Delivering a People-First MSP Workforce Solution for Energy at E.ON

The Challenge E.ON required a scalable workforce solution tailored to the challenges of the UK energy sector. A partner capable of scaling delivery rapidly while upholding the high standards expected in a regulated, business-critical environment. E.ON partnered with Rullion to deliver change at pace through a model that was scalable, values-led, and built for the future. Find and deploy qualified talent quickly Maintain full compliance across all hiring activity Improve speed-to-hire without compromising quality Reduce second-tier supplier reliance and improve fulfilment ownership Strengthen long-term workforce resilience in hard-to-fill roles A People-First MSP, Built for Scale To meet the complexity and urgency of E.ON’s hiring needs, we delivered a people-first MSP workforce solution for the energy sector, tailored specifically to E.ON’s goals, values, and operational environment. Designed for scalability, compliance, and cultural alignment, this solution focused on four core areas: 1. Behaviour-first hiring strategy Instead of hiring based purely on experience or technical skills, Rullion implemented a behavioural-first approach. Every candidate was assessed for alignment with E.ON’s culture and values, ensuring a stronger long-term fit. This shift helped E.ON: Improve retention and engagement Reduce rework and rehiring costs Build teams aligned with its mission and ways of working 2. Direct fulfilment model To remove bottlenecks and increase delivery accountability, Rullion deployed a 100% direct fulfilment model to reduce the cost and dependency on second-tier suppliers and improve the consistency of hires. A direct fulfilment model means Rullion sources, screens, and delivers candidates directly, rather than relying on multiple external agencies. This creates a single point of accountability, streamlining communication and ensuring higher quality and cultural alignment at every stage. For specialist or niche roles, we partnered with a small, carefully selected group of values-aligned suppliers. All were held to high standards via quarterly performance scorecards and our Supplier Code of Conduct. 3. Compliance and operational rigour Across the highly regulated energy industry, compliance couldn’t be compromised. Our MSP model embedded clear governance and process discipline across every stage. We achieved: 100% timesheet accuracy A simplified and more efficient onboarding process, reducing time-to-productivity All new starter met rigorous regulatory and process standards 4. Continuous improvement through data and dialogue Every element of the programme was tracked and evaluated against our Client Value Framework, which measures five key pillars: cost, compliance, operational performance, innovation, and social value. These metrics don’t just sit in reports; we use this data to drive continuous improvement. Trends were reviewed monthly at the leadership level and shaped into action through quarterly business reviews with E.ON stakeholders — driving improvements across onboarding, IT access, and escalation processes. What We Achieved Together The success of this MSP workforce solution in the energy sector was due to the strong partnership formed between E.ON and Rullion. Together, we delivered measurable improvements across every stage of the contingent workforce lifecycle: 99% fill rate across the MSP – critical roles were consistently filled, keeping operations running without interruption. 100% direct hires – enabling faster, higher-quality delivery and reduced reliance on external suppliers. +60 ‘Excellent’ NPS (Net Promoter Score) from hiring managers - reflecting strong satisfaction with responsiveness, quality, and collaboration. 25% improvement in interview-to-offer ratio – helping E.ON move more efficiently from shortlist to signed contract. 100% satisfaction in post-hire surveys – contingent workers reporting feeling supported, welcomed, and prepared from day one. 100% timesheet accuracy - ensuring contingent workers were paid on time and in full, reinforcing trust and reliability. Over 85% retention across placements – demonstrating a strong cultural match and long-term workforce stability. 11% of contingent workers converted to permanent roles – supporting capability growth and long-term workforce planning within E.ON’s teams. A Recognised MSP Model of Best Practice This programme has since become a benchmark within our wider MSP portfolio, recognised externally as a leading example of contingent workforce delivery and shortlisted for APSCo OutSource MSP of the Year for its outstanding results, innovation, and partnership-led success.

