5 Common Mistakes Businesses Make When Hiring an EA

5 Common Mistakes Businesses Make When Hiring an EA

Hiring an Executive Assistant (EA) should be a strategic decision. The right EA can transform how a business operates, bringing structure, calm and efficiency to even the busiest leadership teams. Yet, many companies still treat the process as a tick-box exercise, and it shows.

At Lily Shippen, we specialise in Executive Assistant recruitment across the UK, helping clients avoid common hiring pitfalls that can result in wasted time, poor fit and long-term inefficiencies.

Here are five mistakes to steer clear of when hiring an EA.

1. Underestimating the Strategic Value of the Role

One of the biggest mistakes businesses make is viewing an Executive Assistant purely as administrative support. In reality, an experienced EA is often the engine behind a high-performing leadership team. They manage more than diaries and meetings. They bring clarity, drive momentum and often act as a trusted business partner.

Shockingly, we still see job adverts that mention EAs being responsible for making coffees. This outdated view shows a clear lack of understanding. It is also offensive to the strategic nature of the role. Executive Assistants are not office juniors. They are highly skilled professionals whose insight and impact can shape the direction of a business.

Failing to recognise this puts you at risk of under-hiring or overlooking candidates who could deliver much more than expected.

2. Writing a Vague or Overly Generic Job Description

A generic job description won’t attract the right candidate. Strong Executive Assistants are clear on their value and look for roles that reflect their expertise. If the job advert doesn’t highlight key responsibilities, required skills or the culture of your business, the best candidates may not apply at all.

Tailoring the job description to reflect the specific skillset you need is essential. Do you require someone experienced in project management? Someone comfortable with board-level reporting or international travel arrangements? Clarity at this stage saves time later.

3. Insisting on a University Degree

Another common mistake is requiring a university degree as part of the job criteria. This outdated expectation has no real relevance to the role of an Executive Assistant. EAs succeed because of their skills, experience, resilience and judgement. Academic qualifications are not what make someone effective in the role.

Some of the most capable, commercially astute EAs working today did not go to university. By insisting on a degree, businesses risk overlooking exceptional candidates who could bring significant value. It also sends the wrong message about what the role involves. Being a great EA is not about theory. It is about execution, adaptability and sound decision-making.

A narrow approach limits your talent pool. To hire the best, focus on capability and potential rather than credentials.

4. Prioritising Likeability Over Capability

Synergy is important. The relationship between an Executive Assistant and their executive needs to be built on trust, clear communication and mutual respect. However, hiring purely on the basis of whether you think you will get on with someone is a risky approach.

The most personable candidate may not be the most competent. If they lack the skills, judgement or attention to detail required, challenges will surface quickly. An EA’s role is to anticipate needs, make decisions with confidence and operate with precision under pressure. These are not qualities that can be replaced by charm alone.

To build a strong and lasting working relationship, there needs to be both personal connection and professional capability. A robust hiring process ensures you are assessing the full picture.

5. Not Considering Long-Term Development and Retention

Too often, businesses hire an EA without thinking about progression. But Executive Assistants are career professionals, and those with ambition want to grow. If there’s no clear development path or ongoing support, you risk losing top talent to competitors.

At Lily Shippen, every EA we place has access to our free mentoring programme, launched in 2024. We also work with eavolve, our sister company, to offer coaching and professional development that helps retain and empower exceptional EAs.

Hiring the Right EA Starts With the Right Process

The recruitment process should reflect the importance of the EA role within your organisation. That means investing the time and resources to get it right.

Whether you are hiring for the first time or replacing a long-standing EA, we can help. Our consultants take the time to understand your needs, define the skillset required and manage the process from start to finish so you can be confident in your hire.

Explore our Executive Assistant recruitment services or get in touch to discuss your next hire.