12-Step Guide: Reduce your time-to-hire with the help of a candidate referral scheme

Here’s a 12-step guide on how to reduce your time-to-hire with the help of a candidate referral scheme: Plan and set goals Define clear goals for your referral program. Determine how much you want to reduce the time-to-hire and how many successful hires you aim to achieve through this program. Design the programme Create a well-structured referral program. Decide on the incentives you'll offer to employees who refer successful candidates. These incentives could include monetary rewards, gift cards, extra vacation days, or even a special recognition within the company. Promote the programme Make sure all employees are aware of the referral program. Use company-wide communications, meetings, and emails to inform them about the programme’s benefits and how it can positively impact the hiring process. Provide clear guidelines Offer clear guidelines on the types of candidates you’re looking for and the positions you’re hiring for. This will help employees understand what kind of referrals will be valuable to the company. Simplify the referral process Make the referral process easy and onvenient. Provide an online portal or a simple form where employees can submit referrals along with the necessary information. Engage hiring managers Involve hiring managers in the process. They can provide insights into the skills and qualities they're seeking in candidates, which will help employees make more targeted referrals. Regular updates Keep employees informed about the progress of referred candidates. Send regular updates on the status of the referred candidates’ application and interview process. Timely communication Once a referral is received, promptly communicate with the referred candidate. Speed up the interview process for referred candidates to show the commitment to the programme and keep them engaged. Streamlined interviews Streamline the interview process for referred candidates. If possible, prioritise their interviews to ensure they move through the process quickly. Feedback and recognition Provide feedback to employees who make referrals. Even if the referred candidate isn’t selected, acknowledge the effort, and show appreciation for their contribution. Monitor and measure Continuously monitor the performance of your referral programme. Measure metrics such as time-to-hire, the number of successful referrals, and the quality of hires. Adjust the programme if necessary to achieve better results. Refine the programme Based on the data and feedback you gather, refine the referral programme over time. Adjust the incentives, communication strategies, or guidelines as needed to improve the programme’s effectiveness. By implementing a well-designed candidate referral scheme, you can harness the power of your current employees’ networks to source potential candidates, ultimately speeding up the hiring process and increasing the likelihood of successful hires. Want to find out more? Fill out our contact form below and one of our experts will get back to you.

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.