How Rullion Is Supporting the UK Rail Workforce Through Innovation and Events

This summer, our Rail team hit the ground running. From inflatable obstacle courses and keynote sessions to innovation showcases and heritage celebrations. We’ve been listening, learning and getting stuck in at some of the biggest rail events of 2025. We attended: Big Rail Diversity Challenge – Newark Showground Rail Live – Warwickshire Rolling Stock Networking Show – Derby Alstom Railway 200: The Greatest Gathering – Derby These events are about engaging with the future of UK rail; on the ground, in conversation, and face to face with the people shaping change. Here’s what we took away. Building Inclusion, On and Off Track The Big Rail Diversity Challenge blends team-building with big-picture thinking. Organised by Women in Rail, the event aims to drive equality and inclusion by encouraging gender-balanced teams to tackle physical, mental and team challenges. Think foam-based puzzles, inflatable obstacles, and collaboration under pressure. For our first year taking part, we invited five colleagues from Siemens Mobility to join five of our own people. None of the group had worked together before (which was kind of the point). By the end of the day, that changed. “I’ve used muscles I’ve not used in years! But I’m buzzing with how everyone got properly involved. That’s the real win.” - Jake, Account Manager, Rullion “Thoroughly enjoyed yesterday - it was a truly comical event! A shame we didn’t place higher than 28th, but that doesn’t take away from any of our efforts and certainly not the fun we had.” - Ieuan Wynne, Test Engineer, Siemens Mobility The event also featured short talks, lived experience sessions and a clear message: inclusion isn’t optional, it’s the backbone of a modern rail workforce. It was also a chance for us to reflect on how we build inclusive teams internally and what practical lessons we could take forward. Our ongoing commitment to inclusion was recently recognised when we received the Driving Equal Opportunity Award from Alstom UK & Ireland. Innovation and Skills Go Hand-in-Hand At Rolling Stock Networking (RSN) and Alstom Railway 200, we saw first-hand how the pace of change is reshaping rail, and what that means for skills. From AI-powered diagnostics and condition-based maintenance to modular carriage design and hybrid traction systems, RSN brought together over 150 exhibitors and thousands of attendees all focused on innovation. We also joined the RIA conference to hear what’s next for procurement, refurbishment, and fleet decarbonisation. “Events like RSN are brilliant for sparking ideas. The innovation on show really highlights how workforce skills must keep pace.” - Julian Elmore, Senior Account Manager, Rullion Meanwhile, Alstom Railway 200 at Derby’s historic Litchurch Lane Works brought the community together for a once-in-a-generation celebration of UK rail. With test track rides, heritage locomotives and next-gen rolling stock on display, it was a powerful reminder of rail’s legacy - and its future. The message across both events was clear: tech is changing, and so must our approach to building and training rail teams. What We Heard at Rail Live At Rail Live, the largest outdoor rail exhibition in the UK, we had the chance to connect with new and long-term partners, including Siemens Mobility. One of the highlights was seeing the UK’s first Rail Charging Converter (RCC) in action, launched by Siemens in partnership with Porterbrook. It transforms 11kV grid supply into 25kV for battery and electric train charging (a flexible solution for non-electrified lines). We also joined sessions on policy, engineering, and safety, with big conversations around: Delays and resets in HS2 Phase Two Emerging demand for flexible infrastructure skills The challenge of preparing for change in an aging workforce 62% of UK rail employers cite skills shortages as a major challenge, and 1 in 5 workers is over 55. The need for future-ready skills is urgent. Turning Insight into Action We work closely with clients to understand their world and build practical, people-focused solutions. We help people to Get Work Done. That might mean: Providing reliable contingent rail staff Creating fully managed workforce programmes Running Train to Deploy models that recruit on mindset and train for skills It’s all about helping the industry respond to change; whether that’s new technologies, safety standards or diversity goals. Explore stories like Rosie’s, whose 25+ years in rail show the value of neurodiverse-friendly workplaces. Or read how veterans are bridging critical workforce gaps.

