Things to Consider Before Hiring Your Next Executive Assistant
Hiring a new team member is almost never a simple or easy process. That’s especially the case in the year 2022 when the working world is desperate for employees, but the employees are beginning to expect more and more from the positions they hold. This has put some of the hiring power in the palms of the workers, as businesses need to step up and answer important questions about quality of life, benefits, compensation packages, and other important elements of the business. Plus, hiring the right candidate has never been a sure-fire thing. That’s why human resources teams and HR professionals all over the globe rely on recruiting firms, job sites, job placement agencies, and any number of other tools aimed at getting candidates in front of interviews.
Understanding that the hiring process can be a bit convoluted in and of itself can help guide HR professionals through the interview process design in order to create a candidate-friendly process that brings high-quality people in the door. Now that you’ve successfully curated a list of high-quality candidates for the open role, though, choosing the exact right person is a whole different game.
This is specifically the case with an executive assistant. Consider the following before making any final decisions on hiring an executive assistant.
“Executive assistants are valuable members of the executive team as they can bring order and efficiency to an executive’s role—but you have to make the right hire.”
– Forbes, Council Post –
Previous Experience
One of the first things to consider when reviewing an executive assistant candidate is any previous experience that they’re bringing to the table. This is integral because it can highlight certain working attributes and traits. Not only that, but it can also point at an already established knowledge of the industry. Having first-hand experience within the industry can often be an asset for executive assistants looking for a new position.
Previous experience will also inform the employer of the types of tasks and duties with which the candidate is already comfortable. As such, it will give them an idea if they’ve cultivated the skills and experiences necessary to perform the duties and responsibilities associated with the open position.
“I like asking candidates about their previous experience because the resume is really just a list of tasks, right? There’s very little context there. And that’s kind of by design, because resumes don’t give you that much room. In my mind, there’s no doubt that the interview is the most important part of the hiring process.”
– Max Schwartzapfel, CMO, Fighting For You –
Personal References
If the previous experience seems to align with the responsibilities and duties associated with the open executive assistant position, the next thing to look at are personal references. Personal references are a little bit of a double-edged-sword in the world of HR. This is partially because it’s unlikely that candidates would ever give references to people who have negative things to say.
However, even coming from someone the candidate is relatively close with, it can be very informative to learn about how a candidate acts and performs in the context of a day-to-day routine. On top of that, personal references are a good way to ensure that the person is, in fact, who they claim to be and that they did do the things listed on their resume.
“Personal references are great. I mean I even look to personal referrals for the interview process itself if I can. If someone on our team has a person in their network suited for one of our open positions, why wouldn’t I want to bring them in and hear what they have to say? If it’s a fit, it works out for everyone.”
– George Fraguio, Vice President of Bridge Lending, Vaster Capital –
Regular Tasks and Purpose
Another important consideration to take into account when considering an executive assistant hire is the regular tasks that they’ll be expected to perform. In other words, what’s the purpose of the executive assistant going to be? Before you even start posting your job opening, or accepting candidate resumes, you’re going to want to clearly define the scope and responsibilities expected of the executive assistant hire.
This will help you find the right candidate for specific duties you’ll need the executive assistant to cover.
“My assistant handles almost all of my scheduling. Client meetings, sales calls, project meetings, travel. All of it. So when I was looking for my executive assistant I was really prioritizing people who knew what they were doing when it came to calendar and schedule management. I’d overbooked myself one too many times to trust myself anymore.”
– Lina Miranda, VP Marketing, AdQuick –
Personability
One of the biggest factors that comes into play when considering candidates for an executive assistant position is their personability. Most of the time, executive assistants are shared across the entire executive team. As such, they need to be familiar with manners, and easy to get along with across a wide variety of strong personalities. While personability may not be a necessary trait in other fields or professional roles, it is certainly vital for a successful executive assistant. It should also be mentioned that executive assistants can be anyone of any identity.
“I think the role of networking is underestimated, even among a position like an executive assistant. I mean, when you’re in a position like that you have access to so much raw information. You could really learn a lot and use that position to elevate and advance your own career. So being able to talk the talk is sometimes almost just as important as actually walking the walk.”
– Anthony Puopolo, CMO, REX MD –
Organizational Skills
Organizational skills are one of the essential skill sets that high-achieving executive assistants need to master. This allows them to keep their executive teams on track, and makes them an invaluable asset.
“You can leverage a strong analytical skillset in any situation, from handling tricky social scenarios to making far-reaching company budget decisions. These skills turn solid employees into indispensable critical thinkers that always seem to have the answers.”
– Jeff Murphy, Author, Snack Nation –
