Net Zero Recruitment: Why Energy Companies Need to Evolve Their Hiring Strategies

Building a Business Case for a Train to Deploy Workforce Strategy

What is a Train to Deploy Workforce Strategy? Train to Deploy is a scalable, future-focused workforce solution. It replaces legacy recruitment with a sustainable approach that combines behaviour-first hiring with bespoke, role-specific training, enabling you to deploy work-ready people aligned with your business from day one. Here’s how to position a Train to Deploy workforce strategy as the strategic answer your business needs now. Step 1: Define the Problem Clearly Before you pitch a solution, your first job is to make the cost of doing nothing impossible to ignore. Here are 5 signs your workforce needs a Train to Deploy strategy to get you started. Use hard data to show where your current hiring model is falling short and what that’s costing you. Start by asking questions your leaders will care about: Skills gaps Are the same roles being readvertised month after month? Are niche capabilities slowing or stalling project delivery? Is critical knowledge walking out the door as retirements rise? Project risk Are high vacancy rates impacting timelines and team cohesion? Do long onboarding periods stall delivery and productivity? Can your team scale quickly enough for upcoming project peaks? If time-to-hire is 45+ days and onboarding takes another 30+ days, how much delivery time are you losing? Diversity gaps Are legacy hiring filters limiting access to diverse, high-potential candidates? Are you falling short on DEI or ESG bid requirements in public sector or regulated tenders? Do you lack scalable, measurable programmes to attract, develop, and retain under-represented talent? Step 2: Quantify the Cost of Inaction Your goal is to then articulate the long-term risks of continuing with business as usual. To get stakeholder buy-in, you need to frame the commercial impact of inaction. Make sure you define both direct costs and knock-on consequences of not addressing your current approach. Recruitment costs Add up your full cost per hire: agency fees, internal resource time, readvertising, interview panels, onboarding, and early attrition. The average cost per hire in the UK is £3,000–£5,000. For 30 hires per year, that’s £90K - £150K before you account for the cost of replacing those who leave early. Then factor in: First-year attrition Contractor spend to plug gaps Time-to-productivity lag with ramp-up times resulting in value not being delivered Productivity loss and project delays Every week a role remains unfilled, you lose delivery hours. Every month a new hire is onboarding, and your project velocity drops. Delayed milestones = missed SLAs or penalty clauses Lost momentum = increased risk of burnout in stretched teams Lower team efficiency = knock-on delays in other workstreams Even a 10-day hiring delay across 5 projects can equate to hundreds of lost delivery hours or tens of thousands in opportunity cost. Missed ESG & social value metrics For public sector frameworks and many regulated sectors, bids require proof of community investment and inclusive hiring. If you’re failing to demonstrate social value or provide measurable DEI outcomes, you could be missing out on commercial opportunities. Step 3: Train to Deploy Proposition Once you’ve demonstrated the cost of inaction, you’ll need to demonstrate how a Train to Deploy workforce strategy can address the real problem. Your workforce model no longer fits today’s reality. Behaviour-first sourcing Instead of relying on CVs and past job titles, Train to Deploy starts with what really matters: mindset, adaptability, learning agility, and culture fit. How it solves the problem: Increases retention by hiring based on long-term fit; when people align with your values and environment from day one, they’re more likely to stay long term. Helps de-risk hiring by aligning people to your ways of working before they start TTD solutions remove traditional hiring barriers, opening doors to all those able to demonstrate the right behaviours and potential, regardless of their background or circumstances. We call this “inclusion without limits”: if someone has the right behaviours, we build the skillset. Bespoke, role-aligned training A Train to Deploy programme delivers tailored technical development, embedding the systems, standards, and compliance frameworks your teams use day-to-day. How it solves the problem: It simplifies procurement with one contract and one partner, with complete visibility. Shortens onboarding time as readiness is built into the training Increases long-term capability with all hires being trained to the same standards and expectations as your existing teams. Meaning less need for post-hire correction, shadowing, or retraining. New hires start work with the right frameworks, protocols, and requirements, improving compliance and operational risk. We co-design the training with you and act as a conduit between your business and training providers while managing the heavy lifting of sourcing, screening, training, deployment, and mentoring. Deploying work-ready talent After training, talent is deployed directly into your team, already aligned with your culture, systems, and technical needs. The transition is seamless because we’ve already embedded your systems, culture, and