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

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.

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.

Executive Search: Why Leadership Hiring Needs a Different Approach

What Executive Search Really Means Executive search is often misunderstood. People think it’s just a more expensive version of recruitment, or only relevant when hiring a CEO. The truth is, it’s much more strategic. "Executive recruitment isn’t just about who’s in your network. It’s about understanding what the business truly needs and how to go out and find that person - often before they even know they’re ready to move," says Asif. Traditional recruitment is reactive. Executive search is proactive. It’s built around partnership, designed for senior and specialist roles where there’s no room for error. It relies on deep sector knowledge, a structured process, and high-trust relationships on both sides of the table. At Rullion, we work closely with boards, CEOs and investors to define what success really looks like. Learn more about our approach to Executive Recruitment. From there, we craft a tailored search strategy to find the leader who can deliver it. When to Use Executive Search So, when is executive search worth the investment? The simple answer: when the cost of getting it wrong is higher than the cost of getting it right. We’re typically brought in when there’s a high-stakes appointment; a confidential leadership transition, a role requiring specialist skills, or a situation where internal bandwidth is stretched. It’s also the right choice when entering new territory, whether that’s scaling into new markets or transforming internal systems. Whether it’s a first-time COO in a renewables firm or a fractional CTO for a digital shift, the goal is the same: long-term fit, not a quick fix. What Makes Executive Search Work (or Fail) Successful searches are grounded in clarity, alignment and trust. When things go wrong, it’s usually because the search is treated like a transaction. One common pitfall? A weak or shifting brief. If stakeholders aren’t aligned on what kind of leader they need - or are hiring reactively after a problem - things unravel quickly. "Leaders don’t wake up thinking they’re the problem. But sometimes they are," Asif notes. "The best leaders assess themselves as often as they assess their teams." Another major blind spot is at the top. Leaders don’t always recognise when they’re part of the challenge. In sectors like infrastructure, self-awareness at senior level can be the difference between project success and failure. The best outcomes come when clients are honest about their challenges and open to fresh insight, not just from the market, but internally too. The Biggest Misconceptions About Executive Search Despite its value, there are still a few myths that need busting: "It’s only for CEOs." Not true. We work across C-suite and critical leadership roles. "It’s just expensive recruitment." It’s actually a strategic safeguard against hiring risk. "We can do it in-house." Internal teams often don’t have the reach or discretion for sensitive hires. "It’s all about contacts." Networks help, but insight, alignment and rigour drive results. "You get a shortlist, then you’re on your own." A good partner stays close, through onboarding and beyond. Why It’s Critical in Infrastructure Sectors Infrastructure isn’t just high-stakes, it’s high-impact. Mistakes aren’t hypothetical. The wrong leadership hire can delay delivery, invite public scrutiny, and disrupt entire ecosystems. "Cybersecurity, AI, and workforce shortages - these are no longer IT or HR issues. They’re board-level risks," says Asif. "Yet many leaders still treat them like background noise." One of the biggest concerns leaders talk to us about is project execution. There’s often pressure to start spending before proper groundwork is in place (engineering plans, supply chains, compliance). Without the right leadership, projects stall. The sector is also facing a skills crunch. Experienced engineers are retiring, while digital and cybersecurity risks are growing. Many organisations are stuck between outdated systems and an uncertain future. When safety, governance and public trust are on the line, the margin for error is slim. That’s why the right hire matters so much. The 5 Benefits of Executive Recruitment Working with the right executive recruitment partner can make a measurable difference. It’s not just about filling roles, it’s about: Reducing the risk of mis-hire in business-critical positions Accessing passive talent that isn’t on the market Saving time for internal teams under pressure Ensuring cultural alignment and long-term fit Navigating sensitive or high-profile transitions discreetly Choosing the Right Executive Search Partner If you’ve never used executive search, or had a disappointing experience, it’s worth asking different questions this time. This isn’t about who has the biggest black book. It’s about judgment, process and partnership. Ask your search partner how they challenge briefs. How they validate candidates beyond the CV. And how they stay involved after placement. At Rullion, our Executive Search team focuses on regulated and technical environments where trust and cultural fit are critical. We don’t just fill roles. We help shape futures. Final Thoughts Hiring executive talent isn’t just about filling a position. It’s about future-proofing your organisation. Done well, executive recruitment brings clarity, confidence and continuity. Done poorly, it creates risk, cost and disruption. That’s why choosing the right partner matters. Executive recruitment isn’t a luxury. It’s how you protect your momentum, your mission and your reputation. From energy to utilities, we understand the unique challenges these sectors face. Discover how we launched our Executive Search solution to help organisations make senior leadership hires that drive long-term performance. Watch the full interview, Confessions of an Executive Search Expert, Ep. 01: