Ripe4 due to growing pressure from their clients have now set up their flagship supply chain and procurement recruitment division applying their same revolutionary recruitment innovation model. Ripe4 having long established themselves as market leaders in the sphere of change management, lean six sigma and operational excellence as a leading market force have now established their flagship supply chain and procurement division to be based out of their offices in Hyde Park.

Ripe4 will offer a full lifecycle recruitment services combining search and select, headhunting and talent bank. Over the past few years Ripe4 have precipitated the need for suply chain and procurement specialists and in light of this have been building a comprehensive UK and European wide database of people talent to meet the needs of both new and existing clients in this sphere. The Supply Chain and Procurement Recruitment division will be headed by the recruitment legend Tom Pemberton a giant in the field of management consultancy and supply chain recruitment. The roles Ripe4 will cover range from mid to senior level encompassing Materials , Stock and Inventory through to Production/Engineering & Manufacturing [including QA & NPD] following into all aspects of physical logistics covering warehouse, transport Operations and especially supply chain and procurement consultancy across the UK and Europe.

Ripe4 supply chain recruitment, UK supply chain, European supply chain, UK procurement recruitment, European procurement recruitment, IT and Suply chain, ERP recruitment

TPM Deployment takes time to implement but layout your strategy for TPM implementation, decide on your pilot site and get the buy in and you could be paving the way for future success. Most companies choose to either role out aound the JIPM or the WCM methodology  - a sound implementation could lead to a major uplift in capacity and the resultant bottomline benefits.

Renewable Energy currently seems to sell itself based on its environmental credentials as much as on its commercial viability. This is of course an important distinction while it remains the more expensive energy option but is it really integral to product?

I would imagine that many of the original innovators were driven by a desire to make a difference to the environment but surely renewable energy will only take over as the mainstream once it can be shown to be a practical, cost effective alternative?

I love the feeling of working within an industry that aims to make a difference but it’s a pity that this results in having to deal with far more criticism from other sectors claiming that renewable energy is the brain child of bleeding heart liberals and can only survive with massive state hand outs. Yes we need a helping hand now but ultimately the idea is surely that this will result in a new generation of products that will primarily aim to give oil and gas a run for their money with their environmental benefits becoming more of positive side effect.
 

As a resourcer that is new to the industry I am always thinking of new ways to find the Right Renewable Candidates for the Right Renewable Job. The unfortunate thing, however, is that quite often the right people aren’t always available. This is an all too familiar situation for many recruiters, but there might be a solution that is closer to those ‘right’ candidates than expected. Over the past month I have consistently found that although the candidates I have phoned about a role might not be available, their ‘other halves’ often are, and even more importantly, they are from similar backgrounds to those I phoned in the first place. Is this the future of Renewable Energy Recruitment and lead generation? Probably not, but it does add another string to a Recruiters bow.