APSCo's MSP Award Shortlist for Rullion x E.ON Partnership

NEWSBy Rullion on 26 June 2025

Rullion have been named in the MSP award shortlist "MSP of the Year" at APSCo OutSource Awards for Excellence 2025, celebrating excellence and innovation in recruitment outsourcing. This shortlisting recognises our standout Managed Service Programme (MSP) partnership with E.ON, one of the UK’s leading energy suppliers.

“Making it to the MSP awards shortlist is a real testament to the partnership we’ve built with E.ON. It shows how a truly strategic MSP can make a difference, especially the fantastic work that Tracy, Terrie, and Sinéad did to adapt our MSP model to the needs of a fast-changing energy landscape.”

- Lindsay Harrison, Chief Customer Officer at Rullion

Over the past year, hiring demand across critical infrastructure has reached unprecedented levels. Our work with E.ON is a great example of how to manage a contingent workforce in the energy sector; we’ve delivered measurable results at speed and scale, without compromising on quality or care.

An MSP Model Built for Impact

Our success is based on a people-first, insight-driven delivery model that puts E.ON’s values and evolving needs at the centre. When it comes to managing a contingent workforce, no two clients are the same – and our E.ON solution is a high-touch, fully embedded partnership that delivers on compliance, cost control, agility and cultural fit.

Rather than relying heavily on second-tier suppliers, we’ve implemented a direct fulfilment model that gives E.ON greater control over quality, consistency and cost. Through this, we’ve achieved 100% direct hires. a 2:1 CV-to-interview ratio, reduced time-to-hire by 15%, and improved interview-to-offer conversion by 25%. It’s a delivery model built for today’s critical infrastructure needs and ready to scale.

A Hiring Strategy That Delivers Lasting Results

Across Rullion, we use a behaviour-first hiring strategy. This means we don’t rely solely on experience. We assess candidates based on their potential and alignment with E.ON’s values and culture.

This approach has supported smoother onboarding, reduced attrition, and improved conversion from contingent to permanent roles. In fact, 11% of workers placed via Rullion at E.ON converted to permanent roles, with over 85% retention across the MSP. Engagement has also increased, driven by ongoing development opportunities, wellbeing support, and a personalised, people-first experience.

Outcomes That Speak Volumes

Our bespoke Client Value Framework tracks five key pillars: cost savings, compliance, operational excellence, innovation, and social value. This is how we measure what matters. Here’s how that translates at E.ON:

99% fill rate across the MSP (92% at time of submission): critical roles are filled with consistency and speed, keeping operations moving without disruption.
100% satisfaction in post-hire surveys: every worker placed through our MSP reports feeling supported and set up for success from day one.
100% timesheet accuracy: contractors are paid accurately and on time – building trust, loyalty, and a positive experience throughout the assignment.
+60 Net Promotor Score (NPS) from hiring managers: our delivery quality, responsiveness, and embedded team approach are consistently rated as ‘Excellent’ by our clients.
25% improvement in interview-to-offer ratio: we’re enabling faster decisions, stronger shortlists, and more efficient hiring cycles.
Over 85% retention across placements: we place the right people, who stay – reducing rehire costs, protecting institutional knowledge, and supporting business continuity.
99% onboarding compliance: our rigorous onboarding standards ensure our clients remain protected and each new starter meets strict regulatory and process requirements. The 1% variance was due to delayed candidate documentation, not process gaps.

These metrics don’t just sit in reports; we use this data to drive continuous improvement – from simplifying onboarding routes to improving IT access and escalation processes. These findings are then reviewed monthly at leadership level and implemented into quarterly business reviews to ensure accountability and momentum.

While our MSP is led through direct fulfilment, we hold our niche supply partners we do work with to the same high standards. We measure their performance with quarterly scorecards and ensure they are aligned to our values. All of our suppliers are to adhere to our Supplier Code of Conduct, and we provide training on inclusive recruitment, host performance clinics, and share best practices to help partners meet standards and grow with us.

