Train to Deploy: A different way to build the skills your teams need

5 Signs Your Workforce Needs a Train to Deploy Strategy

You need a Train to Deploy Strategy when you find yourself: Rehiring the same roles repeatedly Staring down a retirement cliff Watching time-to-hire stall delivery Falling behind on diversity and social value Working with out of sync training providers Train to Deploy, often referred to as a Hire Train Deploy or a Recruit Train Deploy model, is a workforce transformation solution where a provider designs, delivers, and deploys role-specific training up front, helping you plug skills gaps, onboard faster, and build work-ready teams from day one. This is typically done by bringing in transferable talent from adjacent sectors, reskilling deployed contractors, or hiring and training new external candidates aligned with your business goals. Most organisations don’t always realise when they’re ready for a Train to Deploy (TTD) strategy. The signs build gradually. Recruitment pressures intensify quietly. Talent pools shrink. Skills gaps start to feel permanent. And the tools that once worked – your job boards, agencies, and graduate deployment schemes – no longer deliver the talent or speed you need. If any of this feels familiar, you're not without options. A Train to Deploy strategy can help you rebuild confidence in your workforce plan, expand your reach, and reduce the hidden costs of reactive hiring. It’s one of the most effective ways to evolve your talent pipeline strategy to build scalable, work-ready teams. Here are five signs that now might be the right time to make the shift. 1. You’re Rehiring the Same Roles Repeatedly When roles start to become revolving doors, it’s often a sign that the problem isn’t just recruitment; it’s readiness. High turnover in key positions can point to poor role fit, lack of structured development, or unclear progression pathways. It burns through recruitment budgets, disrupts project continuity, and stalls long-term growth. TTD flips the traditional model on its head. Instead of waiting for the “right” person to appear, you develop the capabilities you need within the people you hire or redeploy from day one. Rullion’s match-to-train approach directly addresses the root cause by designing role-specific training and onboarding ahead of deployment, ensuring the people coming into your organisation are better equipped, aligned, and more likely to stay. You’re building the talent you need, sustainably. 2. You’re Staring Down a Retirement Cliff In critical infrastructure sectors, retirements are accelerating. In the UK energy and utilities sectors alone, 37% of the workforce will retire by 2030 – that’s around 168,400 vacancies that will need to be filled. And with them, decades of knowledge are walking out the door. Our train and deploy solution bridges that gap before it opens. We help you upskill successors, build structured handovers, and onboard people who can shadow, learn, and grow into critical roles. We make sure that expertise isn’t lost. It’s transferred, evolved, and retained. 3. You’re Watching Time-to-Hire Stall Delivery Every week you wait for a hire to land is a week your teams aren’t delivering. In project-based environments, those delays cascade into missed milestones, overstretched teams, and lost momentum. A Hire Train Deploy strategy eliminates that lag. With custom training and onboarding ahead of deployment, candidates arrive equipped with the technical and behavioural readiness to contribute from day one. That upfront investment in preparation pays dividends in retention, and not just in performance. When new hires feel supported, skilled, and set up to succeed, they’re far more likely to stay. 4. You’re Falling Behind on Your Diversity and Social Value Goals Most organisations have diversity targets and social value commitments, but traditional hiring often reaches the same narrow pools in the same ways. Rullion’s Train to Deploy solution is built around inclusion without limits. If someone shows the right mindset, behaviours, and potential, we build the skillset, regardless of their background or circumstance. We don’t tick boxes or run generic ED&I programmes. We focus on opening doors to those with potential and create genuinely inclusive talent pipelines that reflect the communities you serve. 5. Your Training Providers Feel Out of Sync As your organisation adapts to new technologies, delivery models, and regulatory changes, you need learning partners that can evolve just as fast. But many traditional training providers are slow to respond. Courses feel outdated, generic, or disconnected from the realities your teams face day-to-day. This disconnect leads to wasted investment, delayed impact, and talent that still isn’t ready for the job. If your current provision feels out of sync, Rullion’s Train to Deploy strategy gives you control. You co-design the training journey to reflect your systems, tools, and standards, and we manage delivery, acting as the conduit between you and the training providers. We help embed learning into your operating model, whether through bespoke external programmes or scaling your own internal training. Making sure your people are learning what matters and applying it from day one. Recognising the Signs Every workforce challenge is an opportunity to rethink the way things have always been done. If any of these signs sound familiar, it may be time to reassess your approach. A Train to Deploy strategy offers a more proactive path, helping you build the skills, teams, and resilience you need to grow. Shift from reactive hiring to long-term capability building. And get ahead of change before talent gaps hold you back. Helping you get work done Visit our Train to Deploy solution page to see how a Train to Deploy strategy could work for your organisation or book a discovery call with one of our consultants.