team dynamics into their preparation. We also offer mentoring and coaching during deployment to support success. The benefits: Enables faster productivity and better collaboration Builds confidence and cohesion in high-stakes environments Supports smoother team integration and day-one impact Scalable, predictable talent pipelines With TTD, rather than reacting to workforce gaps, you’re building capability in anticipation of future need. Whether for seasonal peaks, project launches, or expansion into new capabilities, you can scale talent development in line with strategic goals. The benefits: Reduces contractor reliance by developing permanent, aligned talent Smooths hiring cycles with a predictable, flexible pipeline Helps you respond faster to new project requirements or capability shifts Step 4: Anticipate Stakeholder Priorities Your case needs to work across commercial, operational, and organisational priorities. Read our quick rundown of the ROI of building talent internally. Here’s how to tailor your message to what matters most to each stakeholder: Finance Long-term cost avoidance with fewer agency fees, less attrition/higher retention, fewer cycles of rehiring, and reduced onboarding lag Reduced dependency on costly contractors with internal pipeline Long-term cost predictability and spend control through a single all-in solution “We can reduce agency costs by 30–50% and improve first-year retention by 40% with a Train to Deploy workforce strategy.” Procurement Ability to consolidate vendor management with one trusted supplier managing sourcing, training, and deployment Alignment with existing workforce, training frameworks, and compliance with industry and safety regulations Commercial flexibility to scale up or down based on needs Operations Highlight reduced time-to-productivity and onboarding lag with bespoke training embedding tools and systems into learning Readiness in safety-critical and regulated environments through training Demonstrate retaining institutional knowledge through structured training, shadowing, and handovers Highlight reduced dependency on external contractors with an aligned, trained internal pipeline CSR / DEI Leads Inclusion with real impact on career switchers, returners, veterans, and under-represented communities Measurable progress on social value targets through inclusive pathways Position TTD as truly inclusive hiring. Rullion’s model focuses on “inclusion without limits”; the door is open to all those who have the right behaviours and potential. Step 5: Building a Clear Case for Change Reframe the narrative from patching your hiring process to building capability for the future. This can help shift the conversation from “Why would we?” to “Why wouldn’t we?” Current Approach Train to Deploy Plugging gaps Building long-term capability Spending reactively Investing in readiness Chasing CVs Developing aligned, inclusive talent Onboarding after hiring Delivery work-ready teams from day one

Delivering AMP8: Solving the Water Sector’s Talent Challenge

AMP8 brings the most ambitious expectations ever placed on the UK water industry: Reduce pollution and storm overflows Deliver measurable progress toward Net Zero Improve affordability and customer service Embrace digital tools and smart infrastructure Integrate nature-based and resilient solutions Each of these priorities demands a workforce that is capable, motivated, and equipped to deliver - across both permanent and contingent roles. Without the right talent strategy, investment targets and project outcomes risk falling short. A New Era of Complexity, Accountability and Innovation The challenges of AMP8 go far beyond technical delivery. Utilities face rising customer expectations, increased regulatory scrutiny, and a competitive talent market that extends well beyond the sector. Digital transformation is accelerating across the utilities sector. This acceleration and pressure to transform is having an unavoidable impact on water companies and their ability to effectively resource projects as the skills needed to support are in short supply. The sector’s long-term resilience will depend on how well organisations can adapt their workforce strategies now - before skills shortages become critical roadblocks. The Three Major Issues For all its ambition, the water sector enters AMP8 with a growing talent gap. Existing workforce strategies are under pressure and in many cases, outdated. 1. An Ageing Workforce Almost a third of the industry’s workforce is nearing retirement. Without effective knowledge transfer and succession planning, utilities face the loss of decades of technical expertise and operational experience - skills that can’t be replaced overnight. Rullion helps water companies tackle this challenge head-on by: Embedding succession planning into workforce strategies so knowledge is retained, not lost. Combining behaviour-first hiring with mentoring programmes to bring in early-career talent who can learn directly from experienced professionals before they retire. Using our Managed Service Programme (MSP) to track skills data across the contingent workforce, identifying potential gaps years in advance and planning resourcing accordingly. This approach not only preserves institutional knowledge but ensures organisations are continuously building capability for the