If you’re caught in the belief that to get things done correctly, you must do them yourself, you’re not alone. Many busy professionals find themselves trapped in this mindset, leading to an endless to-do list that leaves little time to switch off.

You may have wondered, “Should I hire a personal assistant?” or “What can a personal assistant do for me?”, but previously thought that hiring a personal assistant is for business owners or the elite. However, it’s increasingly becoming a practical solution for anyone overwhelmed by their daily commitments.

In this guide, we’ll explore the many ways a personal assistant can support you, as well as highlight the tasks that may be out of scope.

Roles and Responsibilities of a Personal Assistant

The diverse skills of a personal assistant will make hiring a PA a valuable addition to your professional and personal life. Their main goal is to make your life more organised, streamlined, and efficient, helping to minimise your stress levels and increase your free time. They can handle a wide range of administrative and personal support tasks, all tailored to your unique needs.

There are many different types of personal assistants, and their day-to-day will differ depending on your lifestyle. However, here are the most common tasks a PA can manage for you:

Administrative Support

Personal assistants are commonly employed to alleviate administrative burdens. They also serve as the initial point of contact among colleagues, which helps reduce the time you spend on administrative tasks. These can vary, but they typically include:

Manage Schedules and Calendars

A PA will keep your schedules and calendars in perfect order. They’ll organise all your appointments, meetings, and deadlines to ensure nothing falls through the cracks. This allows you to focus on more important tasks without worrying about the details of your day-to-day schedule.

Handle Correspondence

In the digital world we live in, keeping up with all your emails, calls, text messages, and social media DMs can feel like a full-time job. Plus, it’s easy to get sidetracked by responding to messages instead of focusing on your core responsibilities. Your personal assistant can take this burden off your shoulders by handling a wide range of communication tasks, from organising your inbox to replying to messages on your behalf.

Support Administrative Tasks

A personal assistant can handle a variety of administrative tasks. Their support ensures that your professional life is productive and your daily routines run smoothly.

Here are a few common administrative tasks handled by a PA:

Reports and Documents

Preparing, formatting, and editing reports and documents.

Meeting Minutes and Agendas

Writing up minutes from meetings and preparing agendas for upcoming meetings.

Scheduling Appointments

Communicating with clients, colleagues, and others to schedule appointments.

Travel Arrangements and Logistics

Whether you’re travelling for business or leisure, a personal assistant can handle all aspects of the travel arrangements. These include booking flights, organising your accommodation, and planning your itinerary. Their expertise can make your travel experience more enjoyable and less stressful, ensuring that everything is tailored to your preferences.

If you’re looking to hire a private personal assistant who can manage complex travel arrangements, Tiger Recruitment will find you an outstanding match.

Booking flights, hotels, and transportation

Travel planning can be very time-consuming, especially if you do it often. Personal assistants can handle travel logistics, including researching and booking the best flights and transport options.

Planning itineraries and managing travel schedules

Personal assistants can coordinate travel itineraries and schedules that align with the purpose of the trip. This includes ensuring all reservations and activities happen on time.

If you’re looking for more support with hiring administrative professionals with travel logistics experience, explore our business support recruitment services.

Errands and Personal Tasks

A personal assistant also supports day-to-day errands, from picking up shopping to managing household tasks. Their level of involvement in your tasks is up to you, but it should be disclosed during the hiring process.

Running errands (e.g., picking up dry cleaning, shopping)

Personal assistants can support with a variety of errands that can often be time-consuming tasks to travel about for.

Making reservations (restaurants, events, etc.)

If you’re looking to make a last-minute table booking, a personal assistant can utilise their network to make it happen. They are responsible for all the administration that goes with the reservation, such as transport to get there.

Paying bills or managing household-related tasks

If you’re looking for a personal assistant to support with paying bills or managing household-related tasks, you may be looking for a private personal assistant. These types of assistants tend to support more with personal-related tasks.

Our specialised division, Tiger Private, can support with hiring a private personal assistant.

Project Assistance

Personal assistants can offer crucial support to business owners and professionals involved in multiple projects. They can assist with project research, coordination, and tracking project progress. This can help you to be prepared and stay organised, ensuring you complete the project.

