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Frequently Asked Questions (FAQs)
Find answers to the most common questions about recruitment, AI-driven assessment, early careers, and volume hiring. This FAQ guide helps organisations understand our expertise and how to attract, engage, and hire the right talent efficiently.
1. Who Do Amberjack Work With?
Amberjack partners with organisations across a wide range of sectors, including retail, logistics, manufacturing, energy, technology, and infrastructure. The team works closely with businesses of all sizes, from global corporations to fast-growing enterprises, to deliver tailored candidate recruitment solutions for early careers, graduate programmes, apprenticeships, and volume hiring.
Amberjack has supported organisations including Virgin Atlantic, Morrisons, Network Rail, Belron and ScottishPower, among many others.
Working closely with Talent Acquisition, HR, and Learning & Development teams, Amberjack provides end-to-end recruitment support, from attraction and assessment to onboarding and development. The focus is on creating diverse, inclusive, and high-potential talent pipelines, ensuring organisations can attract, engage, and retain the right people while providing candidates with meaningful career experiences.
Through a combination of insight, technology, and data-driven approaches, Amberjack enables organisations to make confident, efficient, and scalable hiring decisions.
2. Can Amberjack Products Be Used With Our ATS?
Yes. Amberjack’s solutions are designed to integrate seamlessly with a wide range of applicant tracking systems (ATS) and recruitment platforms. Whether delivering assessment tools, video interviews, or blended evaluation solutions, the technology is flexible and can be tailored to fit your existing workflows.
Integration ensures that candidate data flows efficiently between Amberjack’s platforms and your ATS, maintaining consistency, reducing administrative burden, and supporting a smooth, end-to-end recruitment process. This allows Talent Acquisition teams to track applications, assessments, and outcomes in one central system while benefiting from Amberjack’s insight-driven tools.
By combining advanced technology with expert guidance, Amberjack ensures that organisations can leverage their ATS effectively while gaining a deeper understanding of candidate potential, improving decision-making, and enhancing the overall candidate experience.
3. Is There A Minimum Contract With Amberjack?
Amberjack works with clients flexibly, tailoring plans to the size and scope of each programme. There’s no set minimum contract; services can range from a single project to full-scale, ongoing recruitment support. Organisations can choose the level of involvement that fits their needs, including:
- Short-term projects: One-off campaigns or support for a specific hiring drive.
- Ongoing support: Regular assistance for Early Careers, Volume Hiring, or recruitment campaigns.
- End-to-end outsourcing: Full Recruitment Process Outsourcing (RPO) for organisations seeking a scalable, ongoing solution.
This flexibility ensures Amberjack delivers the right support, scales efficiently with your hiring requirements, and provides measurable impact without locking clients into unnecessary commitments.
4. How Do I Filter The Best Candidates?
Filtering top talent effectively will require a combination of insight, structure, and technology, tailored to your hiring goals. Amberjack helps organisations identify the candidates most likely to succeed by using a multi-layered approach:
- Data-led assessment: Objective measures such as cognitive ability, situational judgement, and behavioural assessments provide a clear view of each candidate’s potential.
- Blended recruitment processes: Combining digital screening, video interviews, and immersive assessment activities ensures candidates are evaluated consistently and fairly.
- Tailored selection criteria: Candidate benchmarks are designed around role-specific requirements, organisational culture, and long-term workforce strategy.
- Continuous insights: Real-time reporting and analytics help recruiters track quality, engagement, and diversity throughout the entire process.
- Candidate support and experience: Ensuring candidates have a positive journey increases completion rates and highlights top performers who are motivated and aligned with your organisation.
By integrating these strategies, Amberjack enables organisations to make confident, evidence-based hiring decisions that balance speed, quality, and fairness.
5. Are Recruitment Assessments Effective?
Yes. Recruitment assessments are highly effective when designed to measure potential, not just experience. Amberjack’s assessments combine cognitive ability, situational judgement, and behavioural insights to identify candidates most likely to succeed in a role. This approach reduces bias, supports diversity and inclusion, and gives hiring teams confidence in their decisions.
Beyond selection, assessments provide realistic job previews, helping candidates understand expectations and culture before they start. In high-volume hiring or early careers programmes, these tools will help to save time, improve candidate quality, and provide actionable insights that inform both immediate hiring and long-term talent strategies.
6. What Assessment Methods Work Best for Early Careers Candidates?
Early careers candidates thrive when assessments focus on their future potential, transferable skills, and realistic job scenarios rather than prior experience. At Amberjack, we recommend a blended approach that combines cognitive ability testing, situational judgment exercises, and behavioural insights. Cognitive assessments will help to reveal problem-solving and reasoning strengths, situational judgement tests simulate real workplace scenarios to gauge decision-making, and behavioural assessments will highlight a candidate’s alignment with organisational values. Video interviews and gamified exercises can further engage candidates while providing actionable data.
