We create workforce solutions for critical infrastructure companies.

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:

How to Choose Your Very First MSP Provider

Choosing your first MSP provider is a strategic move that can transform how your business manages its contingent workforce. For industries like utilities, energy, transport, and nuclear, where compliance, safety, and continuity are non-negotiable, selecting the right Managed Service Provider (MSP) is a significant milestone. And if you’re doing it for the first time, the stakes - and learning curve - are even higher. This guide will walk you through everything you need to consider when choosing your first MSP provider, from evaluating your business needs to managing change across your teams. Why You Need an MSP Provider By outsourcing your contingent workforce to an experienced MSP service provider, you benefit from: Streamlined supplier management Enhanced workforce visibility and data insight Improved speed and quality of hire Compliance with legal, tax, and regulatory requirements Centralised billing and reporting An MSP provider offers more than just cost savings. A good one becomes an extension of your business: improving visibility, standardising processes, ensuring compliance, and giving you better control over your contingent workforce management. These advantages are particularly valuable in critical infrastructure, where agility coexists with rigorous governance. 7 Key Considerations When Choosing an MSP Provider 1. Understand Your Business Needs Before speaking to any providers, clarify what you want from your MSP. Is it workforce visibility? Faster hiring? Scalability? Reduced risk? Define your goals so you can assess how well each provider’s MSP solutions align with your strategic objectives. 2. Look for Industry Experience A first-time MSP implementation requires guidance from experts, especially in highly regulated industries. Choose a provider that has experience running an MSP for critical infrastructure organisations. Ask for case studies that demonstrate their ability to transition businesses like yours from fragmented PSL (Preferred Supplier List) models to full MSP services. 3. Assess Their Implementation Plan Your first MSP implementation will involve a significant change: from a multi-supplier model to a single-source solution. That means your MSP provider must have a clear, realistic, and collaborative implementation plan. Do their timelines make sense? How much support will they need from your internal teams? Will they take the lead in planning, onboarding, and change management? Make sure their plan reflects your status as a first-time MSP adopter. You’ll likely need more time, more support, and more communication than a company switching from one MSP to another. 4. Evaluate Technology Capabilities A key part of any MSP solution is the Vendor Management System (VMS): a platform that centralises the engagement and management of your contingent workforce. Ask: Will the provider guide the setup of workflows and approval chains? Will they challenge overcomplex processes that could hinder productivity? Do they have experience advising businesses that are new to VMS platforms? Going live with a simple, scalable solution is often better than launching with an overengineered system. 5. Prioritise Communication and Support First-time MSP adoption affects hiring managers, finance, HR, and agency workers alike. Look for an MSP provider that: Is highly visible during rollout Assigns named contacts to key hiring sites Holds onboarding workshops and meets hiring managers in person Builds trust with existing contingent workers A well-planned communication strategy can prevent resistance, reduce confusion, and speed up adoption. 6. Review Cultural Fit This change is about more than systems and workflows; it’s about people. Ask yourself: Do their team members speak your language? Can they build relationships with your hiring managers? Will they integrate well with your teams? Cultural alignment helps ensure your chosen MSP becomes a trusted partner, not just a transactional supplier. 7. Consider Cost, But Prioritise Value Yes, cost matters. But focusing solely on price can lead to poor decisions, especially during your first MSP implementation. Choose a provider that delivers real value: long-term savings, improved compliance, and enhanced business agility. These are the outcomes that matter most. How to Evaluate MSP Providers When selecting your first MSP service provider, due diligence is critical. Ask for: Real case studies of first-time MSP implementations Testimonials from businesses in similar sectors Detailed implementation timelines and resource plans Clarity on how they’ll handle existing supplier transitions Examples of when they’ve challenged client requests to ensure better operational outcomes Look for a supplier who won’t just say "yes" to everything but will advise you honestly, even when it’s uncomfortable. What to Expect During Your Onboarding Process Your MSP should shoulder the heavy lifting - especially during a first-generation implementation - and ensure every stakeholder is supported. Your onboarding journey may include: Contract and supply chain review VMS implementation Worker and supplier migration Hiring manager training Ongoing support from a dedicated account team Common Pitfalls to Avoid When choosing your first MSP provider, avoid these common mistakes: Focusing only on price: value beats cost in the long run. Not asking enough questions: challenge their assumptions and implementation plans. Underestimating the learning curve: first-time implementations are resource intensive. Skipping cultural fit: the right team fit can make or break the rollout. Neglecting internal stakeholders: bring operations, finance, HR, and hiring managers into the evaluation process early. Conclusion: Choosing the Right MSP is Choosing a Partner The first step in any major change is the hardest, but it’s also the most rewarding. Choosing your first MSP Service Provider is a big decision, but with the right approach, you’ll gain a partner who helps you manage risk, drive efficiencies, and build a more agile, future-ready workforce. Whether you're in energy, transport, utilities, or nuclear, your first MSP experience can set the tone for the next decade of your workforce management strategy.