Researching topics or vendors

One key area that personal assistants can support with is carrying out in-depth research. This can be useful whether you’re launching a new product and assessing the market or looking into vendors for an upcoming event. PAs can collect all their findings and present you with the most relevant information.

Preparing reports or presentations

Personal assistants can bring data together and create reports ready for client presentations.

Coordinating with other staff or teams

Coordinating with other team members and colleagues can be a time-consuming task; however, it is usually vital for project success. PAs can handle this task for you when it comes to planning meetings and ensuring alignment between teams.

What Can’t a Personal Assistant Do?

A PA is an asset to any business owner or busy family by providing a wide range of professional and personal support. However, there are a few tasks that you shouldn’t ask your PA to do. It’s important to recognise these boundaries to maintain a productive and respectful working relationship.

Specialised Professional Services

PAs can’t provide specialised services or advice that require professional qualifications. While PAs are highly skilled, they cannot replace the expertise of professionals in fields like law, accounting, or healthcare. Your PA can help you by managing your appointments with an accountant or scheduling your medical check-ups, but they won’t be able to prepare your taxes or offer medical opinions.

Unauthorised Financial Transactions

A PA can be helpful with your financial management, but it’s important to establish clear boundaries around financial transactions. Make sure your personal assistant knows they should not make large payments or financial decisions without getting your approval first. While this approach may mean you have a few extra items to check off your list, you are preventing any expensive errors or security issues. These boundaries will safeguard your finances and maintain your working relationship with your PA.

Personal Tasks Outside of Scope

The personal tasks that fall outside of scope will depend on the responsibilities you laid out in the PA job description and their contract. It’s essential to avoid asking your PA to handle any tasks outside of their set duties to avoid discomfort or misunderstandings that could impact your working relationship.

Here are a few personal tasks that may not be appropriate for a PA to handle:

Deep Cleaning Your Home

While your PA may assist with a quick tidy, it’s not expected that they scrub the floors or any other labour-intensive cleaning tasks. These tasks should be handled by housekeeping professionals who have the necessary skills and tools.

Cooking For Your Family

Your PA can assist you with meal planning and grocery shopping, but cooking for you or your family generally falls outside of their scope. Meal preparation and the cleanup take significant time, which could take them away from their core duties.

Childcare Services

It’s not a good idea to depend on your assistant for regular childcare. Looking after kids requires constant focus and sometimes special skills, particularly for little ones or children with special requirements.

Looking To Hire a PA?

If you’re wondering how to hire a personal assistant, our experts are ready to support and help you find someone who aligns with your values.

The post What Does a Personal Assistant Do? appeared first on Tiger Recruitment.

Whether you’re hiring for your business or private household, this article will help you make an informed, cost-effective decision. In this guide, we’ll break down:

• The typical PA salary bands
• The factors that influence PA costs, such as location, experience, and scope of duties
• What to include in a job description to attract the right talent

If you’re thinking about hiring a personal assistant (PA) to help streamline your work schedule and relieve you of daily tasks, you may be wondering how much it costs to hire a personal assistant in the UK?

To learn more about what a personal assistant is, read our guide.

Average Cost to Hire a Personal Assistant in the UK

Source: Tiger Recruitment 2025 Salary & Benefits Review.

Note: Salaries in London and other major cities may be higher due to living and travel costs.

If you’re looking to hire a personal assistant, we can connect you with outstanding candidates.

Key Factors That Influence Salary

1. Location

When it comes to hiring in major cities in the UK, this often equates to higher salary costs due to the increased costs of living and greater competition for top talent.

2. Experience Level

It’s not unusual that the more experience someone has, the higher their salary expectations. If you’re hiring a personal assistant with many years of experience for a demanding role, you should expect to pay a top salary.

A PA with more experience will likely hit the ground running without the need for much training. If you’re expecting more support outside of the 9-5, PA’s on a higher salaries will be more willing to work a surplus of hours.

3. Duties and Scope

If you’re looking to hire a PA responsible for tasks outside a PA’s usual scope, such as booking travel or running personal errands, you should expect to pay a higher salary. Ensure you include the expectations of your future PA in the job description, or learn about the different types of PAs to understand what to look for.