5 Pre-employment Screening Mistakes That Cost You Time, Talent and Trust

From prolonged clearance delays to missed hires and poor candidate communication, many organisations don’t realise just how much is going wrong behind the scenes. And when screening is treated as a tick-box admin task or left to automated black-box systems, it’s not just candidates who lose confidence - it’s your projects, your timelines, and your brand. We sat down with Jayne Lee, Head of Candidate Services at Rullion, to uncover the five most common screening mistakes she sees every week. Plus, what a better, faster, human-led approach really looks like. Why Screening Is More Than a Tick-Box Exercise Too many employers treat pre-employment screening as a box-ticking chore, something to be automated, outsourced on the cheap, or buried within already-stretched HR functions. But the stakes are far higher than most realise. "Candidates are left hanging for 40 days, sometimes six months. Clients can’t get people on-site. Everyone’s frustrated, and nobody wins." — Jayne Lee Screening is not just about compliance. It’s about trust, operational readiness, and safeguarding your organisation’s brand. When mishandled, it can stall entire projects, drive away top talent, and leave teams critically understaffed. What Happens When Screening Goes Wrong In Jayne’s world, horror stories abound: candidates ghosted by automated systems, clients left to chase their own references, and six-month clearance times that sabotage even the best-laid hiring plans. From a compliance perspective, that’s risky enough. But the real cost comes in the form of: Delays to mobilisation and project timelines Lost candidates, who accept faster offers elsewhere Frustrated hiring managers, stuck in limbo Reputational damage, as candidate experience deteriorates Jayne describes a common tale: a company chooses a low-cost provider based purely on price. Within a year, they get burned by red-amber-green status updates and incomplete checks, but still charged full fees. It’s a classic example of how lower-cost options can lead to higher costs over time. What seems cheaper upfront often results in greater expense later. — Jayne Lee Top 5 Screening Mistakes to Avoid Choosing a provider based purely on price Relying on automated systems with no human oversight Treating screening as an afterthought in the hiring process Failing to update candidates during delays Underestimating the reputational cost of poor candidate experience The Four Pillars of a Good Screening Process So what does good look like? According to Jayne, the best pre-employment screening services share four key traits: 1. Speed Rullion averages just 7–8 days for full clearances. That’s no accident. It’s the result of a dedicated team, proactive communication, and structured workflows. 2. Accuracy Accuracy isn’t negotiable. Cutting corners increases risk and invites compliance breaches. 3. Candidate Experience Each candidate is assigned an advisor who guides them through the process, no faceless systems or ticket queues. This human-led approach builds trust and keeps things moving. 4. Compliance Especially in safety-sensitive sectors, clearances like BPSS must be handled to exacting standards. "Our advisors don’t just send emails - they know who to call, when to push, and how to escalate." — Jayne Lee Trends and Challenges in Screening Today Screening is evolving, and fast. Jayne highlights three major shifts: Growing regulation: in sectors like nuclear, utilities, and transport Automation that helps: but can’t replace - human expertise Rising candidate expectations: for fast, clear communication Many organisations are entering regulated sectors for the first time, unaware of what secure screening services really involve. Others rely on overburdened HR teams, hoping for the best. "Screening is often a homeless task. Nobody owns it, and it bounces from admin to HR until something breaks." — Jayne Lee How to Choose the Right Screening Partner If you’re in a high-stakes environment, the right screening partner isn’t a nice-to-have, it’s essential. Here’s what to look for: Specialist knowledge: of your sector and its compliance demands Technology that supports: not replaces, human interaction Transparent processes: clear SLAs, and real-time tracking Full ownership: so you’re never left to finish an incomplete check And most importantly, speed and service shouldn’t be trade-offs. Jayne’s team delivers both. "When I speak to ops teams, they get it immediately - they’re living the nightmare. Procurement? Not always." — Jayne Lee Screening Is a Strategic Advantage Screening isn’t a formality. It’s the critical bridge between offer and start date. It’s one that protects your operations, ensures compliance, and strengthens your brand. As Jayne says, when done right, pre-employment screening isn't just faster and safer, it’s smarter. So if you're still stuck in the red-amber-green trap, it might be time to rethink your approach.