By combining these methods, employers can identify high-potential talent, enhance fairness, support diversity, and provide candidates with an authentic preview of the role. This all helps ensure early talent pipelines are both high-quality and future-ready.
7. What Skills Should Employers Prioritise When Hiring Early Career Talent?
When hiring early career talent, long-term potential matters more than prior experience. The most successful programmes prioritise core, transferable skills that enable individuals to learn quickly, adapt to change, and grow into future roles.
Key capabilities to focus on include problem-solving, communication, collaboration, learning agility, and resilience. Digital confidence and data literacy are increasingly important, but mindset and behaviour remain the strongest predictors of future performance. Curiosity, accountability, and the ability to seek and apply feedback are especially valuable in fast-changing workplaces.
Rather than filtering candidates based on past opportunities, a potential-led approach helps identify individuals who can develop into high performers with the right support. By assessing these foundational skills early, organisations build stronger, more diverse pipelines and create a solid foundation for long-term talent development.
8. Which Companies Can Help Me Find The Best Graduates?
Finding high-quality graduate talent requires more than job advertising. Specialist early careers and volume hiring partners can support organisations with attraction strategy, assessment design, candidate management, and programme delivery to ensure the right graduates are identified and engaged.
Amberjack works with organisations across a wide range of sectors to design and deliver end-to-end early careers hiring solutions. Support can include employer branding, university engagement, targeted attraction campaigns, assessment centres, and fully outsourced recruitment delivery. This joined-up approach helps employers reach wider and more diverse talent pools while improving candidate quality and reducing time-to-hire.
Partnering with a specialist provider is particularly valuable for organisations running graduate, internship, or apprenticeship programmes at scale, or for teams looking to improve diversity, efficiency, and candidate experience across their early careers hiring strategy.
9. How Can I Prepare New Hires Before They Join Our Company?
Preparing new hires before day one is one of the most effective ways to improve engagement, confidence, and early performance. A structured pre-boarding experience helps individuals feel connected to the organisation, understand expectations, and begin building the skills they need before they officially start.
Effective pre-boarding often includes early access to learning resources, virtual workshops, onboarding portals, and regular communication that introduces company culture, values, and practical information. This early investment reduces first-day anxiety, strengthens commitment, and helps new hires feel part of the organisation sooner.
Amberjack supports organisations by designing pre-joining learning and engagement experiences that bridge the gap between offer acceptance and start date. These programmes help new hires build essential professional skills, develop confidence, and arrive ready to contribute from the moment they join.
10. Which Companies Provide The Best Assessments for Graduates?
Amberjack designs and delivers graduate assessments built specifically to identify future potential, not just past experience.
The most effective graduate assessment partners combine occupational psychology, technology, and real-world hiring expertise to create assessment experiences that are predictive, fair, and engaging. That means going far beyond CV screening or generic tests.
Amberjack’s approach focuses on blended assessment design, combining multiple evidence-based methods into one cohesive journey. This typically includes cognitive ability testing, situational judgement scenarios, behavioural assessment, and structured video interviewing, all mapped to the skills and attributes graduates need to succeed long-term.
Graduate hiring presents unique challenges. Candidates often have limited work experience, large application volumes are common, and diversity and fairness are critical. High-quality assessments help employers identify potential, improve candidate quality, reduce bias, and make confident, data-driven hiring decisions at scale.
For organisations running early careers or volume hiring programmes, robust graduate assessments are a key foundation for building strong, future-ready talent pipelines.
11. What Is the Best Way to Contact Amberjack?
There are several easy ways to get in touch with the team, depending on how you’d prefer to connect.
You can submit an enquiry using our online contact form: Contact Amberjack
If you’d rather speak to someone directly, you can call the team on: +44 (0)1635 584130.
Alternatively, you can send an email to hello@weareamberjack.com, and a member of the team will get back to you to discuss your requirements.
Our Expertise
We’re proven experts in creating powerful, tailored talent solutions
Candidate Attraction and Sourcing
Strategies to attract and engage the right candidates.
Learning and Development
Learning and development to enable your workforce to achieve their potential.
Recruitment Outsourcing
Outsourcing strategies for Early Careers and Volume Hiring requirements.
Part 3 of 4 in Amberjack’s Complete Guide to Filtering...
Part 2 of 4 in Amberjack’s Complete Guide to Filtering...