4. Full-Time, Part-Time, or Freelance

The cost of hiring a PA will also depend on the contract type. A full-time or part-time PA will expect benefits such as an annual leave allowance, pension payments, or parental support. These are all important investments if you’re looking to retain long-term staff. If you don’t need a full-time PA, freelance or virtual assistants are a lower-cost alternative.

“We often advise clients that the cost of hiring the right PA is an investment, not a cost,” says Cai Pike, an Associate Director at Tiger Recruitment. To hear directly from our consultants on the key factors that influence a PA salary, visit Instagram.

What Should You Include in a Job Profile?

When looking to hire a PA, it’s essential to ensure the job description fully outlines everything you’re looking for in a personal assistant. Read our complete guide on how to write a job description for a personal assistant.

Job title

Before choosing a job title, you need to understand whether you’re looking for a personal assistant, executive assistant, or private PA by learning the key differences.

Location

Your job description should clearly outline the location of the role, specifying whether it is in the office, hybrid, or remote. If there is an expectation to travel, it’s vital to disclose this at the earliest stage of the recruitment process.

Salary range

It’s beneficial to include a salary in the job description for both parties. This will ensure applications are more closely matched to your expectations, and there’s no time wasted if it’s not disclosed until later. If you’re unsure of the salary, a recruiter should be able to advise you, or you can refer to our latest Salary and Benefits Review for industry-specific averages.

Working hours

Working hours should be included in the job description as this will highlight whether the role is to be full-time, part-time, or flexible. Additionally, if candidates have additional commitments, such as children to care for, it’s important to disclose the hours of the day they’re expected to be online or in the office.

Duties

You should include the day-to-day duties required and everything they are expected to be involved in. This should be tailored to your specific needs, rather than a generic outline.

Required experience

Depending on the responsibilities and pace of the job, it’s normal to expect prior experience. The number of years of experience is dependent on how much training you’re prepared to offer. For example, if you’re looking for a highly proficient PA who will be ready to go from day one, ensure you list 10+ years of experience under requirements. In addition, make sure to list out specific areas they need to be experienced in e.g. travel, administration or diary management.

Benefits

It’s important to include the benefits that come with the role. This could include bonuses, pension and training opportunities. Sometimes, top applicants will compromise on salary if there are additional bonuses that they value more.

Looking to Hire a PA?

Tiger Recruitment offers tailored solutions to help you hire a personal assistant for business or your private household.

“Tiger Recruitment helped us find a highly experienced EA for our executive team. The process was efficient, consultative, and tailored to our business needs. We were impressed by the quality of candidates and the speed of delivery.” – Global Investment Firm (London)

The post How Much Does It Cost to Hire a Personal Assistant in the UK? A Complete Employer’s Guide appeared first on Tiger Recruitment.

The search for a job in London can be a full time job in itself. However, there are ways to make the process easier, including registering with a recruitment agency. Employment agencies in London specialise in placing candidates in roles across a range of industries and can help you secure your next dream role.

Choosing an agency

Firstly, you need to think about your needs. What job are you looking for? What industry do you want to go into? You can get generalist and specialist agencies, so if you know exactly what you want to do – you want to be a PA, for example – look for an agency that specialises in administrative and PA recruitment. If you have no idea what route you want to go down, look for a generalist agency who will have a number of different roles that might be suitable. Have a look on the agency job pages on their website to see the roles they have advertised to help you decide which might be most suitable. You might have certain employers you want to work for; perhaps you could find out who does their recruiting and get in touch with them.

It’s always good to ask friends and colleagues if they have any recommendations too. Tiger offers a £250 reward for any successful referrals for permanent positions and other agencies can offer similar, so it works in your friends’ benefit.

How do you register with job agencies?

The process of registering with a job agency in London will vary from agency to agency, but usually you will submit an initial enquiry online. You may then be invited to meet with a recruitment consultant for an interview. During this meeting you will have the chance to talk about your CV and career goals. It’s not only skills and experience that make an impression;, this is also an opportunity for your consultant to get a sense of your personality and what roles and company cultures may suit you best.

Don’t be afraid to register with a few job recruitment agencies in London or elsewhere. By placing your CV in front of as many job agencies as possible, you’ll increase your chances!

