Old sayings such as “An army marches
on its stomach” and “Behind every
good man (or woman) there stands a good woman (or man)” suggest that no one
can succeed without a good support system. That same idea applies to the relationship between staff-level executive assistants
and the executives with whom they work.
Identifying and hiring the best qualified
staff-level executive assistant is not something that most employers should do on
their own. Rather, the process should be
facilitated by an executive search firm,
preferably one that specializes in hiring candidates who best meet the specified criteria.
Smart Business spoke with Andra Staggs,
a customer development manager at Delta
Dallas Staffing, about the value of a staff-level executive assistant to a company, why
the selection of that person should not be
left to chance and how an executive search
firm can help in the process.
What should be considered when hiring an
executive assistant for senior staff?
Tenure, experience and skill sets are all
important factors to consider in the search
process.
Hands-on experience supporting the
same or higher-level executive helps provide the knowledge that would be difficult
for an inexperienced assistant to possess.
Most executive assistants at this level have
advanced skills in office programs such as
Word, Excel, PowerPoint and typing.
Testing these skills and checking references provided by applicants are mandatory. A credit check should be done as well.
Those types of tasks are second nature to
executive search consultants, whereas
they might not be for employers.
What are some standard character traits
sought in staff-level executive assistants?
Client relations skills are very important.
Many executive assistants at this level have
heavy contact with external clients, internal employees and community organization leaders.
Staff-level executive assistants often compose complex correspondence. For
this reason, they should have strong writing skills.
Another important consideration is mastery of industry-specific skill set requirements. Most standard responsibilities
involve heavy calendar management, meeting coordination, event planning and travel
coordination.
Strong proficiency in technology such as
trouble-shooting computer issues and
working with mobile devices are important
considerations.
Possibly the most important criterion is
the need for confidentiality, since executive assistants may be entrusted with trade
secrets, critical financial data and other
classified information.
How do clients benefit from retaining executive search firms in hiring these positions?
One of the main objectives with any new
hire is to have the relationship start off on
the right foot. Executive recruiters help
ensure a good start because they are
responsible for the due diligence and negotiations that involve areas of sensitivity for
both the company and the candidate.
Pre-screening of candidates is obviously big, because only the top two to three candidates have to be interviewed by the executive. All should have the experience, skill
and personality that match the company’s
and executive’s needs.
Another advantage of using executive
recruiters is that they have access to candidates who are employed and who do not
have their résumés posted on the Internet.
Another important benefit is that most
good executive recruiters guarantee the
skills and qualifications of the candidates
they identify and present.
Is every search for a staff-level executive
assistant treated as a new search?
Each search should be geared specifically toward a particular individual who is
best suited for the client’s unique corporate
culture. Ideally, the executive search consultant meets in person with each client to
find out what is important to them. This
meeting allows the consultant to take the
specifics of the job and get an idea of intangible qualities that are also important in the
search, such as personality traits.
What criteria should a company apply when
retaining an executive search firm?
Companies should look for a search firm
with a track record of success in identifying and placing the best qualified candidates. Ask for references.
Good recruiters will request a face-to-face
meeting. Recruiters are able to make much
better matches when they have met the
executive and seen the environment. Have
someone visit the recruiter’s office to verify
the level of professionalism necessary to
attract the type of individual you need.
Choosing the right executive search firm
is as important as choosing the right person for the position.
ANDRA STAGGS is a customer development manager specializing in executive administrative assistant placement with Delta
Dallas Staffing. Reach her at [email protected] or (972)
788-2300.
