The challenges and strategies of Network Rail's high-volume recruitment

Recruiting for niche roles is never easy, but when the job is as mission-critical as a signaler, the stakes are even higher. At our breakfast event, hosted in partnership with Amberjack, Sarah Goodram, Head of Volume Resourcing at Network Rail, and Tina Coner, Head of Assessment, recently pulled back the curtain on how they’re tackling this challenge.

With many signalers nearing retirement, Network Rail faces a ticking time bomb. The job is vital for keeping the UK’s railways running smoothly, but most people don’t even know what a signaler does!

So, their recruitment process needed a major refresh to attract new talent and ensure a steady talent pipeline.

A bold, data-driven, and candidate-friendly approach.

Some key takeaways were:

• Clear job descriptions, realistic job previews, and targeted outreach are key to attracting the right candidates.
• Network Rail focuses on hiring for potential rather than existing skills, targeting candidates with high concentration and operational mindset.
• A robust ATS mproves efficiency, ensuring that candidates don’t fall through the cracks and streamlining the hiring process.
• A structured and engaging recruitment process, regular communication, transparent expectations, and a seamless experience, improves retention and job satisfaction.
• The signaling workforce has been historically male-dominated, so Network Rail is proactively reaching out to diverse candidates to create a more inclusive workforce.

So, what lessons can you take from Network Rail’s playbook to enhance your own hiring strategy?