Finding the perfect role

Once you’re registered with a London job agency, you’ll be considered for jobs that fit your skills and preferences. It’s not uncommon for London employment agencies to ask you to complete skills testing – these online tests will assess relevant skills such as your touch-typing speed and Microsoft Office proficiency.

Should your consultant wish to put you forward for a role, they will check with you to ensure you wish to be considered for the position. Generally a shortlist of candidates is shared with the company seeking to hire, and they will make the decision to invite a selection of people to interview.

The perks of using a recruitment agency in your job hunt

Your consultant will support you in every stage of your job hunt. The collaborative nature of securing work through a job agency will save you time and may also expand your professional horizons as you could be considered for roles you wouldn’t have otherwise heard about.

Many job agencies also offer interview training, CV advice and professional development opportunities to candidates, all at no cost.

Some London recruitment agencies offer assistance with securing temp roles as well as permanent contracts. Temping in London can be a great way of gaining confidence and experience, making ends meet while hunting for a permanent role, or working flexibly alongside other commitments. There are both specialist temp recruitment agencies in London, as well as industry-specific agencies in London that cover both temporary and permanent placements.

The post What can a recruitment agency do for jobseekers? appeared first on Tiger Recruitment.

As an office manager, moving offices can be one of the most time-consuming and stressful experiences in your career, as balancing day-to-day operations with searches and viewings can take their toll. We’ve compiled a checklist to help make relocating into a serviced office as simple and stress-free as possible, so you can enjoy the positives of moving office[1].

Do your homework

Although you may want to find a new office in a hurry, taking the time to work out exactly what you want to gain from your new office is vital! Weigh up your business needs such as location, budget, size and quality. Many organisations looking for a new space change their requirements within weeks of their first search. This is usually because they weren’t clear on their parameters to begin with.

FreeOfficeFinder, an online office broker, has developed a new pricing tool for serviced offices[2]. The tool is updated regularly, and allows users to filter individual office requirements like team size and budget. This allows office managers in London to plan their office search and calculate rental prices easily. The tool is regularly updated and allows users to filter individual office requirements like team size and budget, so office managers can plan their office search and calculate rental prices easily.

Location, location, location

Knowing the right location for your business[3] remains one of the most important factors when searching for a new office. Can employees and clients commute to the new office easily? Make sure you consult your colleagues during your search process, through a feedback survey or meetings. This way, you can ensure your new office will be a good move for everyone. The FreeOfficeFinder tool also features an interactive map, allowing users to discover and compare nearby locations available for your office move.

Room to grow

For any company to succeed in today’s world, the ability to adapt and grow is crucial. Whilst you may only look for a space to accommodate your current team, it’s equally important to look to the future plans of the business. Having the flexibility to downscale or expand your office during your contract is a valuable advantage. The last thing you want is to be unable to expand your business because your office space will not allow it. Serviced offices allow businesses to rent work space on a rolling licence agreement, giving you room to grow. You can’t predict the future, but considering any changes your business may face is key to thriving in your new office.

If you have office move experience, Tiger Recruitment may be able to assist you with finding a fantastic permanent or temporary office manager job! Apply for jobs here or submit your details online today!

[1] http://aspectinteriors.com.au/benefits-of-office-relocation/

[2] https://www.freeofficefinder.com/pricing-tool

[3] https://www.entrepreneur.com/article/81406

The post Office managers in London, here are three tips for moving into a serviced office appeared first on Tiger Recruitment.

With several decades’ experience as a leading London recruitment agency, Tiger’s consultants have seen and heard it all when it comes to interview questions, and weird interview questions are going nowhere – in fact, they’ve become even more popular! They are now a mainstay of the process, used to see if interviewees can think on their feet, approach questions laterally and work well when faced with a difficult situation.

So with a near-sure guarantee that you may encounter something a little strange along the way, we’re taking a leaf out of Benjamin Franklin’s book, who once said, “By failing to prepare, you are preparing to fail.” Here are just some questions our candidates – and consultants – have encountered along the way. Do you have an answer for them?

