams or Zoom specifics: Different platforms have slightly different interfaces. Teams, for example, might require you to “join the meeting” via a link and wait in a lobby until the interviewer admits you. Zoom might have a meeting ID and passcode. The National Careers Service advises making sure you know how to start or join the session, mute/unmute your mic, and turn your camera on/off on the platform you’ll use. If you’ve been given a choice, use the one you’re most comfortable with. Otherwise, you can find quick tutorial videos online for any platform. One tip: have your phone handy as a backup. If video fails, sometimes switching to a phone call or phone audio can save the day. Let the interviewer know if you’re switching to phone due to tech issues.

• Virtual Etiquette: In UK culture, politeness is always a plus. So at the start, you might say “Good morning, can you hear me okay?” to confirm all is well. During the interview, let the interviewer finish speaking (remote calls sometimes have a slight audio lag, so pause a beat before answering to avoid talking over them). At the end, thank them for their time just as you would face-to-face. One challenge of remote interviews is reading body language; if you’re unsure whether you’ve answered a question fully, it’s okay to ask “Would you like more detail on that?”. Also, since you can’t shake hands, you’ll have to make a strong impression with your words and facial expressions – remember to smile and show enthusiasm when appropriate, to compensate for that missing physical element.

In-Person Interviews: Many employers still prefer at least the final interview to be in person. In-person interviews allow for a richer interaction – you can read the room better, make a more personal connection, and also get a sense of the workplace. To excel in person:

• Punctuality and Logistics: Plan your journey meticulously. Know the interview location, how you will get there, and how long it takes (then add extra time as a buffer). Aim to arrive about 10 minutes early. This gives you time to check in with reception and compose yourself. If you arrive too early (say 30+ minutes), don’t go in just yet – that can put pressure on the interviewer; instead wait nearby (e.g. a café) until closer to the time. Never be late – tardiness in the UK is a big no-no and will start you off on the wrong foot. If something absolutely out of your control happens (like a major train delay or accident), call ahead immediately to inform them and apologize. But barring an emergency, there’s no excuse for not being on time.

• First Impressions – Appearance and Introduction: Dress smartly in professional attire appropriate for the job. When in doubt, a suit or a blazer with tie for men, and a suit or smart dress/blouse with blazer for women is safe. Polish your shoes (military folks usually excel at this anyway!). Ensure you have copies of your CV, any reference letters, and perhaps a notepad in a neat folder or portfolio. When you meet the interviewer(s), smile, make eye contact, and give a firm (but not bone-crushing) handshake – in the UK a handshake is a common greeting in interviews (if current health guidelines allow; post-Covid, some might omit it, so follow the interviewer’s lead if they extend a hand or not). Introduce yourself: “Hello, I’m [Name]. Pleasure to meet you, and thank you for seeing me today.” This polite, confident greeting starts things off well.

• Body Language and Communication: During the interview, body language can speak volumes. Sit upright but not rigid; you want to appear attentive and confident, not on edge. It’s usually okay to place your hands on the table or on your lap – avoid crossing your arms (can seem defensive) or fidgeting with pen/jewellery. Use natural gestures when you speak to emphasize points, but don’t overdo it. Make sure to engage all the interviewers if it’s a panel – look at the person who asked the question when answering, but also glance at the others occasionally to keep them included. Nod and show interest when they speak or describe the role. Importantly, listen carefully to each question – it’s perfectly fine to take a second to gather your thoughts. If you’re unsure you understood a question, you can ask for clarification, or rephrase it in your answer intro (“If I understand correctly, you’re asking about how I handled conflict in my last role…”). UK interviews tend to be somewhat formal in tone, but a bit of warmth and personality is welcomed. Follow the interviewer’s cues: if they are very straight-faced and business-like, keep your tone professional; if they are more chatty or make a joke about the weather, you can smile and engage similarly.

• Answer Delivery In Person: The content of your answers will be the same as you’ve prepared (your STAR examples, etc.), but in person you can likely converse a bit more fluidly. The interviewer might ask probing follow-ups or say things like “Mm-hm” or nod while you speak. Don’t let that distract you – it usually means they’re listening or encouraging you to continue. One advantage in person is you can read their reactions and adjust: if you see looks of confusion, you might clarify a point or avoid too much technical jargon; if they seem very engaged, you know you’re on the right track. Keep your answers clear and try not to go off on tangents. It’s okay to be passionate – show enthusiasm for what you’re talking about (e.g., eyes lighting up when describing a project you loved). That kind of energy can be infectious. Also, watch your tone and pace: sometimes nerves make us talk too quickly or too softly. Make a conscious effort to speak at a measured pace and volume. The military “command voice” should be toned down – speak confidently but conversationally.

