Blog

Ripe4 changes direction
26 October 2016

 

 
 
"Your success in life isn't based on your ability to simply change. It is based on your ability to change faster than your competition, customers and business."
 
As leaders in change management recruitment we are about to kickstart our 11th year in business with a radical change – after almost 5 years in Covent Garden ripe4 are on the move.
 
Yes, in 2016 the ripe4 offices will be moving east towards  Spitalfields’ market. Once again ripe4 will be located in a lively historic part of London, one that allows us easy reach into the city and moves us closer to our tech and finance clients. Into an area offering plentiful transport links affording our consultants the opportunity to work and play in close proximity to Shoreditch, Hoxton and the City.
 
‘There is nothing wrong with change, if it is in the right direction”- Churchill
  
As the east reputation for business and its lively business community continues to grow ripe4 has taken the decision to house all its recruitment brands including Project Practice and Edwin Drake under one roof. Our track record for building high performance teams over the years for end clients means we are all too familiar with the challenge of developing culture whilst also developing revenues and for us we see change as both challenging swell as invigorating.
  
Exciting times lay ahead in 2017 as we remain resolutely committed to our core values of commitment, knowledge, quality  and innovation we will be rolling out new value propositions to enable our clients and candidates to benefit from our revitalised new year customer charter.
 
We look forward to welcoming you to our new home, and to sharing our new group wide propositions with clients and candidates old and new in 2016.
 
Yours Sincerely,
 
 
Andy Young
 
Ripe4 Group CEO
 

Capturing and attracting talents
26 November 2015

 

ABC Challenge:
 
Capturing and attracting quality talent at the right time and with the right level of experience in a market facing a known shortage of good talent.
 
Typically a number of recruitment firms would send over a disparate number of individuals of varying quality and a speed race if you like takes place.
 
Time consuming arguments unfold between recruiters contesting ownership over specific candidates and there is no clear defined approach to delivery of a professional image to the market about an organisation’s opportunities.
 
The result you often end up losing good candidates to competitors, the name of your organisation can become muddied and the process can lead to more talent leakage.
 
Using a conventional approach you can secure talent for your organisation from time to time though with no guarantee they will stick around, deliver, contribute to a knowledge bank or add any real value through imparting best practice, operational innovation or other real long term value. 
 
The ripe4 solution – an outcome driven approach:
 
Working with an outcome driven strategic partner offers a professional, pragmatic approach to managing both the quest for top talent along with the requirement to save time and money.
 
So do not take the risk to miss out on great candidates and select our Premier Service by calling us on +44 (0)203 758 9695.
 
 
 
 
 
 
 
 
 
 

Tough Mudder: Ripe4 get in!
02 March 2015

 

If you are not acquainted with Tough Mudder it is a UK nationwide competition or “challenge” as the organisers refer to it. Tough Mudder truly challenges the participants’ bodies and minds!  

Are you strong enough to overcome your own physical and mental pain barriers in order to achieve a greater goal?

Click here to watch the official video. 

This is the question both Becky and Jasmine, Executive and Consultant at Ripe4, asked themselves.

Of course the goal here is not only to experience a great sense of team spirit, first and foremost, it is to raise money for the organisation’s official charity partner: Help for Heroes.

“I have 6 months left to get prepared for this big challenge, I have changed my diet and started to work out every Saturday for 3 hours” says Becky while peeling her orange. Her diet is already fine-tuned for this mission.

According to Jasmine, Tough Mudder is above all “mentally challenging, the previous participants like to remind us that we have to be mentally as well as physically fit.”

The very interesting part is how these two ladies draw a parallel between this challenge and Ripe4’s company culture. “In fact- says Becky, at Ripe4, one of our fortes is ascertaining the quality of individuals determination to deliver results and positive outcomes, in order to make our clients’ teams stronger and deliver real value, and in a way, this is what Jasmine and I are going to be doing for the challenge.” – Becky

 

There is lots of training ahead for these two young ladies but with their strength of character and their sheer determination to succeed  these two outstanding individuals  seem to have all the resources needed to give their best on the 26thSeptember 2015.

