Executive Assistants keep things moving. They support leaders, manage priorities and protect time. But finding the right EA,\u00a0 someone who fits the role and the person that they\u2019re supporting isn\u2019t always easy.<\/p>\n
In the APS, recruitment is rarely straightforward. You\u2019re navigating high volumes, tight timelines, and a process that can stretch across weeks. Meanwhile, projects keep moving and expectations remain high.<\/p>\n
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Here are five common hiring challenges, and practical ways to solve them.<\/p>\n
EA roles in Government often attract a flood of applications. But sorting through them takes time your internal team may not have.<\/p>\n
The fix: <\/b>Build a process that filters for job-readiness early through targeted screening questions or capability assessments. The goal isn\u2019t speed, it\u2019s clarity.<\/p>\n
\u00a0<\/b><\/p>\nTurnover disrupts continuity <\/b><\/h3>\n
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.<\/p>\n
That\u2019s why a continued pipeline of EA talent is essential.<\/p>\n
Look beyond experience.<\/b><\/p>\n
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.<\/p>\n
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New appointments, restructures, or urgent backfills can leave HR teams scrambling, especially when permanent recruitment takes time.<\/p>\n
Plan ahead<\/b>.<\/b> Build scalable hiring plans, tapping into pre-qualified talent pools, streamlined onboarding, and clear role definitions. Being ready beats being reactive.<\/p>\n
\u00a0<\/b><\/p>\nSoft skills are hard to assess<\/b><\/h3>\n
EAs need more than technical proficiency, they need emotional intelligence, communication finesse, and the ability to anticipate needs.<\/p>\n
Consider behavioural screening <\/b>or scenario-based assessments. These help uncover the qualities that matter most in high-trust support roles.<\/p>\n
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Security checks, onboarding paperwork, and compliance requirements can bog down the process.<\/p>\n
Simplify where you can.<\/b> Automate what\u2019s repeatable. And if needed, outsource the administration so your team can focus on strategic priorities.<\/p>\n
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With the right systems and a few smart shortcuts you can build high-performing support teams that stay longer and deliver more.<\/p>\n