• Building Rapport: In-person interviews offer more opportunities for small pleasantries that build rapport. Perhaps you notice something in the office or on the interviewer’s desk (an award, a photo) that you can comment on if appropriate (“I noticed the Armed Forces Covenant certificate in your lobby – it’s great to see the company supporting veterans.”). A bit of polite small talk at the start or end – thanking them for inviting you, remarking “It’s a lovely office location” or similar – can leave a positive impression. Many UK interviews start with a “warm-up” chat (“Did you find us okay?”, weather, etc.) – be prepared to engage politely for a minute or two before the formal questions start. This isn’t idle; it’s part of how British employers gauge your interpersonal skills.

• Closing the Interview: Usually, they will invite you to ask questions toward the end (if they don’t, you can gently interject before leaving that you have a couple of questions). Have a few ready – it shows interest. In person, this is also your chance to further connect: for example, asking the interviewer how long they’ve been with the company and what they enjoy there can turn the tables a bit and make it conversational. When everything is done, thank each interviewer by name if possible, shake hands again if appropriate, and express that it was nice to meet them. Simple courtesies go a long way. Don’t forget to collect any belongings (and your coat if you left it at reception!).

Key Differences Between Remote and In-Person: The core content (your answers) should remain consistent, but the way you deliver and the impression you create can differ. In remote interviews, technology and setting play a big role – your preparedness with those reflects on your organisation skills. In-person, factors like punctuality, attire, handshake, and physical presence add to the impression. With video, you have to compensate for the lack of face-to-face connection by being extra clear and verbally expressive. With in-person, you must be mindful of physical etiquette. Some people find remote interviews less nerve-wracking (since you’re on familiar turf), while others find them awkward. Practice both if you can.

Also, note that telephone interviews (audio only) might also be used, especially for initial screenings. These require you to convey enthusiasm purely through voice. Speak clearly, smile as you talk (oddly, it does come through in your tone), and perhaps stand up or walk a bit if it gives your voice more energy. Since they can’t see you, you might keep notes in front of you – but again, don’t sound like you’re reading. And definitely ensure you’re in a quiet place with good reception for phone interviews.

In the UK, whether remote or in-person, treating the interview with professionalism and courtesy is paramount. There’s a saying: “Proper Preparation Prevents Poor Performance” – something veterans know well. This applies to interviews too. For remote ones, preparation means tech and environment setup; for in-person, route planning and dressing right. Show that you can handle both scenarios – flexibility itself is a positive trait to demonstrate.

Industry-Specific Considerations for UK Veterans

Veterans enter a wide range of industries after service, from construction and security to finance and IT. While many interview principles are universal, different industries may have unique expectations or common practices in interviews. Here’s a rundown of what to consider for some fields that veterans often transition into, along with sample questions you might encounter:

• Construction & Engineering: These sectors often value practical experience, safety awareness, and project management skills. Interviews for construction roles (whether on-site management, engineering design, or trade roles) may include technical questions or scenarios. For example, you might be asked something like, “What problems did you identify in your last construction project and how did you overcome them?”. They want to see your problem-solving process and knowledge of industry practices. Veterans with engineering or logistics backgrounds from the military often fit well here, but remember to emphasize any relevant certifications (e.g., if you’ve done NEBOSH for health & safety or obtained a CSCS card). Be ready for questions on safety and compliance, as these are huge in construction. A typical question could be, “Describe a time you had to enforce safety rules — how did you handle it?” Use any military safety training or experience (like range safety officer duties or equipment maintenance protocols) to demonstrate your vigilance and commitment to safety. The interview might also touch on teamwork and leadership, since construction is very team-oriented. Highlight how you led teams in the forces to complete tasks on time. Also, clients and deadlines are key in this industry, so mention your ability to work to timelines and quality standards. If the role is more technical (e.g., an electrical engineer), expect some technical competency questions or a skills test. Example: if you were a Royal Engineer applying for a construction project manager role, be prepared to translate your experience building a bridge under combat conditions into how you’d manage a civvy construction project – planning, risk management, resource allocation, etc., in civilian terms.