We all join together to wish them good luck and of course dig our hands in our pockets to sponsor Jasmine and Becky for this worthwhile cause!

 

History of Recruitment
18 February 2013

Where are we going?


The modern day recruitment industry can trace its roots back to the 1940s and WWII. A significant proportion of the population were enlisted in active duty resulting in a void within the work sector. This led to the creation of several recruitment agencies who began to advertise these vacancies amongst the remaining populace. Furthermore the end of the war resulted in an influx of new workers, many of whom had practical skills that were sorely lacking in the employment market. This led to increase in the popularity of recruitment agencies and the continued growth of the economy marked a shift whereby recruitment agencies started catering for the employer rather than the unemployed. The modern day recruitment industry then is as varied as it ever was; from specialist boutique headhunters to large mutli-disciplinary recruitment behemoths.


There is no doubt that the recession took its toll on the recruitment sector, however latest trends has shown that the industry has bounced back and is expected to be worth a peak vale of over £30 billion by 2014/2015. The industry has constantly shown that it is able to reinvigorate itself and come back stronger however there are still many challenges that lie ahead.


The Eurozone unrest has led to increased turmoil in the employment sector with many companies choosing to lay off staff and source staff internally to keep costs down. In addition the rise of professional online media such as Linkedin and Monster places millions of potential candidates just a click away from the employer; candidates that would previously have been contained on the hallowed databases of the recruiter. On the face of it the future for the recruitment industry looks bleak.


However it turns out that far from competing with the recruitment industry, the rise of online media is very much aiding the headhunters and recruiters. An employer using a job board or Linkedin in itself does not guarantee a satisfactory hire. They have to first set out a job description and decide where to advertise and then they would have to sift through all the resulting applications, the majority of which won’t be upto standard. This is a time intensive process.


On the contrary using a recruitment agency tends to save the client money. Recruiters already have a well established network of candidates and if they specialize in a certain field they will know exactly where to go to find your ideal candidate. In addition recruitment agencies tend to only charge a service fee upon placing an individual successfully, irrespective of the time spent on the assignment. There are advantages for candidates to as going through a recruitment agency means that they don’t have to waste time getting their name out to employers. CIPD figures show that 72% of vacancies do not enter the public domain; recruiters will almost certainly have access to clients that do not post vacancies on job boards.


The recruitment industry has shown itself to be resilient in the past. The eventual upturn in the economy and the rate at which the recruitment sector is adapting to modern tools means the future is very promising indeed.
 

Risky business?
02 November 2012

Risk... Inherent?... Inevitable?... Manageable! Here at Ripe4 we pride ourselves on the diverse range of skills and views that we can bring to bear on multiple specialist markets, situations and, scenario’s. Over the past 8 years we have become an established, respected, and, trusted recruitment partner and advisor to some of the biggest and best companies and corporations in the world.

This diverse nature and trusted status is embodied by our specialist teams recruiting across industries such as Oil and Gas, Pharma, Natural Sciences, and Financial Services. Within these specialist markets we confidently supply top tier talent across a wide range of specialisms.

Out in the marketplace we are best known for our specialist recruiting within Engineering, Operational Excellence (Six Sigma and Lean) and Risk and Compliance within both Industry and Financial Services.

Building on a history of success within risk management, and a time proven market leading business model, Ripe4 have developed a Specialist Risk Department to deliver recruitment solutions to clients within this cross-industry global market.

Made up of a dedicated team of experienced risk management recruiters this department has taken up the exciting challenge of becoming the market leaders in Risk Management. Dedicated to delivering results fast and accurately.  Why take a risk on anyone other than the dedicated specialists!

Operational Risk and the relationship with Lean Six Sigma
22 May 2012

As we all know, the world of recruitment is a fast paced one, one in which you will not succeed without a clearly defined path and strategy. With this in mind, and an in depth analysis of Lean 6 Sigma methodology it appeared prudent to define an area of expertise for myself. From the first time I learned of Lean methodology, it appeared to me to fit in ideally with the concepts of Operational Risk.