1. You’ve got two doors to choose from. One, you’d have to live in the desert for six months; the other, you’d have to live in the Antarctic for 6 months. Which one would you choose and why?
2. Out of a polar bear and a snake, which one would win a fight?
3. If you had to be a fruit, what type of fruit would you be?
4. What would you write on your gravestone?
5. Tell me about your biggest mistake.
6. Can you rate the finalists of the current season of the Great British Bake Off and list each of their strengths and weaknesses?
7. If you were a biscuit, what biscuit would you be?
8. How much paint would it take to paint an aeroplane?
9. How many golf balls can you fit in this room?
10. What is your star sign?
11. What do your parents do?
12. If you were a cocktail, what cocktail would you be?
13. If we asked all your contacts on the phone about you, would their response be largely negative or positive?
14. Do you watch Love Island?
15. What’s the biggest mistake you have ever made?
16. What event in your life has made you the person you are today?
17. You are on a boat that is sinking with five other people. You can be anyone you want to be, alive or dead. One person has to be chucked over – who are you and what is your pitch to save yourself?
18. If you were on an island and could only bring three things, what would you bring?
19. What is your favourite and least favourite thing about humanity?
20. If you could take five people to dinner, dead or alive, who would they be?

How to respond

Should you be faced with a question you’re just not sure how to answer, don’t rush to respond – taking your time will show you’re not quick to jump to conclusions.
While you’re ruminating, think about the role you’re interviewing for – is there a link between your potential answer and the skills or responsibilities your interviewers would be looking for? Is there potential to demonstrate specific knowledge?

Whatever the question, make sure you have a logical explanation for your answer – even if the question doesn’t appear to be so! Rationalising the situation shows that you look for solutions, instead of focusing on the problem – a fantastic quality for any role!

It’s also worth remembering that these questions are designed to reveal your personality, so don’t be afraid to show it off. It could be the determining factor that gets you the job!

Should you be looking for a new role, we have a range of permanent and temporary roles available. View our jobs listings and apply today.

The post The ultimate guide to weird interview questions appeared first on Tiger Recruitment.

At Tiger, we feel very lucky that our management team is made up, for the most part, of strong women! However, we know this isn’t the norm and, according to research from Catalyst, only 29% of senior management roles worldwide were held by women in 2019. In the UK, we fare slightly better, with 37.2% of managers being women[1]. However, considering there are more CEOs of FTSE 100 companies named John or Dave than all women CEOs combined [2], we clearly have a long way to go in terms of gender equality in the workplace.

“There are more CEOs of FTSE 100 companies named John or Dave than all women CEOs combined”

In celebration of International Women’s Day, we’ve asked some of our leaders to impart their wisdom to women entering graduate jobs and starting their careers.

Laura Glendenning, Head of Tiger Private, says: “The advice I would give to any young woman is to be yourself! You might not know quite who you are yet, or feel you need to be something you’re not to fit in, but being yourself at work is so important. It allows the real ‘you’ to shine and grow. If you can’t be you in this part of your life, you’re in the wrong place.

I wish I’d also known that failure is good, and some things won’t work out. That’s OK because that’s how you learn and progress. You’ll look back and realise even though it was tough, you learnt something valuable and it got you to where you are.

Finally – you’re going to be working for a long time! It’s hard going, so make time for you. I try to have a lunch break, leave on time and fill my week with little bits of joy. Make work part of your life, not all of it.”

Rebecca Siciliano, Managing Director, says: “No matter what task you’re given, undertake it with tenacity and positivity. I always try to put my best into everything that I do. In my experience, the people that get noticed are the ones that do the small tasks as well as the big ones.  Oh, and you are incredible. Don’t let yourself or anyone else tell you otherwise!”

Angela Lopes, Head of the City Office, says: “My biggest piece of advice for a woman looking to enter a recruitment consultant job is to always have a positive outlook in everything you do! Also, you can get anywhere you want by treating people with kindness and courtesy. If you’re passionate about this field, you should live and breathe it, because it’s hard work (but so rewarding)! It’s important to have an end goal you want to reach and know what you need to get there.

As a manager, I always try to lead by example. I never like to ask people to do things I wouldn’t do myself. When it comes to managing conflicts, it’s also important to put yourself in both parties’ shoes to understand how they feel and come up with the fairest solution. When leading a team, it’s important that you’re seen to celebrate others’ achievements, and genuinely want them to do well and succeed! Be approachable, share your knowledge and offer to help your team members when you can.”