• Security (Private Security, Security Management): Security is a natural fit for many ex-military, and the UK has a robust security industry (from security guard roles to corporate security management to cyber security). Interview expectations depend on the level of the role. For a front-line security officer position, questions may focus on scenarios like “How would you handle a situation with an aggressive individual?” or “What steps do you take to ensure a site is secure during your shift?”. Emphasize your calm under pressure and any security-related training (for instance, forces experience with access control, incident response, or use of the NATO phonetic alphabet for clear communication). If it’s a more senior role (security manager, risk assessor), they might ask about security planning and decision-making: e.g. “Tell us about a time you had to respond to a security breach or emergency.” Use a STAR story from your service where you dealt with a security incident, but translate jargon (say “unauthorised entry” rather than “perimeter breach”, etc.). The UK security industry often requires an SIA licence for certain jobs – if you have it, definitely mention it. Also, corporate security might touch on data protection or dealing with contractors, so if you’ve dealt with confidential information or managed third-party relationships in the military, bring that up. Show that you understand the importance of customer service in security too – many security roles require balancing firmness with polite customer interaction (for instance, a security officer at a corporate site needs to be approachable to employees/visitors). Veterans can underscore their discipline and vigilance, which are highly regarded. Example question in a corporate security interview: “How do you ensure compliance with security policies among a team?” – you might answer referencing how you enforced standards in your unit through training and random checks, which can parallel supervising a security team.

• Logistics & Transport: Many veterans, especially from RLC, RAF Movers, or Navy logistics, go into transport, warehousing, or supply chain roles. UK interviews in logistics will focus on efficiency, organisation, and problem-solving. Expect questions like “Give an example of when you had to deliver a time-sensitive shipment and faced obstacles – what did you do?” or “How do you prioritize tasks when managing multiple delivery schedules?”. This is a chance to use those military supply convoy or inventory management stories. Talk about how you managed resources and met deadlines under pressure. They may also probe your familiarity with logistics software or processes (mention any systems you used in service, and equate them to civilian ones if possible). For instance, inventory management in the Quartermaster’s store can be likened to warehouse stock control in a company. If the job involves driving or fleet management, highlight licences you hold (HGV licences, etc.), and safety record. A veteran’s knack for procedure and planning is a big asset here – stress that. In logistics, cost efficiency is also crucial, so maybe share how you streamlined a process or cut waste in your military role (e.g. improved the way equipment was requisitioned, saving time or money). A common interview question in logistics might be, “How do you handle unexpected changes, like a vehicle breakdown or a supply shortage?”. Use an example, perhaps when a vehicle broke down on convoy and you had to re-route or double-load another truck – demonstrate your quick thinking and contingency planning. Also, teamwork is big in logistics (you work with drivers, suppliers, warehouse staff), so mention your collaboration and communication skills. If applying to a commercial transport firm, you might also be asked about customer service (e.g., dealing with clients or vendors), so if you dealt with civilian contractors or local nationals during deployments, you can draw on that experience.

• Finance & Corporate (Banking, Accounting, Business roles): Transitioning to finance or corporate office roles might seem daunting, but many veterans do it successfully, especially officers or those who had roles involving finance/budgeting. These interviews will be more formal and structured, often competency-based as described before. Key competencies likely tested: analytical thinking, attention to detail, integrity, and client service. Expect questions such as “Tell me about a time you had to analyze data to make a decision” or “Give an example of when you caught an error or prevented a mistake because of your attention to detail.” This is where you might talk about, say, noticing a discrepancy in supply counts or budgeting effectively for an exercise. It might not be financial data, but it still counts as analytical experience. Integrity is huge in finance – they need to trust you. You may get a question about ethics, like “What would you do if you observed a colleague doing something against policy?” or they may frame it as, “Describe a time when you had to make a difficult ethical decision at work.” Military service can provide strong answers here – perhaps you encountered a situation of reporting something not done correctly, or ensuring proper handling of resources when it was tempting to cut corners. Use those examples to show you won’t compromise on ethics. If you’re interviewing for a specific area (say an IT role in a bank, or HR in a company), be prepared for some technical or role-specific questions similar to what civilians would face in those jobs. Veterans should also be ready for the classic “How will you handle the transition from military to corporate life?” question – which is basically a culture fit question. Emphasize your adaptability and perhaps mention any mentoring or insight you’ve gained (for example, if you did insight days or have networked with professionals in that sector). Another example: in a finance interview, they might ask, “How do you work under pressure? Give an example.” – City finance can be high-pressure, so your story of handling pressure under fire or tight timelines in service will shine, just make sure to relate it back to a corporate scenario (e.g., “In the Army I had to prepare operational reports with zero margin for error and strict deadlines – I’ll bring the same composure and diligence to meeting deadlines here.”). If you’re going into a junior role, they might also assess your willingness to learn and take direction (you can highlight how you quickly learned complex tasks in the military). Show that you understand the business side – e.g., mention if you’ve undertaken any finance courses or are comfortable with Excel/spreadsheets, etc., to align with their expectations.