future, rather than reacting after critical skills have already walked out the door. 2. Digital and Delivery Skills Gaps The digitalisation of asset management, data analytics, and cyber-secure operations is outpacing current talent pipelines. The result? Skills gaps in key areas like project delivery, engineering, and smart infrastructure implementation - all of which are essential for AMP8 success. Rullion bridges these gaps by: Partnering with clients to map emerging skills needs linked to AMP8’s digital and transformation goals. Using our Train to Deploy model to upskill candidates into roles such as data engineers, SCADA specialists, and digital project managers. Taking a sector-agnostic view of talent by identifying people from other industries (e.g., energy, manufacturing, defence) with transferable digital skills and preparing them for water-sector delivery. Leveraging our MSP for utilities to ensure project-critical roles are filled quickly without compromising on quality or compliance. By combining proactive workforce planning with targeted skills creation, we help utilities keep pace with digital transformation, rather than playing catch-up. 3. Competing for Scarce Talent The water industry is no longer competing solely with other utilities. Water companies are now recruiting in the same pool as energy, renewables, and tech; sectors which often offer more competitive packages. To succeed water companies must rethink what makes their workforce strategy competitive, sustainable, and future-ready. And ultimately what differentiates them as an employer of choice. Right now, most of the conversation focuses on what the sector lacks - an ongoing shortage of engineering, project delivery, and digital skills. But what if we reframed the challenge? Across the UK, there is an abundance of people with the right behaviours, values, and potential to thrive in these roles. The opportunity lies in unlocking that potential through targeted training and development. That’s why forward-thinking utilities are starting to invest in models like Train to Deploy, which create the skills needed for AMP8 rather than competing endlessly for a limited external talent pool. Rethinking Workforce Strategy for AMP8 Meeting the challenges of AMP8 requires more than reactive hiring. It calls for strategic, agile workforce solutions that can scale with demand, address niche skills gaps, and embed diversity and inclusion from the outset. At Rullion, we help water and utilities organisations transition from short-term resourcing to sustainable workforce transformation. 1. Scalable MSP Solutions for Utilities Our Managed Service Programme (msp) model provides: Greater visibility and control over contingent workforce spend Reduced time-to-hire across critical roles Optimised supplier performance Seamless compliance and risk mitigation Talent data and planning aligned to AMP8 milestones Our partnership with Northumbrian Water Group demonstrates what this looks like in practice - rapid mobilisation, robust governance, and a collaborative approach that puts people at the centre. Explore the full case study to see how Rullion helped NWG mobilise a fully embedded workforce solution in under four weeks. 2. Train to Deploy: Building Skills, Not Just Hiring Them Where talent is scarce, our Train to Deploy solution helps organisations develop it. We can identify high-potential candidates through behaviour-first hiring, train them in the technical skills required for AMP8, and deploy them into critical roles. Benefits include: Behaviour-first hiring based on mindset and potential Customised training aligned to technical and regulatory needs More inclusive and diverse talent pipelines Stronger long-term retention and team capability This approach enables utilities to future-proof their workforce by building capability from within, rather than relying solely on an increasingly competitive external market. It’s a smarter way to build the talent you need and avoid just search endlessly for it. “Train to Deploy helps water companies move from reactive hiring to proactive workforce planning by building pipelines of talent designed around AMP8’s critical roles, operational teams, and long-term sector goals.” – Dan Crerand, Train to Deploy Director From Filling Roles to Building Readiness AMP8 is about more than delivering projects. It’s an opportunity to rethink how the water sector builds, supports, and develops its workforce for the long term. While filling vacancies will always be part of the picture, the organisations that will thrive are those that plan, create talent pipelines, and adapt their strategies as the sector evolves. Readiness means having the right people in place at the right time - not by chance, but through careful planning, investment in skills, and a commitment to developing talent from within. It’s about recognising the abundance of skills that already exists and finding new ways to unlock potential through training, reskilling, and inclusive hiring. At Rullion, we work alongside major UK water companies to put these principles into practice; delivering workforce solutions for utilities that are agile, scalable, and designed to support both immediate goals and long-term ambitions. With the right approach, AMP8 can set the foundations for a more capable, adaptable, and future-ready sector.