A Managed Service Provider for the Future

Our MSP at E.ON is a standout example of what we do best: high-performance hiring with a human touch, scalable solutions that evolve with business needs, and a shared commitment to inclusion and innovation.

“Rullion is more than a recruitment partner – they are an extension of our team… They’re friendly, enthusiastic, and always translating insight into what really matters for E.ON.”

- E.ON Stakeholder

We’re proud to help critical infrastructure organisations like E.ON through strategic MSP and contingent workforce solutions.

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BPSS Clearance: A Smarter Approach to Background Screening

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By Rullion on 25 September 2025

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Rullion receives 'Highly Commended' at the 2025 APSCo OutSource Awards for Excellence

This recognition reflects the strength of our Managed Service Programme (MSP) delivery and our long-standing partnerships with clients such as E.ON, Siemens and Northumbrian Water. These are complex, regulated environments where trust, compliance and responsiveness are critical – and where our recruitment outsourcing solutions are making a measurable difference. Why the APSCo Awards Matter APSCo’s OutSource Awards for Excellence are highly respected in the staffing industry, celebrating organisations that deliver innovative, compliant and scalable workforce solutions. Recognition from APSCo highlights the value of strategic MSP services in a market where organisations face skills shortages, tighter regulation and growing reliance on contingent workforces to keep operations running. Lindsay Harrison, Chief Customer Officer at Rullion, said: “Judges recognised Rullion for its ability to deliver recruitment outsourcing programmes that combine scale, compliance, and exceptional service. With a 90% client retention rate and partnerships spanning decades, Rullion has proven its ability to build long-term trust with organisations across critical infrastructure.” We’re grateful to APSCo and the judging panel for this recognition and extend our congratulations to the winners. We’re proud to be part of a community that celebrates excellence in recruitment outsourcing. What the Judges Said Lindsay Harrison, Chief Customer Officer at Rullion, said: In their announcement, APSCo shared: “Judges recognised Rullion for its ability to deliver recruitment outsourcing programmes that combine scale, compliance, and exceptional service. With a 90% client retention rate and partnerships spanning decades, Rullion has proven its ability to build long-term trust with organisations across critical infrastructure.” They also praised our NPS of 93, innovative direct sourcing strategies, and ability to manage complex transitions without disruption. Clients consistently describe Rullion as a true extension of their teams. A Proven MSP Model Our Managed Service Programme is built to handle the challenges of contingent workforce management at scale. Whether it’s sourcing highly skilled engineers for the energy sector, managing compliance for regulated utility environments, or ensuring rapid deployment of contractors across infrastructure projects, our MSP model gives clients the confidence that every aspect of workforce delivery is covered. We’ve invested in direct sourcing to improve quality, reduce time-to-hire and deliver cost savings. At E.ON, for example, we achieved 100% direct hires, cut time-to-hire by 15%, and improved interview-to-offer conversion rates by 25%. People-First, Insight-Led Delivery Our success isn’t only about processes and metrics. It comes from a people-first approach that prioritises partnership, communication and cultural alignment. We know that managing a contingent workforce is not just about filling vacancies, it’s about creating a seamless experience for hiring managers, contractors and stakeholders. We support this with an insight-led model that measures five key areas: compliance, cost savings, operational excellence, innovation, and social value. This allows us to track impact and continuously improve our MSP delivery. Alongside business results, we embed ESG principles into our programmes, from inclusive recruitment practices to supporting local supply chains and delivering social value in the communities we serve. Looking Ahead The demand for agile and resilient workforce models is only increasing. Organisations across energy, utilities, and infrastructure face rising pressure to balance compliance with innovation while securing scarce skills. As an MSP service provider, we’re committed to helping clients adapt, scale effectively, and unlock long-term value from their contingent workforce. Winning this recognition at the APSCo OutSource Awards highlights the ongoing commitment of our teams to deliver MSP solutions that make a measurable difference for clients. For us, this commendation is about more than a single programme. It reflects the day-to-day commitment of our people to deliver people-first, insight-led MSP solutions that evolve with our clients' needs.

By Rullion on 19 September 2025

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Delivering Proven Screening Success at Hinkley Point C and Sizewell C

Rullion has been a trusted candidate background screening provider since 2014, playing a vital role in supporting major UK nuclear infrastructure projects, including Hinkley Point C and Sizewell C. Working across multiple delivery partners and project phases, we’ve helped embed consistent, compliant, and candidate-friendly screening at scale. With over 8,000 candidates screened annually and clearance times reduced to an average of just 7.5 days, our model continues to support project momentum and onboarding efficiency - while maintaining the highest standards of compliance and governance. The Challenge To keep momentum on projects of this scale, pre-employment screening must be robust, accurate, and fast. Every individual working on site requires BPSS (Baseline Personnel Security Standard) clearance before work can begin. With multiple stakeholders, evolving regulatory requirements, and high volumes of candidates, the background screening process can be complex to manage, even with established systems in place. Our clients needed a nuclear screening provider who could bring clarity, consistency, and pace to an already demanding environment. What project teams need: Timely and accurate delivery of BPSS clearance and related vetting checks A positive, well-supported candidate experience Screening support delivered direct to projects like Hinkley Point C and Sizewell C, and across Tier 1 contractors and their supply chains Real-time visibility, control, and governance in screening processes Tier 1 contractors are the principal delivery partners on major projects such as Hinkley Point C and Sizewell C. Supporting them means enabling their workforces and suppliers to clear vetting efficiently, reducing risk of onboarding delays. A Proven Screening Model for Nuclear Environments Our nuclear screening model has evolved over years of delivery, working across early careers, agency-supplied workers, and permanent hires. The service model is grounded in best practice, with compliance and candidate experience at its core. Our solution is built on five key pillars: 1. Speed with Precision We consistently reduce average BPSS clearance times from 30-40 days to fewer than 8 days, using: A dedicated screening portal with automated timelines Electronic document collection via DocuSign One-to-one support from trained candidate advisors “We’re consistently achieving clearances in 7–8 days - and in urgent cases, we’ve turned around checks in just 24 hours,” says Jayne Lee, Head of Screening. 2. BPSS and Beyond We manage all core BPSS clearance elements: Right to work (RTW) Identity and address verification Criminal record checks (DBS) Three to five years referencing We also support CTC and SC clearance preparation where needed, compiling candidate packs ready for formal review. 3. Human-Led Candidate Experience Every candidate is assigned a named advisor who supports them through the screening journey; they answer questions, collect documents, and maintain engagement from start to finish. “We know how to reach the right contact for a reference. Our proactive approach keeps things moving,” adds Jayne. 4. Real-Time Governance Our clients benefit from full transparency throughout: Live dashboards and candidate status tracking SLA-based monitoring and escalation Monthly reporting and governance in screening audits 5. Scalable Across Supply Chains Our solution is used not only by project leads but by Tier 1 contractors across both Hinkley Point C and Sizewell C. The model scales to support different business units and workforce types including; contractors, agency workers, and permanent staff Impact to Date Over 8,000 candidates screened annually 75% reduction in average screening times +69 Net Promoter Score (NPS) from screened candidates BPSS compliance embedded with live audit capability Fully digital, mobile-friendly experience Adopted by Tier 1s across the project supply chain A Benchmark for Nuclear Screening Rullion’s screening model is now a recognised example of best practice in regulated environments, supporting complex infrastructure programmes where delays and drop-offs can have significant impact. We continue to support project teams across Hinkley Point C and Sizewell C, delivering the confidence and control they need to move quickly and compliantly. If you’d like to explore how our model could support your screening processes, get in touch with our team. Curious about common pitfalls? Read our guide on pre-employment screening mistakes.

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