6 Key Considerations When Changing Your MSP Provider

Changing your MSP provider is a significant decision that can impact the management of your contingent workforce. Whether you're unhappy with the service, nearing the end of your contract, or simply exploring other options, there are several key factors to consider before making the switch. From understanding your contract and technology needs to planning for a smooth implementation, this guide covers the crucial aspects to ensure you choose the right MSP and make the transition as seamless as possible. For organisations that rely heavily on a contingent workforce, selecting the right MSP provider is critical. By carefully considering these six key factors, you can minimise disruption, reduce risk, and ensure that your new MSP can support your operational goals. Why Change Your MSP Provider? Assessing Your Contract and Exit Clauses Technology Considerations for Transition Impact of Changing Your Account Team Building a Strong Business Case for Change Successful Implementation and Communication Strategies Why Change Your MSP Provider? Before making a change, it’s important to first understand why you’re considering switching your Managed Service Provider (MSP). Are you dissatisfied with the level of service you’re receiving? Do you find that your current MSP doesn’t provide enough flexibility or efficiency in managing your contingent workforce? Key questions to ask include: Are you struggling with a lack of visibility or control over workforce spend? Is your current MSP unable to deliver in terms of compliance and risk management? Do you feel that your current provider lacks access to specialised talent, leaving you with recruitment challenges? Are your workforce strategies reactive, rather than proactive? For example, in industries like Energy and Utilities, workforce compliance and access to skilled labour are paramount. An MSP can help streamline compliance management while providing access to a broader pool of specialised workers. Similarly, in the Transport & Rail sector, workforce scalability and cost management can be a major challenge, making an MSP a valuable solution to optimise these areas. Having clarity on these points will not only help you articulate what you need but also ensure that the MSP you choose is better equipped to meet your goals. If you’re unsure, it might be worth speaking to a few MSP providers to understand how their services differ and which one can meet your unique needs. Assessing Your Contract and Exit Clauses Once you’ve established why you want to make the change, it’s time to turn your attention to your current MSP contract. Thoroughly review the terms of the agreement, specifically focusing on exit clauses. A strong contract will usually have an exit management section that outlines the steps for transitioning to a new provider. In particular, it’s crucial to understand: The notice period required for termination The responsibilities of the current provider during the transition Whether there are any penalties or fees for early termination The exit process can be complicated, especially if your MSP uses proprietary technology or has specific arrangements with suppliers. Make sure you’re clear on what happens with the current workforce, especially any contingent workers who may transition to a new MSP. Technology Considerations for Transition Technology is at the heart of efficient contingent workforce management. A well-integrated Vendor Management System (VMS) can help you track performance, manage workers, and ensure compliance with regulations. However, if your current MSP is using a proprietary or heavily customised system, you may not be able to keep it when switching to a new provider. Even with third-party technology, compatibility and transition agreements should be clearly understood before making the change. Key Technology Considerations: Proprietary VMS: If your current MSP uses a proprietary system, confirm whether this technology can be transferred to a new provider or if you’ll need to switch to a new platform. Customisation: Some MSPs spend significant resources customising their VMS for your business. Be sure to clarify whether your new provider can retain or adapt the custom features you rely on. Integration: Make sure that any new system integrates well with your existing HR, payroll, or finance systems to ensure smooth operations during the transition. Switching to an MSP with an updated, more advanced system can provide improved visibility, better compliance management, and more efficient recruitment processes. But it's essential to evaluate whether this will cause disruptions or require extra training for your team. Additionally, ensure the technology supports real-time data and robust reporting tools, especially in sectors like Tech or Energy, where data insights drive strategic decision-making. This added visibility will enhance operational efficiency and ensure better cost control. Impact of Changing Your Account Team One aspect often overlooked when switching MSP providers is the impact on your account team. It’s easy to assume that your existing account manager or team will transition with you, but this may not always be the case. Understanding TUPE (Transfer of Undertakings Protection of Employment): In some cases, the account team may be eligible for transfer under TUPE regulations. However, this doesn’t guarantee that the account team will remain with your new provider. They may opt to stay with your current MSP, move to another opportunity within their business, or leave the company entirely. It’s important to discuss this with both your outgoing and incoming MSPs so you have a clear understanding of who will be managing your account post-transition. An experienced team that knows your business can smooth the transition and provide continuity. Building a Strong Business Case for Change Switching MSP providers is a significant move, so it’s crucial to build a strong business case before taking the plunge. Engaging all key stakeholders in the process - from procurement and HR to finance and operations - is essential to ensuring that everyone is on board. When building your case, consider: Stakeholder feedback: Gather insights from teams who interact with the MSP regularly to understand what’s working well and what isn’t. Clear goals: Set clear objectives for what you want from a new MSP, such as better compliance, improved cost management, or access to a wider talent pool. Cost-benefit analysis: Weigh the costs of switching providers (such as transition expenses, implementation, and potential downtime) against the long-term benefits that a new MSP could provide. Involving all relevant teams early on ensures that everyone has a say and helps mitigate resistance to change down the line. A collaborative approach leads to a more effective transition and a smoother process overall. Successful Implementation and Communication Strategies Successful implementation requires careful planning and coordination across multiple stakeholders. The first step is to define clear roles and responsibilities, ensuring that everyone understands what is expected during the transition. Key factors to consider: Stakeholder involvement: Identify key individuals who will be responsible for managing the transition, such as project managers or team leads from HR, procurement, finance, and IT. Clear communication plan: A detailed communication strategy is vital to keeping all stakeholders informed about the progress of the transition. This includes informing your hiring managers, contingent workforce, and internal staff about the changes. Regular updates: Set up regular implementation meetings and establish a steering group to oversee the transition process, ensuring that issues are addressed promptly and that everyone is aligned on the timeline. Business Continuity At Rullion, we prioritise business continuity during transitions. Through careful planning and project management, we ensure that operations remain smooth with minimal disruption. Any potential risks are addressed proactively, ensuring that your business remains on track throughout the transition process. Effective communication helps to minimise disruptions and ensures that all parties are prepared for the change. Additionally, by communicating early and often, you’ll reduce the risk of uncertainty and dissatisfaction among your workers. Conclusion Changing your MSP provider doesn’t need to be a painful process if approached with careful planning and thoughtful consideration. By taking the time to assess your reasons for making the change, reviewing your contract, evaluating technology needs, and ensuring proper stakeholder engagement, you can ensure a smoother transition that benefits your organisation in the long run. If you're ready to explore how Rullion’s MSP services can support your business, visit our MSP solution page or book a discovery call with one of our consultants today.