• Information Technology (IT) & Tech Industry: Veterans from signals, communications, intelligence, or those who retrained in IT often move into tech roles (cybersecurity, network administration, software development, etc.). The tech industry in the UK is quite dynamic and may have a mix of technical interviews and behavioural interviews. Technical assessments (like coding tests or problem-solving tasks) are common for IT roles, so ensure your technical skills are up to date and practised. In the behavioural portion, they might ask about projects: “Tell me about a technical problem you solved,” or “How do you keep your skills updated with new technology?”. Veterans can leverage any IT projects or training from service – for example, setting up a communications network, or teaching yourself programming during resettlement. The STAR method works for tech questions too: Situation (the tech issue), Task (what needed to be done), Action (how you fixed or built it), Result (system deployed, issue resolved, etc.). Adaptability and continuous learning are key points to hit – tech evolves fast, so mention how you’ve learned new systems (maybe describe learning a new weapons system or software in the military quickly and thoroughly). If you’re going into cybersecurity (a popular field for ex-signals or intelligence folks), expect scenario questions like “What would you do if you suspect a system has been breached?” or questions on process, e.g., “How do you prioritize incidents in a network operations center?”. Tie your military security mindset to cyber security: talk about processes, following protocol, but also thinking on your feet. The tech industry is often less formal; some interviews might feel very conversational or even include group exercises. Regardless, demonstrate your teamwork skills—software development and IT projects are rarely solo. If you managed IT teams or projects in uniform, mention how you collaborated with others, perhaps across units or with contractors (which is analogous to cross-department collaboration). Tech employers also value problem-solving mindset: highlight your troubleshooting skills (e.g., “In the Royal Signals, if a radio network went down, I had to systematically diagnose the issue under time pressure – that approach will help in any IT support role.”). One tip: avoid overusing military tech jargon. If you configured “Bowman radios,” you might explain it as “secure radio communication systems” so the interviewer in a telecom company, for instance, can relate it to their field.

• Public Service and Government: Many veterans join the civil service, police, fire service, NHS, or other public sector roles. These interviews often use very structured competency frameworks. For example, the Civil Service uses “Success Profiles” with defined behaviours (like Leadership, Working Together, Making Effective Decisions, etc.). As a veteran, you should study the specific competencies or values of the organisation you’re applying to (often listed in the job advert) and prepare STAR examples for each. The questions will likely be explicitly competency-based (e.g., for policing: “Give an example of a time you acted with integrity in a challenging situation” or “Tell us about a time you had to deal with a member of the public who was upset or angry”). For civil service roles: “Describe a time you delivered a piece of work to a high standard under a tight deadline” mapping to the Delivering at Pace behaviour, for instance. The good news is your military experience can provide excellent examples – just ensure you map them to the desired competency and use civilian-friendly language. If applying to emergency services (police, fire, ambulance), there may be additional stages like physical tests or role plays. In the police, for example, they often have scenario-based interviews or role-play exercises to test how you’d handle a confrontational situation or an ethical dilemma. As a veteran, emphasize values like public service, integrity, teamwork, and your resilience (dealing with stress and trauma) – these are prized in such roles. A question in a police interview could be, “Tell us about a time you worked with people from different backgrounds to achieve a goal.” They want to see you can engage with diverse communities, so you might use an example of coalition operations or community projects from your military time. Public sector interviews also appreciate understanding of the community or stakeholders you’ll serve – do a bit of homework on local issues or the particular department so you can show awareness and desire to make a positive impact.

• Other Industries (Retail, Hospitality, etc.): Veterans also go into management roles in retail or hospitality, or start second careers in education, healthcare, and more. Always identify the top skills that industry looks for. Retail might emphasize customer service and team leadership; hospitality might value communication and handling difficult customers; education might look at mentoring and subject knowledge. Then think of how your military background exemplifies those. For instance, a veteran going into retail management could highlight experience in inventory control, discipline, and training teams (all relevant to running a store). They might ask, “How would you handle a situation where your team is failing to meet targets?” – you can draw a parallel to raising performance in your unit through coaching and motivation. If entering a field where you also have personal experience (like a medic going into NHS work, or a military chef into catering), leverage your technical skills but be prepared to possibly retrain to specific UK certifications (and mention if you’ve done so).