Coralie Fernando, Head of Marketing, says: “Marketing can be quite a competitive sector to get into, particularly if you have little to no experience. Give yourself a head start by emailing companies’ marketing managers in April-May of each of your university years, asking if they’d be open to taking you on as an intern over the summer holidays. You’ll then leave university with two-three summers’ worth of marketing experience and be ahead of other applicants. You may even receive a job offer following graduation!

In the early years of your career when you’re entering a marketing graduate job, I’d advise trying to keep your experience as broad as possible. By accruing a holistic set of skills and a wide range of experience, you’ll soon find your calling. Then, if you want to, you can start to specialise in your area of passion.”

Zahra Clark, Head of MENA, says: “Always dream big! I truly believe everything is achievable if you put enough work into it. Your education doesn’t always have to be a part of the equation – if you have the skill set and the drive, it’s possible. I knew I wanted to relocate to Dubai, so I set myself a target by a certain date and stuck to it. A few people around me thought my dream was unrealistic, but you can’t listen to those people! To be able to relocate overseas, you need to put in hard work, dedication and positivity.

It’s also important to live every day with this goal in mind. It’s a good idea to network and when meeting people show them you’re passionate about your work and go about it the right way. This will mean they’re going to want to work with you and you’ll be remembered. You’ll never know when they’ll be able to help you in your career!”

We hope these words of wisdom have inspired you to take the next first step in your career. If you’re ready, submit your details or check out our live job listings today!

[1] www.catalyst.org/research/women-in-management

[2] www.independent.co.uk/news/business/news/women-ftse-100-gender-discrimination-pay-gap-board-representation-chief-executive-a8244361.html

The post IWD 2020: Career tips from the women on our management team appeared first on Tiger Recruitment.

Hiring temp to perm employees is becoming an increasingly common practice for companies looking for immediate support in their day-to-day roles. In fact, Tiger’s 2019 Salary Review revealed that the volume of temp-to-perm placements increased by 42% from 2017 to 2018, meaning there is plenty of demand for candidates who have both short- and long-term availability.

Have you asked your temp agency about opportunities for temp-to-perm jobs in London? If not, why not? With plenty of benefits, it may be worth considering as part of your job hunt!

What does temp to perm mean?

Temp to perm means starting a job as a temporary worker and then moving into a permanent role, usually within 3-6 months of joining a business. Think of it as a probation, without the waiting around – you can start working immediately, while getting a feel for the business, your role and the people you work with.

How does temp to perm work?

A temp to perm placement can happen in two ways. The first is when you are hired on a temporary contract, usually a month or longer, and then during your contract, your employer decides to offer you a permanent role. Your consultant can often advise you during the recruitment process whether this is a feasible option, but there is no obligation on your part to accept the permanent job offer.

Alternatively, many employers will advertise a role as temp to perm. This means you are accepting the contract with full intention to go permanent. Of course, should the role not be what you’re after, or the company not be the right fit, you are within your rights to leave – this is where the temporary part comes in!

During the temporary working period, you will be paid weekly by Tiger or your staffing agency. When you move into a permanent capacity, you will join the payroll of your employer, possibly shifting to a monthly pay cycle. The temporary working period also leaves time for your new employer to complete any compliance measures.

It depends on each role, but a temp to perm job will usually become permanent within the first 3-6 months. Most employers will be able to give you a timeframe during the hiring process.

Why do companies hire temp to perm?

There are plenty of benefits of hiring temp to perm candidates. It allows both parties to ‘try before they buy’ before making a formal offer. For a business, this means seeing how the employee works within the team, how they handle the role and how they fit into the company. It also means that a candidate can start while compliance measures are carried out.

Equally, taking on a temp to perm admin job in London offers the employee a chance to try out the role and company, ensuring that it’s somewhere they want to commit to permanently. It’s also a great way to get your foot in the door of a business.

Is temp to perm a good idea?

It completely depends on your circumstance! If you are looking for a permanent role, but struggling to find the right thing, taking on a temp to perm job in London is a great way to break into the business and provides opportunities to progress. That said, if you are temping around other responsibilities, or don’t want to commit long term, it may not be the right fit for you.

