Industry overview
What is shaping defence
Defence organisations work with suppliers, veterans and the public on sensitive topics. Every engagement in this sector is handled under strict confidentiality and clearance requirements.
- Indigenous manufacturing is building a new supplier base
- Veteran welfare and resettlement need better evidence
- Public perception supports recruitment
Client background
A skills development organisation, working in South Africa. Client identity is withheld to protect confidentiality.
- Organisation
- A skills development organisation
- Sector
- Defence
- Team engaged
- Market Research
- Services
- Government research, Quantitative research, Qualitative research
Client challenge
The organisation wanted to know whether its training helped veterans find and keep civilian jobs.
Research objectives
- Deliver on the brief: evaluating a skills programme for veterans entering industry.
- Understand the views, needs and behaviour of trainees.
- Understand the views, needs and behaviour of employers.
- Measure how widespread each pattern is, and explain the reasons behind it.
- Give the client evidence it can act on within 8 weeks.
Target audience
The work focused on 800 trainees and 40 employers.
- trainees800
- employers40
Audiences we typically reach in defence
Defence suppliers and MSMEsVeterans and familiesServing personnel (where permitted)Young people considering careersThe general public
Geographic coverage
Coverage: South Africa. Market: South Africa.
- South Africa
Research methodology
A mixed-method design: structured research measured how widespread each pattern was, and qualitative conversations explained why.
- 1Brief
- 2Trainee tracer survey
- 3Employer interviews
- 4Insight
We traced trainees six to twelve months after completion to record employment and earnings, and interviewed employers about job readiness.
Government researchQuantitative researchQualitative research
Sampling strategy
- trainees
- 800
- employers
- 40
- Business respondents were screened on role, company size and involvement in the decision before being invited.
- Qualitative participants were recruited purposively to cover the full range of experiences that mattered, rather than for statistical representation.
Data collection
- Interviews and discussions were led by experienced moderators using a guide agreed with the client.
Data quality & validation
- Recordings and transcripts for every session
- Re-screening of qualitative recruits
- Logic and range checks on the final data
- Work carried out under our ISO 20252 quality procedures
Data analysis
- Cross-tabulation by key groups and locations
- Significance testing on the differences that mattered
- Thematic coding of interviews and discussions
- Journey and decision mapping
Key findings
- Placement was strongest in security, logistics and facility management, and weaker in technical roles.
Tracer studies showed real outcomes beyond placement figures.
Recommendations
- Build on the core insight: tracer studies showed real outcomes beyond placement figures.
- Focus effort where the evidence was strongest: placement was strongest in security, logistics and facility management, and weaker in technical roles.
- Re-measure after the changes to confirm the effect.
Business impact
- The programme added industry certifications to technical tracks.
What changed in the business as a result of the work. Impact is described qualitatively.
Deliverables & next steps
- Insight report and management presentation
- Cleaned data file and data tables
- Interview summaries and key verbatims
- Evaluation findings with programme recommendations
- Repeat the measure after changes are in place to track progress.
- A natural follow-on question: how is a defence career perceived?
Client identity is withheld to protect confidentiality.