Why a Behaviour-First Train to Deploy Strategy Builds Stronger Workforces

In episode two of Confessions of a Train to Deploy Expert, Rullion’s Dan Crerand (Train to Deploy Director) and Sibel Akel (Marketing Director) discuss why so many “failed hires” aren’t down to missing skills, but to poor behavioural and cultural fit. Drawing on Dan’s experience delivering Train to Deploy programmes in critical infrastructure, they explore how a behaviour-first approach helps employers uncover overlooked talent and build stronger, more diverse teams. Rullion is a workforce solutions provider specialising in regulated and technical sectors across the UK and Europe, helping organisations shift from reactive hiring to long-term workforce strategies. Through solutions like Train to Deploy (TTD), we help organisations move from reactive hiring to long-term workforce strategies, creating talent pipelines built around real roles and values. Why Behaviour-First Train to Deploy Programmes Matter Now Critical infrastructure organisations face workforce challenges that aren’t going away. Skills shortages are structural, not temporary. An ageing workforce, declining enrolment in vocational pathways, and rising demand for regulated technical skills are all putting delivery at risk. That’s why many employers are exploring Train to Deploy strategies. Unlike generic Hire Train Deploy or Recruit Train Deploy models offered by other suppliers, Rullion’s approach flips the order: behaviours and values first, technical skills second. As Dan Crerand explains: “Job specs are often shopping lists of everything a hiring manager could dream of. You’re asking for unicorns, and excluding great people. Start small. Change one role, one spec. Prove it works. Success stories travel fast inside organisations.” The Talent That Gets Missed Traditional recruitment often screens out the very people who could thrive in technical roles. Ex-athletes with years of discipline, parents returning to work with resilience and adaptability, people with disabilities who bring determination, or early-career candidates with creativity and drive - all too often overlooked. Dan traces his philosophy back to a decade: “I started working with underrepresented groups and saw so much potential being missed. I wanted to help clients grow their own talent. That’s where it all started.” These individuals may lack the “perfect CV” or polish in interviews, but they bring the resilience, adaptability, and learning agility that underpin long-term success. Traditional recruitment screens them out. A behaviour-first Train to Deploy strategy screens them in. Why Behaviour Matters More Than Skills Research shows that 46% of new hires fail within 18 months, and almost 90% of those failures are due to poor behavioural or cultural fit - not technical skills. For critical infrastructure organisations, that failure rate means wasted time, repeated recruitment cycles, and delivery risks that quickly escalate into cost overruns. Dan’s work with athletes illustrates the point: people who had been waking at 5am for years to train displayed discipline, timekeeping, and resilience far beyond what a CV could show. Without behaviour-first hiring, this potential would remain hidden. “I spoke to people who had been getting up at 5am for 15 years to train. Their discipline, resilience, and timekeeping were outstanding. But how does an ex-gymnast or high jumper showcase that in a CV? They’re just another name in an applicant tracking system. Recruiters can’t see it, and the industry loses out.” Behaviour-first hiring brings that hidden potential into view. Inside Rullion’s Behaviour-First Train to Deploy Strategy Rullion’s Train to Deploy solution reverses the order. Train to Deploy isn’t a one-size-fits-all bootcamp. Unlike traditional hire-train-deploy providers, it’s built around your roles and your culture. Our TTD services assess behaviours first, then design training pathways for the exact technical and regulatory skills you need. The model includes: Behaviour-led screening via psychometrics and structured