Building Workforce Readiness: Train to Deploy vs. Traditional Hiring

If you’re facing urgent capability gaps, recruitment might feel like the fastest fix. But for critical infrastructure organisations, traditional hiring alone doesn’t build the depth or resilience you need. As roles evolve and technical demands rise, hiring needs to shift from finding talent to developing it. This shift is leading organisations to adopt workforce strategies like a Train to Deploy solution, one that’s designed to meet capability challenges at their core. Why Traditional Hiring Falls Short for Critical Roles Even with a strong recruitment function or trusted agency partners, the reality is this: finding the right person for a complex, evolving role is becoming harder. The market is tighter, the skills are more specialised, and the stakes are higher. Here’s what we’re hearing from teams across critical infrastructure: Hiring fills seats, but capability stays static In many organisations, hiring isn’t the problem; capability is. Without structured development, organisations are locked in a cycle of reactive hiring. Short-term gaps get filled, but internal capability doesn’t grow. That creates long-term risk when projects scale or specialist knowledge walks out the door. Filled roles don’t equal work-ready teams Time-to-hire might be improving, but time-to-productivity isn’t. Even experienced hires often face long onboarding, steep learning curves, and gaps in system, compliance, or industry knowledge. Traditional hiring misses high-potential talent When roles are critical and evolving, it’s not always about who’s done the job before. Traditional CV-led hiring often overlooks candidates with the behaviours, learning agility, and mindset to thrive. Without new ways to identify and assess potential, you risk filtering out tomorrow’s best performers before they even get a look-in. Diversity and inclusion efforts stall without new pathways If you’re still using the same hiring channels and criteria, you’ll keep reaching the same talent. That makes it difficult to move the dial on DEI, especially in sectors under pressure to reflect the communities they serve. Truly inclusive hiring takes more than intent; it takes infrastructure. Without new pathways into skilled roles, you limit both who you hire and how you grow. How Train to Deploy Builds Aligned, Work-Ready Talent Instead of recruiting for a role and hoping someone fits, you identify the capability you need and Train to Deploy builds it. Here’s how it works: Match-to-train We identify high-potential individuals based on behaviours, mindset, and learning agility, not just what’s on their CV. This opens up new talent pools and removes the traditional filters that limit inclusive hiring. “We call this inclusion without limits. If someone has the right mindset and behaviours, we build the skillset.” Bespoke, role-aligned training Rather than generic upskilling, TTD pathways are tailored to your business. Meaning training covers the tools, standards, systems, and compliance frameworks your teams use every day. Compliance and day-one readiness From regulated safety training to industry accreditations or project-specific onboarding, readiness is built into the process. No long ramp-up. No onboarding lag. Just hires that are ready to contribute from day one. Deployment into real roles Once trained, talent is deployed directly into your teams. Coaching and mentoring continue through placement to ensure confidence, cohesion, and long-term value. Scalable to match demand Train to Deploy gives you the ability to plan and scale talent pipelines in advance of need. Seasonal peaks? Project launches? Evolving capability requirements? Your workforce is ready to flex without the lag. The Business Impact of a Train to Deploy Strategy The Train to Deploy model provides a fundamental shift in how you build the capability your business needs to deliver today and adapt to tomorrow. Rather than competing for scarce talent, with Train to Deploy you’re able to develop talent on your terms. You gain the ability to grow your own workforce with people aligned to your values, trained to your systems, and ready to contribute from day one. Here’s how a Train to Deploy solution adds value: Faster productivity: role-specific training is delivered up front, meaning new hires arrive work-ready. This significantly reduces onboarding lag and avoids costly ramp-up periods. Improved retention: when you hire for mindset and train for the role, people are more engaged and more likely to stay. That means lower churn and reduced long-term cost of repeat hiring. Inclusive, high-potential pipelines: With a focus on sourcing based on behaviours and potential, not just experience, Train to Deploy opens doors to talent often missed by traditional recruitment. Helping you meet social value, DEI, and ESG targets in a way that’s measurable and sustainable. Reduced contractor reliance: building internal capability ahead of demand reduces the need for short-term, high-cost labour. That gives you more budget control and a more stable, aligned workforce. Strategic workforce resilience: TTD enables you to build flexible, future-fit teams without needing to start from scratch each time. This is great for when you’re looking at scaling for a new project or backfilling retiring expertise. Explore our full guide to building a business case for a Train to Deploy solution to find out more. Recap: How Train to Deploy Drives Workforce Readiness In summary, a Train to Deploy solution builds workforce readiness by combining behaviour-first hiring with role-specific training to deliver aligned, job-ready teams from day one. This workforce strategy helps organisations: Develop talent aligned to real operational needs Reduce time-to-productivity through targeted onboarding Build internal capability for future project demands Improve retention and diversity by hiring for mindset, not just CVs