In any industry, if you’re not sure of the typical interview style, try to find out beforehand. Sometimes the job posting or invitation will clue you in (e.g., “The interview will be a panel interview lasting 45 minutes, with competency-based questions”). You can also ask others in that industry or use resources like Glassdoor for common interview questions at that company. Tailor your preparation accordingly.

Example Industry-Specific Questions:

• Construction: “Have you ever had to deal with an on-site conflict or disagreement between team members or subcontractors? What did you do?” (They want to see leadership and communication.) Or, “How do you ensure quality and safety standards are met on a project?” (They expect examples of processes or inspections you used.)
• Security: “Describe a time you had to respond to an emergency or alarm. What actions did you take?” (Looking for composure and protocol adherence.) Or, “What do you think are the biggest security risks for our type of business and how would you mitigate them?” (Testing your knowledge of the field and proactive thinking.)
• Logistics: “Tell me about a situation where a delivery was going to be late or a supply chain broke down – how did you handle it and communicate it to stakeholders?” (They look for problem-solving and customer service.) Or, “How do you approach optimising routes or schedules?” (They want practical efficiency ideas, possibly expecting mention of planning tools or resourcefulness which you can relate to convoy route planning in military.)
• Finance: “Give an example of a time you had to present data or a report to someone who wasn’t familiar with the details – how did you make sure they understood?” (Communication skill with technical info.) Or, “Describe your process for ensuring accuracy in your work when working with important numbers or documents.” (They want to hear about checks, double-checks – maybe talk about weapons counts or maintenance logs you had to ensure were 100% correct.)
• Technology: “Tell us about a time you had to troubleshoot a complex technical issue – how did you go about it?” (Analytical thinking and perseverance.) Or for cybersecurity, “What do you see as the biggest cyber threat to businesses currently, and how would you help defend against it?” (Knowledge question – tie your INFOSEC or signals intel experience in understanding threats and following security protocols).
• Public Service: “Can you give an example of when you went above and beyond to help someone?” (Common in NHS or policing to gauge compassion – maybe use a humanitarian aid mission or helping a comrade through a tough time.) Or, “Describe a time you had to make a quick decision based on limited information.” (Decision-making under pressure – lots of military scenarios for this, just ensure it’s accessible to them.)

By anticipating these kinds of questions, you can prepare relevant stories. Always loop your answer back to why that experience prepares you for this job in this industry. For example, after telling your story, you might add, “– and that’s exactly the approach I would take as a site manager here: prioritise safety and lead by example to keep projects on track.” This makes it explicit that you understand the industry’s priorities and are ready to meet them.

UK-Specific Support for Veterans Preparing for Interviews

You’re not alone in this journey – the UK has a strong support system for veterans transitioning to civilian employment. Many organisations and initiatives exist specifically to help with CVs, interview preparation, and connecting with veteran-friendly employers. Here are some key resources to tap into:

• Career Transition Partnership (CTP): This is the official MoD resettlement service available to all service leavers. CTP provides a wealth of support including workshops on CV writing and interview skills practice, one-to-one career coaching, and job fairs. They run specific courses that often include mock interviews and guidance on how to answer questions effectively. If you haven’t already, register with the CTP during your resettlement – they can pair you with a career consultant who will help you prepare. CTP also has an online portal (MyPlan) with interview preparation materials and even an interview simulator tool. Essentially, CTP is the first port of call – take full advantage of their workshops and coaching sessions to rehearse your interview technique in a safe environment. As noted in a government guide, service leavers have access to CV and interview workshops through CTP, which means by the time you face real employers, you should be ready.

• Forces Employment Charity (RFEA): Formerly known as RFEA – The Regular Forces Employment Association (and now merged with The Officers’ Association under the banner Forces Employment Charity), this organisation offers lifelong job-finding support for veterans. They have regional career advisors who can work with you individually. Notably, RFEA provides practical help like interview practice sessions and coaching. They understand the common hurdles for ex-military and can give you tailored advice. They might run you through mock interview questions and provide feedback on your answers and how well you’re translating your skills. RFEA also has ties with employers through the Forces Employment Charity, so they often know what specific companies are looking for. Reach out to them for mentorship and preparation – their service is free for veterans.