interviews Mutual selection, where candidates and organisations evaluate each other Tailored training aligned to your technical and regulatory needs Inclusive pipelines that bring in returners, early-career talent, and people from non-traditional backgrounds Benefits for Employers Unlike generic Hire Train Deploy or Recruit Train Deploy models, Rullion’s Train to Deploy programmes are built around role-specific needs. Our TTD services go beyond training, they’re about long-term outcomes. As one of the UK’s leading Train to Deploy suppliers, we help organisations reduce churn, scale delivery, and meet compliance requirements in critical environments. With Train to Deploy, organisations gain: Faster deployment into critical roles Lower hiring risk through behaviour-first selection Inclusive, diverse talent pipelines Improved retention and long-term capability uplift Commercial flexibility vs contingent labour Stronger Teams Through Diversity Behaviour-first hiring doesn’t just fill vacancies, it reshapes teams. One digital services client initially resisted hiring non-traditional candidates, but after a trial, saw improved creativity and performance across the team. Another leader deliberately brought in behaviour-first candidates every year to diversify his workforce. Over time, he noticed “reverse mentoring” emerge; juniors energising seniors, while seniors passed down knowledge in return. The whole team became stronger. That’s the multiplier effect of Train to Deploy. From Overlooked Potential to Future Workforce Under pressure, it’s tempting to hire quickly for technical capability alone. But short-term fixes rarely last. Hiring someone misaligned to your organisation’s values often means revisiting the same role within months. Dan recalls introducing behaviour-first hiring in the digital sector. Some leaders doubted whether candidates from non-traditional backgrounds could perform. But after one trial, the client saw how a candidate with resilience and drive could rapidly add value once trained. It marked the start of a mindset shift: skills can be trained, behaviours cannot. Why Not In-House? Some employers ask if they could replicate this internally. The reality? Most HR and L&D teams don’t have the capacity to design behaviour-first assessments, manage external training providers, and deliver wellbeing support at scale. Rullion carries that load, while clients stay in control of outcomes. This allows internal teams to focus on delivery while gaining faster deployment, better retention, and long-term workforce stability. Choosing the Right Train to Deploy Supplier Behaviour-first hiring isn’t a quick fix. It’s a long-term workforce strategy that helps organisations unlock overlooked talent, strengthen diversity, and build resilience. If you missed the first part of this series, read Why Traditional Hiring Fails Technical Roles. You may also find The ROI of Train to Deploy and Building Skills, Not Buying Them valuable. To explore how a Train to Deploy strategy could transform your workforce, visit our Train to Deploy page or download the free Train to Deploy Toolkit - a resource designed to help employers compare different Train to Deploy suppliers and understand the full benefits of behaviour-first hiring. The Toolkit supports HR, Procurement, and Leadership teams in comparing Train and Deploy solutions, assessing Train to Deploy suppliers, and understanding the ROI of a behaviour-first approach. It includes: Diagnostics for ageing workforces, rehiring cycles, and persistent skills gaps Business case templates and checklists to help secure stakeholder buy-in Cost comparisons with contingent labour and traditional hiring models Guidance on aligning workforce strategy with ESG, DEI, and resilience goals It’s free to download and ready to take straight into boardroom discussions. This blog is part of our “Confessions of a Train to Deploy Expert” series, capturing conversations between Dan Crerand and Sibel Akel on what’s broken in hiring and how organisations are solving it differently. Watch the full interview here.