Administrative roles can look straightforward on paper. Calendar management. Meeting coordination. Reports. Travel. Communication. General support.
But employers who have recently tried to hire an exceptional administrative professional know the reality is more complicated.
Today’s strongest administrative professionals aren’t simply completing tasks. They’re managing competing priorities, communicating across teams, learning new technology, anticipating needs, and often serving as a critical connection point across the organization.
That combination of skills makes great administrative talent incredibly valuable. It also makes the right person harder to find.
The Role Has Evolved
The O*NET profile for Executive Secretaries and Executive Administrative Assistants reflects just how broad these positions can be, including responsibilities related to research, reports, scheduling, office coordination, technology, and information management.
But the value of a great administrative professional often goes beyond a list of responsibilities. In a recent New York Times article, Angela Duckworth, author of Grit, shared the example of Nicolai Tangen, chief executive of the world’s largest wealth fund, and his assistant, Grete Starheim. Tangen trusts Starheim to speak on his behalf and values her willingness to tell him when he’s wrong. As Tangen asks, “Why should such important people end up in the shadows?”
It’s a compelling example of what employers sometimes overlook. The best administrative professionals aren’t simply supporting a leader’s workload. They can become trusted partners who bring judgment, discretion, perspective, and a deep understanding of the people and organization they support.
As responsibilities grow, employers hiring administrative professionals need candidates with a broader mix of technical and interpersonal skills. The question is no longer simply, “Can this person handle administrative tasks?” It’s also, “Can we trust this person to exercise good judgment, communicate effectively, and keep things moving when priorities change?”
Those qualities are much harder to evaluate from a resume alone.
Great Administrative Professionals Have Options
Strong administrative professionals understand the value they bring, and the right opportunity needs to give them a reason to make a move.
Compensation matters, but so does the bigger picture. Who will they support? What level of responsibility will they have? What is the company culture like? Is there flexibility? Is there room to grow?
Pay attention to what you’re hearing during the search. If strong candidates consistently lose interest at the same point, whether it’s compensation, responsibilities, work arrangements, or something else, that feedback is worth examining.
The Best Candidates Aren’t Always Applying
There’s another challenge: the administrative professional you want may not be actively searching.
High performers are often deeply embedded in their organizations. They understand the leadership team, know how decisions get made, and have built trusted relationships across the business. Leaving that behind requires a compelling opportunity.
That means relying solely on incoming applications can limit your search. A proactive recruiting strategy can help you reach professionals who aren’t checking job boards but may be open to the right conversation.
It can also help uncover qualities that aren’t obvious on a resume. Judgment, adaptability, discretion, communication style, and the ability to anticipate what a leader or team needs can be just as important as technical qualifications.
Hire for the Role You Actually Need
When an administrative search stalls, the solution isn’t necessarily to look at more resumes.
Take another look at the position itself. Are the responsibilities aligned with the title and compensation? Which skills are essential, and which can be learned? Are you clearly communicating why a strong administrative professional should choose your opportunity?
Getting those details right can make a meaningful difference.
At High Profile, we’ve seen firsthand how much impact the right administrative professional can have on a leader, a team, and an organization. A successful search starts with understanding more than a list of job duties. It starts with understanding the person your team truly needs.
If you’re struggling to find the right administrative talent, connect with High Profile Staffing. A fresh perspective on the role, the market, and the candidate pool may be exactly what your search needs.
Frequently Asked Questions
Why are strong administrative professionals difficult to find?
Today’s administrative roles can require a combination of organization, technology skills, communication, adaptability, discretion, and sound judgment. Candidates who bring that combination may also be selective about their next opportunity.
What should employers look for when hiring administrative professionals?
Look beyond years of experience and software proficiency. Consider how candidates prioritize, communicate, solve problems, handle confidential information, adapt to changing needs, and build relationships.
How can employers attract experienced administrative talent?
Make sure the title, responsibilities, and compensation accurately reflect the position. Clearly communicate the opportunity, including the leadership relationship, culture, flexibility, responsibilities, and potential for growth.
When should I use a staffing firm for an administrative search?
A staffing partner can be especially helpful when applications aren’t producing the level of candidate you need, the role requires a specific combination of skills, or you want to reach experienced professionals who aren’t actively applying.
