Transitioning into Net Zero: Impacts on Recruitment Strategies for Energy Companies

Building Talent, Not Buying It: A Smarter Workforce Strategy

Traditional hiring models are increasingly struggling to meet the needs of modern organisations. Many critical infrastructure organisations across sectors like energy, transport, and utilities are hitting the same wall: rising recruitment costs, critical skills shortages, and new hires who struggle to adapt quickly enough to complex working environments. While external recruitment will always have its place, it’s no longer enough on its own. It’s time to consider more balanced, sustainable approaches, like Train to Deploy (TTD), a workforce transformation model that enables organisations to look at retraining and growing the talent they need, reduce risk, and create more resilient teams. What’s broken with the "Buy Talent" Model? For years, the default hiring strategy has been reactive: hire fast, fill the gap, and hope it sticks. But for many organisations, that model is now showing cracks: Niche skills are increasingly hard to find The cost of contingent labour is rising New hires often struggle with cultural fit or lack the hands-on readiness needed Scarcity of Niche Skills Whether it’s engineers in nuclear, software talent in tech, or skilled operatives in mechanical and electrical sectors, niche capabilities are becoming harder to source. As infrastructure projects grow in complexity and the transition to renewables accelerates, demand is far outpacing supply. This skills gap creates a bottleneck for delivery, drives up competition, and increases your exposure to project delays and rising costs. High Recruitment Costs Traditional hiring methods come with a hefty price tag – recruitment agency fees, advertising, vetting all the candidates, and onboarding – they all add up. And when hires don’t work out, the cost of starting over is even higher. In sectors managing large-scale infrastructure or utilities programmes, this cycle of churn can undermine everything from workforce morale to project timelines and long-term planning. Cultural Misalignment Technical expertise doesn’t guarantee success, especially in complex environments like energy sites, control rooms, or high-stake multi-contractor projects. If new hires struggle to adapt culturally or operationally, productivity dips, safety risks rise, and team dynamics suffer. What "Building Talent" Really Looks Like Behaviour-First Hiring Traditional recruitment filters for qualifications and past experience. But this method often misses high-potential individuals who could thrive with the right development. Unlike other Hire Train Deploy models, Rullion’s Train to Deploy solution rethinks what makes someone the right fit and hiring for potential. Using behaviour-first hiring, or a train-to-match approach, Rullion focuses on mindset, adaptability, capability, and learning agility. In sectors like utilities, transport, and rail where on-the-ground collaboration is key, this approach helps to de-risk the process by bringing in talent that aligns with your organisational values, then upskilling or reskilling them in the technical areas your teams actually need. Tailored Technical Development Instead of waiting for the perfect candidate to emerge from the market, organisations can look to invest in upskilling and reskilling their existing teams to meet their specific business needs. Tailored development ensures training mirrors your actual operational requirements, right down to systems, tools, and standards. It’s a core step in delivering effective workforce transformation, ensuring your teams are equipped with the exact capabilities needed to perform and progress. Long-Term Workforce Resilience Organisations that build from within and invest in their people are far more resilient. When employees grow alongside the organisation, they develop deeper institutional knowledge and the ability to flex as priorities shift. This approach promotes long-term retention and creates a stable, adaptable workforce ready to meet future challenges head-on. Why Train to Deploy is Different Custom Workforce Pathways Every business, site, and sector is different. What works in a retail logistics site won’t work in a nuclear-grade facility. Rullion’s TTD model adapts to your reality. They co-design specific training and workforce development pathways which you have full visibility over; this gives you full control in aligning training modules with your unique business objectives and challenges. Rullion does the heavy lifting, and you get work-ready people who have developed the exact skills and knowledge your company needs. A Faster Route to Workforce Readiness One of the key benefits of TTD services is its ability to rapidly prepare employees for new roles. While it may not be about “faster deployment” in the traditional sense, train and deploy solutions offer a quicker route to workforce readiness by focusing on specific, targeted skills development. This leads to a more efficient onboarding process and a workforce that is ready to contribute from day one, without the typical lag time that comes with traditional recruitment. As part of a wider workforce transformation effort, this accelerated readiness helps organisations meet evolving demands without compromising on quality, safety, or team cohesion. It’s a smarter ramp-up for complex environments where getting it right the first-time matters. Social Value and Diversity Built-In A key value of TTD is its ability to break down traditional barriers and broaden access to talent. Rullion believes in inclusion without limits. If someone can demonstrate they’ve got the right mindset and behaviours, then Rullion will build the skillset, regardless of what role or industry that person previously worked in. This means that their Train to Deploy approach is capable of building truly inclusive talent pools, holding the doors open to those with the potential to thrive, regardless of their situation. This is the power of a real workforce transformation strategy, giving organisations the opportunity to do things differently while strategically expanding their talent pool to better reflect the communities and industries they serve. It creates scalable, inclusive, and resilient workforces ready to meet the demands of tomorrow. Building the For the Future, Not Just Today Organisations need more than just quick fixes to their talent challenges. The future of workforce development lies in building talent from within, investing in the potential of existing employees and creating an environment where growth and adaptability thrive. Train to Deploy (TTD) provides a clear, sustainable path to achieving this. It’s a workforce transformation model designed to reduce reliance on external recruitment while building resilient, high-performing teams that keep your organisation ahead of the curve. Want to explore how train to deploy could work for your sector? Visit Rullion’s Train to Deploy solution page or book a discovery call with one of their consultants to see how Rullion can help you get work done.

