Critical infrastructure organisations have more workforce options available than they often realise
Across critical infrastructure, workforce leaders are being asked to deliver ambitious, long-term programmes while competing for the same limited pools of experienced people. As demand grows and experienced workers retire, the gap between what organisations need and what the market can supply is widening.
The reality is that many of the skills required to support future infrastructure investment cannot simply be bought at the scale, speed, or cost required. Organisations that continue to rely solely on traditional recruitment are finding that approach increasingly difficult to sustain.
This session explores how to reframe the talent shortage. Rather than competing for talent, how do you create it?
You'll hear about:
Moving beyond vacancy filling to build genuine workforce pipelines
Creating sustainable routes into critical infrastructure careers through early careers programmes
Maximising apprenticeship levy funding and integrating them into wider workforce planning
Using Train to Deploy to identify and develop potential where experience alone cannot meet demand
Matching the right workforce solution to the right challenge
You'll takeaway:
This session will give you a clearer picture of how critical infrastructure organisations are diversifying their workforce strategies. You'll leave better equipped to think beyond traditional recruitment, with practical approaches you can apply to your own workforce planning challenges.
Strengthening workforce planning beyond recruitment
Building talent pipelines in priority skill areas
Creating sustainable early careers pathways
Maximising apprenticeship levy funding
Reducing mobilisation risk through upskilling
Answers to your most burning questions (Q&A)
Be part of the conversation
Join us on 8 July, 11am BST
This is a practical, discussion-led session focused on the workforce challenges that matter most to critical infrastructure leaders right now.
If you have a pressing question or workforce challenge you'd like covered, share it when you register. We'll use your input to shape the discussion and answer what matters most to you.
Meet your hosts
Dan Crerand
Director of Talent & Skills at Rullion
Dan leads the development of workforce solutions at Rullion, helping organisations attract, develop and deploy the skills they need for the future. Working across early careers, apprenticeships, upskilling and Train to Deploy programmes, his focus is on helping organisations move beyond traditional hiring models to unlock new sources of talent and build futureproof talent pipelines from within.
He works closely with employers, education providers, training organisations and social mobility partners to develop pathways that are both commercially effective and socially impactful.
James Couchman
Client Development Director at Rullion
James works directly with clients across critical infrastructure to understand their workforce challenges and find solutions that work. With extensive experience supporting complex, long-term programmes across energy, nuclear, water, transport and utilities, he brings a client-side perspective on what it takes to build sustainable talent pipelines when the market alone cannot meet demand.
The workforce you need may not exist yet. But it can be built.
If you're responsible for workforce planning, talent acquisition, or early careers in critical infrastructure, this session will explore the practical approaches helping organisations build sustainable talent pipelines; moving away from just competing for a shrinking pool of experienced people.