Operational risk is, as the name itself suggests, a risk coming from the poor or improper execution of a company's business functions. It is of course an extremely open concept, one which focuses on risks arising from the people within a company, as well as the systems and processes through which a company operates. As well as this it encompasses wastage, fraud risks and the possibility of legal risks. Operational risk is something to me that all modern businesses should want to manage in the most efficient way, to cut down on, to reduce wastage, reduce man-hour wastage and as a result, save money.


A widely used definition of operational risk is the one contained in the Basel II regulations, "The risk of loss resulting from inadequate or failed internal processes, people and systems or from external events." This definition states that operational risk is the risk of loss resulting from inadequate or failed internal processes, people and systems, or from external events.


However, the Basel Committee recognizes that operational risk is a term that has a variety of meanings and therefore, for internal purposes financial institutions often (legally) adopt their own definitions of operational risk, provided that the minimum elements in the Committee's definition are included.


The Lean Six Sigma methodology views lean manufacturing, which addresses process flow and waste issues, and Six Sigma, with its focus on variation and design, as complementary disciplines aimed at promoting "business and operational excellence". Companies such as IBM use Lean Six Sigma to focus transformation efforts not just on efficiency but also on growth. It serves as a foundation for innovation throughout the organization, from manufacturing and software development to sales and service delivery function.


The approach to managing operational risk differs from that applied to other types of risk, because it is not used to generate profit. In contrast, credit risk is exploited by lending institutions to create profit, market risk is exploited by traders and fund managers, and insurance risk is exploited by insurers. They all however manage operational risk to keep losses within their risk appetite - the amount of risk they are prepared to accept in pursuit of their objectives. What this means in practical terms is that organisations accept that their people, processes and systems are imperfect, and that losses will arise from errors and ineffective operations. The size of the loss they are prepared to accept, because the cost of correcting the errors or improving the systems is disproportionate to the benefit they will receive, determines their appetite for operational risk.


Of course, I believe that these two philosophies tie in together ideally. With the adopting of better Lean processes and better management of Lean manufacturing, Operational Risk can be cut down, and by the recruiting of the best Lean professionals within Operational Risk, businesses can grow.
 

The First Deal
29 February 2012

 THE GOAL

Recruitment is a result’s driven business, while hard work and industriousness are integral, your ultimate goal is to fill a role through finding the “right” candidate. My obvious aim as a budding fresh-faced recruiter is to make that all important successful placement – the first deal.

THE CHALLENGE

This is easier said than done, first you must find a candidate that meets the criteria set out in the job description this entails rigorous interviewing in order to ascertain their suitability. It is important to note that the scrutiny of candidates is a two-way process, while it is your job to gauge whether or not a candidate is capable you also need to ensure that the candidate is actually interested in the role you are offering. It is vital that you build a rapport with the candidate as this helps you to build a relationship as you guide them through the application process.

THE INTERVIEW

Once the right candidates have been found, the next stage is the interviews and it is the recruiter’s responsibility to ensure that candidates are sufficiently prepared to give them the best possible chance of success. Again, relationships play a key part as you need to reinforce the candidate’s interest in the role and persuade them to attend, if you have built that rapport it is often easier to do.

THE FEEDBACK

Unfortunately, it is an occupational hazard that some candidates will be unsuccessful at interview and it is up to the recruiter to inform them of this. In my experience, this is the most difficult part of recruitment; however, it is best not to shy away from this because ultimately the relationship between recruiter and candidate should be based on respect and honesty and above all integrity.

THE HIGHS AND THE LOWS

While informing unsuccessful candidates is a real low point of the process, we cannot forget the ultimate aim of recruitment, the placing of candidates and informing a successful candidate that an offer will be made is a brilliant feeling. It is a culmination of a long process and the result of the relationship that a recruiter builds with a candidate. A change in career is not a decision that a person takes lightly and a recruiter must provide support to a candidate in order to see the relationship come to a natural conclusion. Once the offer is accepted and the deal made, the feeling is almost euphoric, it’s a great feeling to realise that you have made an indelible mark on a candidate’s life and career.

SUCCESSFULLY SUSTAINING RESULTS

Once the “buzz” is over, the focus shifts back to the cycle. A good recruiter does not rest on their laurels; a good recruiter builds momentum and ensures sustainability by consistently delivering the right results. So while the first deal is a good excuse to celebrate, it’s always a good idea not to get carried away. In a sense it feels slightly like the statement that every individual has the potential to write one good novel; everybody probably has it in them to find and place one candidate. Maintaining that momentum is what sets you apart. 

