I’ve done 10-20 years in the Armed Forces – I don’t need a degree, do I?
I’ve done 10-20 years in the Armed Forces – I don’t need a degree, do I?
Looking through a pile of CVs, the director of a small engineering firm was pleased at the number and quality of applicants for the new product development role. The advertisement had stressed the need for creative and hard-working people who thrived under pressure and would bring new perspectives to the business. Nevertheless, as he scanned them, taking mere seconds to make the first sift, he put those with current experience in firms he recognised onto the “probably” pile; they would be most likely to fit in. A couple seemed to have no relevant experience whatsoever and he put them straight into the “reject” pile. But something made him pull one back for a second look. The applicant’s job history was full of confusing job titles which seemed to be military; maybe this person would offer something fresh. But could he really take a risk on some-one from a completely different background. Could they learn quickly? Would they cope with the intellectual challenges of the role? He looked down to see what qualifications they had…
Is hiring you a risk?
Resettling and applying for a new job, aged 30 or 40, can be daunting. With effort, a service-leaver can learn to write a first CV, tailor a cover letter and prepare for a first interview. But this may not be enough. Looking at a job applicant from the perspective of the employer, do they see a safe pair of hands with some growth potential or a career-changer with little relevant experience?
The service-leaver with no sector experience is often seen as a high risk hire. Demonstrating significant relevant experience in an unfamiliar sector can raise more questions than it answers. Despite a CV which includes considerable skills of leadership, assured project management, great team-working and cultural intelligence (working in diverse teams) and evidence of thriving under pressure, the service-leaver still looks like a risk.
A recruitment panel will often therefore settle for the candidate with a familiar career profile who offers lower short-term risk. A candidate with current technical knowledge and years of experience within the sector seems like a safer option and, despite potentially having less career potential, may get the job.
So, ex-military personnel need to find ways to de-risk their applications. One way is to ensure your qualifications are what the hiring manager expects to see. For management level roles, that may mean having a degree.
Choosing a Course.
If you are targeting a specific post-military career, you should research that career and identify if there are specific subjects required for entry. However, if you are not sure or are taking the degree to emphasise and build on your general team, project and leadership skills, the degree title is not as important as the critical thinking skills it will help you develop.
Many universities offer “top-ups” which give credit for earlier learning at an appropriate level and relevant professional experience. Because military careers are very structured and include common qualifying courses, it is relatively simple to award credit based on rank and trade group.
A few service-leavers may choose to attend a full-time degree course but the overwhelming majority wish to transition straight into full-time employment so will seek to take their degree via distance-learning programme studying in the evening and at weekends. This is achievable but requires dedication and the support of family-members.
Several universities offer degrees in business, leadership and management which may be suitable for SNCOs, WOs and commissioned officers approaching resettlement. Military personnel researching these courses should consider the level of interaction expected with other students, the familiarity the course team have with Armed Forces personnel as well as the detailed content of the programme. There is no easy path but there are a very few accessible options geared specifically to the military community.
For some, going straight into a master’s degree programme will be attractive. This will take one year full-time or two years part-time and it is possible to be accepted without a first degree. However, re-entering formal education at this level can be a significant challenge to those with absolutely no prior experience of academic requirements.
How much will it cost?
A full-time course, taken in-person on a university campus typically costs £9,535 per year. Part-time courses cost up to £7,145 per year. Masters programmes cost significantly more.
There are ways to reduce your personal contribution considerably. The vast majority of personnel with over six years service will qualify for three Enhanced learning Credits (ELCs). Each of these is a £2,000 payment towards one year of a Level 4 or above course; ie degree level study.
Personnel in their resettlement period may also qualify for the Publicly Funded Further Education / Higher Education (PF FE/HE) scheme which completely covers participants for Level 3 -6 study (ie A-Level to degree). However, all study must be completed within the resettlement period, so seek early advice from service learning support / education officers and consider timing your resettlement period to make best use of this scheme.
The director noted the recent degree completed alongside the candidate’s full-time job. He was impressed – not everyone has the discipline and tenacity to complete a degree part-time. Perhaps this person would be worth an interview after all.
Fiona Galbraith is a British Army veteran. She is the Programme Lead for the BA (Hons) Strategic Organisational Management programme at Buckinghamshire New University which is designed specifically for the British military community.
