Our Process

Step 1 - Analysing the need.

For an employer, good hiring decisions are critical in adding to a company's competitive advantage - there is no doubt that as you look around the corporate world, great companies employ great people. Conversely, a poor hiring decision can cost literally thousand of dollars and cause much anguish.

At Ambition, we recognise this and invest considerable effort in ensuring the process flows smoothly and that you end up with a great result. The starting point of the recruitment process here is a consultation with the hiring manager in order to identify and analyse the recruitment need. By understanding our clients' organisational characteristics at the beginning of the recruitment process, we can effectively deliver a recruitment solution that works for you.

There are a number of component parts to this:

• Understanding your organisation's culture and how your particular team fits in (the personality types who assimilate well, progress etc.)

• A full discussion of the reason for the role arising, the structural fit, the managerial responsibilities if any etc;

• The likely career progression; and

• The stresses and strains of the role (every position has them!)

Step 2 - Sourcing the candidates.

Ambition uses a wide range of sources to find the very best candidates for your role;

• Database Searches;

Ambition has the latest in systems and databases available to the recruitment sector. The systems are standardised across our divisions. The core database consists of candidates that have been interviewed by a consultant and are currently actively pursuing new career opportunities. The secondary database captures the resumes of all candidates that apply to the Ambition Group - not just those actively looking for a new role. Every person in these databases is a potential resource for our clients. At any one time, we have access to literally thousands of potential employees, in various stages of their job search.

• Utilisation of our professional partner network

Ambition has built a network of professional associations we work with to make sure our clients get premium access to the very best professionals working in their chosen fields. Through this network we enjoy a stream of referrals, and are able to reach specialists at all stages of their careers.

• Comprehensive online advertising

One of Ambition’s main tenets is to enhance traditional recruitment methods through technology. We advertise across a wide range of online job-boards, Seek, MyCareer, CareerOne, JobsDB , JobNet – as well as a range of smaller, specialist advertising markets. When you advertise a role with us, you have the best resources available across the world wide web at work for you.

• Targeted/cost-effective use of the print media.

Ambition has developed a very distinctive advertising style, which reverses the traditional white on black (and optional green) copy, making our advertisements stand out. We regularly advertise in the major print publications and have found our style generates good responses even in candidate short markets. The fact that we advertise regularly also allows you take advantage of our discounted buying power.

Step 3 – The Selection Process

• A Proven and Effective Interview Technique

Ambition consultants utilise elements of psychometric testing and specialised industry knowledge to ensure the candidates you meet are well suited to fit your companies culture and style. All consultants are introduced to this methodology from their first day, and the training process is ongoing.

• Behavioural Based Interviewing

Our interview process also includes Behavioural Based Interviewing techniques which allow us to determine the strengths and weaknesses of individual candidates in the specific competencies most critical to your role.

• Competency Based Reference Checking

Reference checking will be carried out at a stage agreed upon with the client. References will be taken from the candidate’s more recent employers and would focus upon the particular skills and attributes required for the role as well as any specific areas of concern raised. Competency based questions are also used in our reference checking.