A Day in the Life of a Recruitment Consultant
10 February 2012

 Recruitment

When people often ask me what I do as an occupation, I respond by telling them “I’m a recruitment consultant”. To which a frequent response is “oh, you find people jobs”. I usually find it easiest to nod; however recruitment is so much more than that. Working in a highly specialised boutique consultancy firm such as Ripe4, the distinction between what we do as an organisation and many of the well-known high street agencies couldn’t be bigger.

It’s a common misconception that recruitment firms simply perform a human resource function, helping HR departments when organisations want to fill positions externally. However contrary to popular belief recruitment is very much a sales role. Winning new clients and selling roles to candidates all requires a great deal of persuasion and sales ability. In fact recruitment is perhaps one of the most difficult forms of sales as you are selling on two fronts, i.e. the Client (Potential employer) and the Candidate (potential employee). It is also unique within the sales industry in that it’s the only type of sales where the product you are selling can change its mind and decide a role offered to them is not quite right.

(A)typical

Whenever I’m asked “what do you do on a typical day?” a well-known cliché springs to mind “there’s no such thing as a typical day”. Granted the phrase is overused, however it is surprisingly accurate in describing my role on a day to basis, despite the oxymoronic connotation.

To give an insight in to what we do starts with me arriving in the office at around 8.30. The first thing I usually do is check my emails for ad responses information from clients and candidates. This time is also an important window of opportunity as it’s a convenient time to call candidates to discuss opportunities. The vast majority of potential candidates we call are already in employment and so for them to answer their phone for personal calls can prove tricky.  This is where our headhunting skills come into play and to reveal these would be foolish of me…..

We have a morning meeting where our manager discusses strategy for the day aswell as discussing any issues or trends within the Operational Excellence market. 

Of Politics and Perfection
11 January 2012

 Of Politics and Perfection

 

Ascertain the perfect profile; find that perfect candidate.

This is the crux of recruitment, the rule book, the fundamental doctrine. Here we have the two and only steps to which we must adhere if we are to succeed at our task. The method or process we choose to implement to this end does not matter provided that we, at some point, address these two critical criteria. This simple rule is universally applicable from the most stringent to the loosest definition of recruitment. It is non negotiable.

Having stressed that point rather adamantly, I’d do well to explain here, as with all things that do not adhere to the strict rules of the mathematical world, there is an exception: Politics.

In the world of politics we are unable to agree on the perfect profile and consequently we are unable to find the perfect match. Our system fails. As a result most countries have settled on the fairest method we yet know in order to decide upon who our leaders will be: democracy. In its simplest form, democracy allows for each and every person to have equal and unbiased say in which candidate they feel fits their conception of the perfect profile most precisely.

This is the best way we have to cling to our ‘doctrinal steps of recruitment’ while continuing to maintain freedom from discrimination and bias. However, to quote Churchill, “it is the worst form of government, except for all those other forms that have been tried from time to time”.

Churchill goes on to explain, that “the best argument against democracy is a five minute conversation with the average voter”. While this comment can be interpreted as mere hyperbole, given recent events in the US one is not so sure. I am, of course, talking of the Republican Primaries. I’m sure you’ve all read the various views and policies of Rick Santorum, Mitt Romney, Newt Gingrich, Rick Perry and so on. From a purely rational point of view, a thinking person of the world is unable to agree that any of these should be trusted to hold the most powerful seat in the world. Yet it is unavoidable that this same thinking person must also agree it is equally important that we uphold the opinions of those who DO feel they would like to live in a world ruled by one of the above.

Here we have demonstrated our aforementioned difficulty; in trying to fairly ascertain the perfect profile we meet an irreconcilability of opinion and thus must seek to compromise. This is where things get complicated and I do not intend to continue. So while it is clear that a perfect profile probably does exist at a given time, we will never be able to agree on it. Thus we will always have politically influenced times of difficulty as well as politically influenced prosperity when we get the leader closer to ‘perfect’. This is a fluctuation cycle we must accept in order to remain democratic.