• Service Charities and Programs: Several charities focus on veterans’ employment support:

  • SSAFA – the Armed Forces Charity: SSAFA runs a mentoring programme for service leavers (typically starting before you leave and continuing after). A SSAFA mentor (often a volunteer who might be ex-military or from industry) can help you with various transition aspects, including interview techniques and confidence building. They provide long-term, one-to-one support, which can be great if you need a bit of encouragement and guidance over time.
  • The Poppy Factory: This charity specializes in helping veterans with health conditions (physical injuries, mental health etc.) into work. However, you do not necessarily need a severe injury to benefit – they assist many who have any barrier to employment. The Poppy Factory’s employment consultants offer personalised coaching, including CV help and interview preparation. They can do mock interviews with you and help build your confidence if, say, you’re worried how to discuss a gap in your CV due to recovery or how to explain medical discharge. Their support is hands-on and continues until you secure a job (and even beyond, with in-work support).
  • Help for Heroes and Walking With The Wounded: Both have employment support programmes (H4H’s Career Recovery, WWTW’s Employment Advisors) that include interview prep as part of a broader package for wounded or struggling veterans. If you’re affiliated with them, definitely utilise their career counselors.
  • Officers’ Association (OA): Now closely working with RFEA for all ranks, the OA historically provided support tailored to officers, including networking events and interview workshops. They often host webinars or insight days with employers where you can learn about interview expectations in certain industries. Check their events calendar.
  • The British Legion’s Lifeworks (RBLI): Royal British Legion Industries (RBLI) runs LifeWorks, an employment support course (previously for veterans of all ranks). LifeWorks is a short programme that covers CVs, translating skills, and interview practice. If you can attend one of their workshops, it’s highly recommended – you get to practise interviews in a friendly setting and get feedback from career coaches. They also help with confidence and mindset for interviews.

• Mentoring Schemes & Networks: Beyond formal courses, consider mentorship. Programmes like Veterans Work, Heropreneurs mentoring, or even LinkedIn’s mentoring (look for veterans in industries you’re interested in) can connect you with someone experienced. A mentor can conduct a mock interview with you or simply share insight on what their company looks for. Sometimes just hearing from another veteran who successfully transitioned into, say, finance or IT can give you very specific tips (like common interview questions they encountered or how they answered).

• UK Government Initiatives (Veteran-Friendly Employers): The UK government actively encourages employers to hire veterans through initiatives:

  • Armed Forces Covenant: Over 10,000 UK employers have signed the Covenant, pledging support to the armed forces community. Many Covenant signatories commit to veteran-friendly recruitment. Some offer a Guaranteed Interview Scheme for Veterans – similar to the disability scheme – where if you meet the minimum criteria, you’ll get an interview. For example, numerous local councils, NHS trusts, and companies have such schemes specifically to not overlook veterans’ applications. It’s worth mentioning in your application or interview if the employer is a signatory (“I noticed you’ve signed the Armed Forces Covenant; as a veteran I really appreciate that commitment”). It shows you did your homework and signals to them that you’re aware of their support.
  • Great Place to Work for Veterans (Civil Service Scheme): The Civil Service has introduced this scheme to make it easier for veterans to join government jobs. If you opt-in on your Civil Service job application and meet the role’s minimum requirements, you are guaranteed progression to the next stage, which is usually an interview or assessment test. This effectively gives you a foot in the door. Once at interview, you still have to perform well, but at least you’ll get the opportunity. The scheme reflects the Civil Service’s desire to harness veteran talent. So if you’re applying to a government department or agency, definitely tick the veteran scheme box and prepare thoroughly for the interview you’ll likely get. The Office for Veterans’ Affairs has been promoting this scheme – you might even bring it up, e.g., “I’m grateful for the Great Place to Work for Veterans initiative which gave me this interview opportunity – and I’m here to show I can deliver in this role.” It acknowledges the support and reinforces that you are a candidate worth interviewing.
  • Defence Employer Recognition Scheme (ERS): Employers can earn Bronze, Silver, Gold awards for their support of the armed forces community. If you’re interviewing at a Gold ERS employer, they’re likely very aware of transferable military skills. You may find they have veterans on the interview panel or ask questions meant to translate your experience. Use that to your advantage – don’t assume they understand everything, but feel confident that this employer wants veterans to do well. You can find lists of ERS employers online; knowing this can give you a morale boost and perhaps a talking point (“I saw you have the ERS Gold award; it’s great to see how much you value ex-forces employees.”).

• Job Boards and Recruitment Agencies for Veterans: In preparation for interviews, you might engage with recruiters who specialize in ex-military placements (e.g., ForceSelect, Ex-Mil Recruitment, SaluteMyJob, etc.). These recruiters can often coach you before the employer interview since it’s in their interest that you succeed. Don’t hesitate to ask them for tips about the interviewers or company culture. There’s also the Forces Families Jobs platform and CTP’s online job portal – while these are more for job finding, they often have resources and articles with interview advice, frequently asked questions, etc. CTP’s RightJob site has employer insights which might tell you what a given company’s process is like.

