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

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 Existing workforce strategies are under pressure and in many cases, outdated. 1.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.

MSP Workforce Solution for Utilities Leader Northumbrian Water

NWG’s Challenge NWG required a scalable workforce solution tailored to the challenges of the UK utilities sector. Like many regulated industries, NWG faced a set of complex challenges that were heightened by: A 4-week mobilisation deadline (falling over the Christmas period) Minimal legacy data The transfer of 51 critical IS contractors with no service interruption A parallel implementation of SAP Fieldglass A need for full compliance and audit readiness from day one A Sustainable MSP Workforce Solution for Utilities We deployed a fully managed MSP workforce solution built specifically for NWG’s priorities and digital transformation in utilities. Rullion became a trusted extension of the NWG team, working hand-in-hand with internal stakeholders, aligning to their delivery culture, and embedding collaborative governance to ensure shared accountability throughout the MSP’s rollout and beyond. Our programme ensured both short-term continuity and alignment with NWG’s wider AMP8 strategy, directly contributing to the water network’s commitment to sustainability, social value, and long-term infrastructure investment. Mobilised in Four Weeks Despite the condensed timeline, we transitioned 100% of in-scope workers on time, with no disruption to services. This was achieved through: Joint governance and daily check-ins 24/7 support over the festive period Dedicated resource teams covering onboarding, compliance, and communications Future-Ready Infrastructure In parallel with operational delivery, we project-managed the successful rollout of SAP Fieldglass and implemented data-led insights to support long-term workforce planning. This allowed NWG to gain: More time back to focus on their roles Real-time visibility of workforce spend Automated approval and compliance routing Data-led insights on performance and fulfilment Direct Fulfilment with Niche Flexibility Rullion fulfilled 100% of roles directly, improving accountability and speed. For specialist roles, we activated pre-vetted, values-aligned suppliers. All of whom signed up to our Supplier Code of Conduct and were held to performance scorecards. A Personalised Contractor Experience We brought our Contractor Care programme to life from the outset, providing personalised support to every worker, while also aligning with NWG’s broader values through ED&I initiatives, social value projects, and community partnerships: Supporting the Innovation Festival 2025 Embedding a roadmap for ED&I and inclusive hiring “I think both Zoe and Sinead have been helpful and informative and, throughout all of our interactions, a credit to Rullion. No suggestions here just praise and thanks for a recruitment consultancy that values the people it serves.” - Senior Business Analyst What We Achieved Together The NWG MSP has driven strong results across workforce delivery, cost, compliance, and experience. With a strong foundation in place, the MSP is designed for long-term scalability. As NWG continues to evolve throughout AMP8, the programme supports agile workforce planning, improved demand forecasting, and continuous improvement through joint governance and insights-led optimisation. Seamless Implementation 100% of contractors transitioned on time, despite a condensed four-week window and minimal legacy data. Effective contingent workforce management with zero disruption to services, preserving business continuity across mission-critical information systems projects during a peak period for infrastructure planning. Faster, More Efficient Hiring 65 hires made within the first phase, with over 50 still active in post. 6.3-day time-to-offer (nearly half the 12-day industry benchmark) giving NWG a competitive edge in securing in-demand talent. 20.3-day time-to-hire, (vs. 25-day sector average). 100% fulfilment of all live roles through our direct delivery model and agile supplier support for niche needs. Cost Savings and Control £15,000+ saved in the first month alone, through improved fulfilment routes and transparent rate control. SAP Fieldglass implementation enabled real-time cost visibility, audit-ready reporting, and smarter workforce planning. Exceptional Experience for Contractors +73.3 ‘World Leading’ Net Promoter Score (NPS) from contractors. Highlighting high satisfaction levels with onboarding, support, and communication. CV-to-interview ratio of 2.3:1 and interview-to-offer of 2:1, showing strong candidate quality, shortlist accuracy, and hiring manager satisfaction. Aligned to NWG’s Broader Values Support for the Innovation Festival 2025, contributing to NWG’s culture of creativity and collaboration. Inclusive hiring roadmap developed and embedded, with active ED&I tracking and inclusive recruitment training for all delivery teams and suppliers. “Rullion took a true partnership approach, supported us throughout, and went above and beyond to ensure a successful launch. As a result, a great outcome was achieved for the business.” — Vendor Manager at NWG A Recognised 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 management and shortlisted for two GEM Award categories for our partnership-led success and ability to innovate to achieve great results.