Executive Assistants keep things moving. They support leaders, manage priorities and protect time. But finding the right EA,  someone who fits the role and the person that they’re supporting isn’t always easy.

In the APS, recruitment is rarely straightforward. You’re navigating high volumes, tight timelines, and a process that can stretch across weeks. Meanwhile, projects keep moving and expectations remain high.

Here are five common hiring challenges, and practical ways to solve them.

Too many applications, not enough time

EA roles in Government often attract a flood of applications. But sorting through them takes time your internal team may not have.

The fix: Build a process that filters for job-readiness early through targeted screening questions or capability assessments. The goal isn’t speed, it’s clarity.

Turnover disrupts continuity

While Executive Assistants are often long-term hires, mismatches at the beginning can lead to early exits. This costs time, trust and team stability. But even when the fit is right, high-performing EAs are often promoted, moved into other departments or follow their leaders as they progress leaving gaps behind.

That’s why a continued pipeline of EA talent is essential.

Look beyond experience.

Focus on traits that predict staying power: discretion, adaptability, and alignment with APS values. Retention starts with who you hire, not just how you onboard.

Urgent needs stretch internal teams

New appointments, restructures, or urgent backfills can leave HR teams scrambling, especially when permanent recruitment takes time.

Plan ahead. Build scalable hiring plans, tapping into pre-qualified talent pools, streamlined onboarding, and clear role definitions. Being ready beats being reactive.

Soft skills are hard to assess

EAs need more than technical proficiency, they need emotional intelligence, communication finesse, and the ability to anticipate needs.

Consider behavioural screening or scenario-based assessments. These help uncover the qualities that matter most in high-trust support roles.

Administration is slowing you down

Security checks, onboarding paperwork, and compliance requirements can bog down the process.

Simplify where you can. Automate what’s repeatable. And if needed, outsource the administration so your team can focus on strategic priorities.

EA hiring doesn’t have to be complex.

With the right systems and a few smart shortcuts you can build high-performing support teams that stay longer and deliver more.

Need help hiring qualified, job-ready Executive Assistants? Contact us