Is there another way we can run the world? Is there a way for us to define perfection in a political sense more succinctly? Who knows – it’s an interesting thought.

For now, for us in the corporate world (a world much smaller and more rational with regard to perfection) we are able to decide precisely on our profile, we are able to search extensively for this person. We seek perfection. Those who want to play politics need not apply. 

Why Choose a Career in Recruitment?
16 November 2011

 Why Recruitment?

 I left university, amid a fair few of my friends and counterparts also completely unsure of the directions we wanted to take. I considered Marketing, Consultancy, Banking, Insurance, Politics, and further study. None of these seemed to hint to me what I knew I was looking for: something I could dedicate myself to, and be rewarded for that dedication.

 I am certain this is quite common an event. To cut a long story short, I have always been intrigued by business and what makes a business tick. I had also, by the time I decided that what was best for me was something to immerse myself in and live, started to look around. This was about 4 years after having left University:

 It wasn't until I had secured a second round interview with the largest of the ‘mainstream’ recruitment agencies that I happened across a niche consultancy - Ripe4 - and learnt what the true difference is between agency and consultancy.

 Whereas an agency will have lots of easier to fill, more 'standard' roles (or 'bread and butter roles', as one of my teammates would say), the experience at Ripe 4 has been one based upon quality. The numbers of people required to fill agency roles is relatively high; as a consultancy we are focused on the best of those people only: the ones who not only fulfill criteria for any given opportunity, but surpass it. We have an exceedingly close relationship with those companies we are working on behalf of, and are in constant conversation with them in order to find out what they require - even if that is only one, yes, one person.

 I never thought just quite so much time, effort, above all, care goes into finding that person before I discovered Ripe4. Now that I am here I am so glad to have the chance to put myself to good use, to find excellent roles for equally as excellent people, to learn so much about various parts of industries and to be rewarded for having done so!

 Recruitment and recruiters sometimes get a bad press. Now I’m part of that industry I can wholeheartedly say from first-hand experience that certainly not every recruitment company is worthy of that reputation: If you want to work somewhere where your hard work is noticed, where you have constant unfailing support from all your team members, where you are continually learning and if you want job satisfaction quite unlike any other then you really should consider working for a company like Ripe4, actually, scratch that, just consider working for Ripe4.

Trainee International Executive Recruitment Consultant - Germany
07 November 2011

Nach all den Vorlesungen, Klausuren, und Prüfungen ist die Uni auf einmal vorbei und die Jobsuche sollte abgeschlossen sein inklusive den Gehaltsvorstellungen und Möglichkeiten, die zu Studienbeginn versprochen wurden. Ist dies nicht der Fall, kann es ziemlich schnell ziemlich frustrierend werden. Ein Job mit viel Abwechslung ist gefragt, der jeden Tag neue Herausforderungen bringt.
 
Mit meiner Jobwahl als Trainee International Executive Recruitment Consultant habe ich für mich die richtige Entscheidung getroffen! Jeder Tag ist herausfordernd, bringt neue Einsichten und Menschenkenntnisse, die sozialen Netzwerke werden erweitert. Durch die Arbeit im Ausland kann ich gelernten Sprachen einsetzen und einen noch größer-werdenden Markt abdecken, und verdiene nebenbei ziemlich gut. Zudem oeffnen sich neue Welten, und es ist spannend, anderer Leute Werdegang zu beobachten. Der ingenieurswissenschaftliche Hintergrund hilft zu beurteilen und Entscheidungen zu treffen.
 
Wer nach wenigen Wochen feststellt, dass der Job jetzt schon langweilig ist und 70 Stunden die Woche in ein und demselben Büro nicht der Lifestyle ist, den man sich erhofft hat, wer Herausforderungen und Reisen liebt und nebenbei gut verdienen möchte, wird sich in der Welt des Headhunters zuhause fühlen. Herzlich willkommen!
 

Germany, Headhunters German Speaking, Executive Search Deutschland, Hamburg Headhunters, Munchen Headhunter, Berlin, Frankfurt Recruiters

 

 

University Career Choice -- TRAINEE CITY HEADHUNTER
03 November 2011

You’re young, you’ve got a degree, and you’ve just left university. The world is your oyster!