Rosie’s 25+ Years in Rail Contracting: Flexibility & Neurodiversity

In today’s evolving workforce, partnering with organisations that understand your goals and genuinely support you makes all the difference. Rosie McAvoy, a long-time contractor in the UK rail industry, recently sat down with Rebecca Boniface, Senior Account Manager at Rullion, to share how her collaboration with Rullion has shaped her journey, personally and professionally. Her experience highlights how tailored flexibility and inclusive practices can empower neurodivergent individuals to thrive in major rail projects and beyond. Embracing Neurodiversity in Rail Early Challenges & Diagnosis Rosie has been diagnosed with autism and ADHD. Like many neurodivergent professionals, she faced obstacles that others may not fully understand. Early in her career, Rosie struggled to find workplaces that understood neurodiversity. Without support, she felt like just another number. “I didn’t always get the support I needed early on in my career. It was difficult to navigate spaces that didn’t truly understand neurodiversity.” Finding Support with Rullion Everything changed when Rosie began working with Rullion. She found the flexibility and respect she had been missing, which allowed her to thrive. “Rullion has always made sure I feel valued and supported. I never feel like I’m just filling a role. My skills and contributions are recognised, and that makes a huge difference.” Why Contracting Works for Rosie Freedom to Explore New Skills Contracting gave Rosie freedom, freedom to try new roles and expand her skill set. “Contracting has been ideal for me. It allowed me to move into a new industry, rail, without having prior experience. I started with roles I never thought I could do - high-voltage systems, pneumatic systems, even bogies - and Rullion supported me every step of the way.” High-Profile Projects: From Eurostar to West Coast Rosie has worked on major rail projects including the Eurotunnel Shuttle and West Coast Mainline, contracting through Rullion and contributing her expertise to leading firms like Alstom. Rullion’s flexible approach helped her confidently tackle roles outside her comfort zone, while ensuring she had the right support at every stage. “Even though contracting can be seen as more precarious, I’ve never felt insecure. Rullion’s support has made all the difference.” Building Confidence & Inclusion Open Conversations & Accommodations One of the biggest turning points in Rosie’s career has been her ability to openly discuss her neurodivergence at work. “I’ve been able to talk about my autism and ADHD in the workplace - something I couldn’t do in previous roles. Rullion has truly supported me in being open about my differences, which has been a game-changer in my professional and personal life.” Rosie is also an advocate for wider inclusion, supporting LGBTQ+ and women's groups, and encouraging greater gender diversity across engineering. Thriving in a Neurodiverse Team By fostering a workplace that embraces neurodiversity, Rosie has felt empowered to contribute her best ideas - without masking or fear of judgement. “Being part of a team that values differences means everything. I can bring my full self to work and know that I’ll be respected.” Looking to the Future When asked about her future plans, Rosie keeps things open, by design. “I don’t want to set anything specific. If a new opportunity comes along, I’d take it. That’s the beauty of contracting.” With an open mindset and adaptability, this has led to international job offers, from New York to Australia. But what stands out most is the satisfaction she’s found in her work. “I’m content - and I never thought I’d get to that point. That’s a great feeling.” Why Rullion Works Rosie credits Rullion’s human approach for helping her stay empowered and supported, no matter the challenge. “It’s a big company, but I’ve never felt like a number. I’ve always had interpersonal relationships and understanding from the team.” Join the Rullion Network Looking for your next opportunity? The job market is evolving, but with the right mindset, skills, and support, this could be the perfect time to grow your career. Whether you're looking for a short-term contract, a long-term project, a full-time role, or a new direction in your industry, we're here to help you unlock your potential. To learn more about the rail opportunities we offer, visit our Rail Industry page. Explore jobs built for your next move: https://www.rullion.co.uk/jobs/