• Practice Resources: The National Careers Service (government service) offers free career advice to anyone – you can actually book a session with a careers adviser (by phone or in person at a Job Centre) for mock interviews or advice. They also have online tools and articles on interviews. Additionally, many companies and charities run virtual workshops – for example, the Forces Employment Charity might have webinars on interview skills. Keep an eye on social media groups or the CTP events calendar for any free workshops. Even joining a local Toastmasters (public speaking group) or doing presentations can help build confidence in speaking about yourself, which is essentially what interviewing is.

In summary, leverage these supports. They exist because translating a military CV to a civilian one and acing interviews is something many veterans need help with – and there’s no shame in that. A bit of coaching can dramatically improve your performance. As a veteran, you also have a built-in network; if you know colleagues who left a year or two before you and are working in a field you’re targeting, reach out. Ask them about their interview experiences. Often, they’ll be more than happy to do a mock interview with you or give you pointers – after all, they stood where you are not long ago. Using all these resources can give you a real edge and the confidence that you are well prepared.

Final Tips for Interview Success

Finally, here are some general tips and best practices to help you excel in any UK job interview as a veteran:

• Practice, Practice, Practice: Just as drills in the military build muscle memory, rehearsing interviews builds confidence. Conduct mock interviews as much as you can – with a friend, family member, mentor, or through one of the support organisations. Practice answering questions out loud, not just in your head. This helps you refine your wording and get comfortable talking about yourself. If possible, simulate the interview environment: dress up and have your friend act as the interviewer. The more you practice, the more your nerves will subside. It can be helpful to record yourself (video or audio) and play it back – you might catch yourself using too many filler words (“um”, “you know”) or speaking too fast, and then work on those aspects. The goal isn’t to memorize answers verbatim (that can backfire and sound unnatural), but to be so familiar with your own experiences and how to articulate them that you can adapt on the fly. As one guide suggests, even practising with a friend or at a mock interview service can significantly improve the quality of your answers.

• Research the Company and Role: This cannot be overstated – do your homework. In the UK, employers expect candidates to have a reasonable understanding of what the company does and the job they’re applying for. Before the interview, thoroughly read the job description and person specification. Identify the key skills/competencies they seek and make sure you have examples lined up for each. Research the company via their website, news articles, and LinkedIn. Know their products or services, approximate size, any recent major news (e.g., expansion, merger, new project). If the company has an Armed Forces network or is known for hiring veterans, note that too. Demonstrating this knowledge in your answers or questions (for example, “I saw on your website that you’re expanding into Europe next year – that’s something I’d be excited to contribute to with my project management experience”) will impress the interviewers. It shows genuine interest and proactivity. Also research the interview format if you can – don’t be afraid to ask HR ahead of time who will be interviewing you and whether it will involve any tests or presentations. The more you know, the more you can prepare appropriately.

• Prepare Your Own Questions: As mentioned, having thoughtful questions to ask the interviewer(s) is very important. It signals that you’re considering how you’d fit in and that you care about the opportunity. Prepare a handful, such as:

  • “What would you consider the biggest challenge for a newcomer in this role in the first few months?”
  • “How do you measure success for someone in this position?”
  • “I noticed the company is focusing on X in the coming year – how might this role contribute to that initiative?”
  • “What training or development opportunities do you provide for employees?”
  • If speaking to fellow veterans or an HR who mentioned a Forces network: “Does the company have a veterans’ support network or initiatives for ex-military employees?”

  Avoid questions about salary or holiday in the first interview (unless it’s a final stage and they bring it up) – those are better addressed once they’ve shown interest in hiring you. And definitely don’t say you have no questions; at minimum ask something about the timeline or next steps if absolutely everything was covered. In UK interviews, ending on a question or two from you is the norm.

• Show Enthusiasm and Positive Attitude: Employers want someone who wants the job and will be a pleasant colleague. Smile when appropriate, speak with energy (not monotone). Veterans sometimes adopt a very formal, at-ease posture to not show emotion – but in a civilian interview, it’s good to let your passion show. If you’re excited about the role, say so in your closing remarks: “Thank you for this opportunity – I’m really excited about the possibility of working with your team on XYZ.” Enthusiasm can sometimes even outweigh a slightly less polished answer to a technical question, because attitude counts for a lot. Conversely, avoid negativity. If asked about your military experience, focus on the positive aspects and what you learned – do not vent about frustrations or badmouth anyone (e.g., avoid saying “I hated my last boss” or similar; it raises red flags). If asked why you’re leaving the military, frame it positively: new challenges, family stability, pursuing a passion, etc., not “I’m sick of it.” Similarly, if asked about a weakness or a difficult situation, focus on what you’re doing to improve or what you learned. UK interviewers appreciate humility and honesty, but always paired with a can-do outlook.

• Mind Your Language – Literally: We’ve covered avoiding jargon extensively. Also ensure you’re using UK terminology where relevant – say “CV” not “resume,” talk in pounds and metres if discussing figures (unless the job is with an American firm in the UK, then perhaps they use both). And be mindful of any swearing or very informal slang – keep it professional. It’s okay to be conversational and friendly, but draw a line at anything that could be seen as unprofessional language.

• Handling Nerves: It’s normal to be nervous. A few tactics: take slow, deep breaths before you walk in (or click “join meeting”). Remind yourself that the interviewers are humans who actually want you to do well – they are hoping you’re the candidate they can choose. Some people find “power posing” (standing confidently) for a minute in private can boost confidence. As a veteran, you’ve been through high-pressure situations; try to recall that an interview, while important, is not life-or-death. That perspective can calm you. If you find yourself really anxious during a question, it’s perfectly acceptable to pause for a sip of water (bring a water bottle or have a glass if remote) to collect yourself. Better that than rushing into a confusing answer. Also, have a strategy if you blank out – you could ask, “May I take a moment to think about that?” (shows thoughtfulness) or if appropriate, “Actually, that is something I haven’t encountered directly; however, I imagine I would…” and then reason it out. Interviewers generally won’t mind a short pause; it conveys that you’re giving a thoughtful answer.

• Post-Interview Follow-Up: After the interview, it’s good practice (and polite) to send a brief thank-you note or email. In the UK, this is increasingly common and certainly won’t hurt your chances – if anything, it keeps you in their mind. Ideally, email the hiring manager or whoever was your main point of contact within 24 hours. Keep it short: thank them for their time, reiterate your interest in the role, maybe highlight one point of discussion you particularly enjoyed or a strength you offer, and say you look forward to hearing from them. For example: “Dear [Name], I wanted to thank you for the opportunity to interview for [position] today. I enjoyed learning more about [Company] and discussing how my background in [XYZ] can contribute to your team. Our conversation about [specific topic] was particularly insightful. I remain very interested in the role and I’m excited about the prospect of working together. Please let me know if you need any further information. Thank you again for your time and consideration. Sincerely, [Your Name]”. It’s a courtesy that can make you stand out. Even if you think the interview went poorly, a thank-you can leave a last bit of goodwill or address a minor point (“I forgot to mention in the interview, but I do have experience in X which we touched on briefly.”). Just avoid coming across as pushy or adding too much extra info.

• Reflect and Learn: Regardless of how the interview went, afterwards take some time to reflect on what you think you did well and what questions stumped you. If you get the result and it’s not in your favour, consider politely asking for feedback. Many UK employers will give feedback if you request it, especially if it was a final stage interview. This feedback can be gold – use it to improve for next time. For instance, if they say “We felt you could have given more detail when answering technical questions,” then you know to bolster that area. Don’t be discouraged by rejections; treat each interview as a learning experience. It’s quite normal to have to go through a few before landing the right role. Use each as preparation for the next – you’ll only get better.

• Stay Resilient and Utilize Resources: Job searching can be a test of resilience, something you likely have in abundance from your military days. If an interview doesn’t work out, don’t view it as a failure, but as preparation for the one that will lead to your new career. Continue to tap into veteran networks – sometimes just talking with fellow ex-forces who are going through the same process can provide moral support and practical tips. Keep your skills sharp in the meantime (take a course, volunteer, etc., which also gives you fresh things to talk about in interviews). And remember, the UK job market does value veterans: many employers actively seek the qualities you have. The Armed Forces Covenant and other initiatives exist because companies recognize your potential. Your mission is to clearly communicate that potential in an interview setting.

By following the guidance above – understanding UK interviews, adjusting your approach from military to civilian, preparing for common questions with STAR, addressing any concerns head-on, mastering both online and face-to-face etiquette, tailoring your prep to the industry, and leaning on the support available – you will greatly increase your confidence and performance in interviews. Landing a civilian job is a new challenge, but one that you are well-equipped to meet. Good luck, and remember that each interview is an opportunity to showcase not just what you have done in the past, but what you can do for your future employer. With preparation and the right mindset, you can turn your military experience into a powerful asset that opens doors in your civilian career.