 

Then, suddenly the cold reality of the real world hits home and you decide that actually maybe 120 hours per week at Goldman Sachs, JP Morgan Chase or Citigroup is not for you. As an alternative, you considered the prospect of KPMG, Deloitte, PwC or one of accountings ‘Big Five’ but now you’re becoming increasingly aware that crunching numbers all day is nothing short of mental incarceration for someone as sociable as you. Or what about PR or Marketing? One can easily be forgiven for feeling slightly nauseous at the prospect of it all given the levels of insincere flamboyancy and the Herculean egos to accompany…

 
So what now?
 

Well, you’re a bright spark with good communicative skills and you’re looking for a career that’s both financially as well as personally rewarding, something that you will thoroughly enjoy from the outset. Frankly, it’s rare to find anything that ticks all these boxes. Rare that is, until you discover the elusive world of the ‘headhunter’.

 

I’m coming to you now from a server deep in cyberspace as a Trainee International Executive Recruitment Consultant. I’ve been working here at ripe4 for a sliver over five weeks, plenty enough time to begin to dislike a job. This is something proven by 90% of my friends who started working in various different sectors at a similar time to me. Their honeymoon period is wearing off, they struggle out of bed in the morning to rejoin the humdrum of drones performing the dullest of tasks. Not me, with each day that passes I learn, improve and evolve. I get taught skills that are not only applicable to my professional life but also to my personal life, and with each day I love it more and more.

 

So if you’re considering a career in Investment Banking, Accounting, PR, Marketing, Engineering, Consulting or anything else you can think to imagine, think again. The world of Recruitment is a rarely promoted hidden gem, find it and who knows where you’ll end up? It’s international. Who knows who you’ll encounter on your travels? Almost everyone needs a job. And, who knows what you’ll earn? Well… actually, I do, and if you’re good, that figure is simply mind bending.

 
 

Over 60 of the world's operating reactors were opened before 1975, the vast majority in the US
24 May 2011

Nuclear power stations and reactors operational around the world:How many nuclear reactors are operational around the world today - and where are they?

The crisis at in reactors Japan's Fukishima nuclear power station has focused attention on the world's nuclear power industry. But how big is it exactly?

This database, from the World Nuclear Association gives us some idea. We've scraped a list of every operational nuclear reactor around the world - and its location, power rating and operating company.

The list gives a unique picture of the state of the world in nuclear power. Monitored by the International Atomic Energy Agency, the industry in Japan has been criticised for being less than forthcoming over what's happening inside Fukushima.

And Japan is certainly a major nuclear power - with a high proportion of boiling water reactors, such as the kind that are overheating at Fukushima today.

 

Siemens chooses Hull for wind turbine plant generating 700 jobs
24 May 2011

German engineering conglomerate Siemens has selected Associated British Port's (ABP) Hull development to build what will be Britain's first major offshore wind turbine manufacturing plant.

The decision means that ABP is in line to receive about £20m for the development from the government's ports upgrade fund, which energy secretary Chris Huhne fought to save from the spending cuts in October's comprehensive spending review. Siemens' proposed plant will also create about 700 jobs and the news will be a boost for Hull, which has beaten off competition from ports in Teesside, Sunderland and the Humber which had also been shortlisted for the project.

Question: Industry sources estimate that the proportion of UK-sourced components in onshore wind farms is as low as 6%. So why are companies bemoaning the missed opportunity for British manufacturers and the wider economy as vast sums are now being spent on renewable energy?

UK suppliers missing out on wind power boom
24 May 2011

The UK started work on 1.5GW of offshore wind last year, according to the Crown Estate, which also agreed leases with developers for Round 2 extensions for the period 2014-16.
Last month, Eon was given the green light for its 230MW Humber Gateway scheme and, while possible, it is unlikely Centrica will have to wait another year to get planning consent for the proposed 620MW Race Bank development.
So, with all this activity, why are parts of the supply chain struggling to stay afloat? And why is there talk of an offshore wind "hiatus" for the next year or two?