—

If you are looking for a temp to perm job, the temporary team at Tiger can help! Get in touch today.

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What is an executive assistant?

An executive assistant (EA) is a highly skilled professional who supports senior executives in managing their daily responsibilities. They act as a strategic partner, handling administrative tasks and enabling executives to focus on their core leadership functions. Beyond administrative support, EAs ensure efficient operations, often serving as a trusted advisor and the executive’s primary point of contact.

EAs bring value to a company by streamlining workflows, maintaining confidentiality, and providing critical insights. Their contributions often influence the overall productivity and success of an executive and the business they lead.

What does an executive assistant do?

An EA’s role transcends basic administrative tasks. They are deeply involved in operational, strategic, and even creative aspects of the business. In addition to maintaining schedules and coordinating communication, they often play a role in project oversight, stakeholder management, and organisational planning.

At Tiger Recruitment, we maintain a high-quality candidate pool, with an extensive, rigorously vetted database of top talent to support with recruitment of EAs across various recruitment sectors, including business support recruitment, temporary recruitment, and permanent recruitment.

Executive assistant duties and tasks list

Executive assistants are responsible for a wide range of duties, including but not limited to:

Calendar and schedule management

Effective time management is one of an EA’s core responsibilities. They ensure that the executive’s schedule is well-organised, conflicts are minimised, and priorities are aligned with business objectives.

Communication liaison

Communication lies at the heart of an executive assistant’s role. Whether it’s drafting emails, relaying critical information, or maintaining a professional tone in all interactions, EAs promise clarity and consistency in communication. They also act as gatekeepers, ensuring that the executive’s time is used efficiently.

Travel coordination

EAs handle travel arrangements, from booking flights and accommodation to organising visas and local transportation. Their meticulous planning ensures seamless trips, allowing the executive to focus on business objectives rather than logistical technicalities.

Document preparation and management

Executive assistants may also be responsible for creating, reviewing, and organising critical documents. This includes preparing executive summaries and formatting presentations. EAs must have the ability to maintain comprehensive records to make sure information is always accessible when needed.

Project Support and Research

From coordinating teams to conducting research, EAs provide vital support that aids in achieving project objectives. Their ability to manage timelines and resources makes them indispensable in executing strategic initiatives.

If you are looking to hire an EA, use our executive assistant job description template to help understand your required skillset.

Top EA CV skills​ to look for when hiring

When recruiting an executive assistant, look for candidates who excel in the following skills:

Technical proficiency

Familiarity with productivity tools, CRM software, and cloud-based platforms enables EAs to perform efficiently in a technology-driven work environment. Tools such as the Microsoft Office Suite, project management software like Asana or Trello, and communication platforms like Teams all ensure they can handle varied technical tasks with ease. Staying updated on new technologies is also crucial for their continuous improvement.

Organisation

Exceptional organisational abilities are crucial, allowing EAs to juggle multiple responsibilities while ensuring no detail is overlooked. They create systems and processes that streamline operations, making sure tasks are completed accurately and on time. An organised EA is instrumental in keeping operations running smoothly, especially during high-pressure situations.

Communication

Strong written and verbal communication skills enable EAs to represent their executive effectively and build rapport with diverse stakeholders. From crafting professional emails to articulating ideas during meetings, their ability to communicate clearly helps to build trust and improve collaboration. They also serve as the voice of the executive, often crafting messaging that reflects the company’s tone and values.

Time management

EAs must prioritise tasks effectively, balancing urgent demands with long-term strategic planning to maintain productivity. They use their expertise to allocate time wisely, ensuring deadlines are met and that the executive’s time is used optimally. This skill is essential for managing overlapping priorities without compromising on quality or efficiency.

Problem solving

A proactive approach to identifying challenges and implementing creative solutions helps to establish seamless operations. Whether it’s resolving scheduling conflicts or troubleshooting technical issues, an EA’s ability to think critically and act swiftly makes them invaluable. Their problem-solving extends to anticipating potential roadblocks and mitigating them before they escalate.

Willingness to learn

The ability to adapt to evolving roles and acquire new skills keeps EAs aligned with the dynamic needs of their business. Whether it’s mastering new software or gaining insights into an industry trend, a growth mindset allows them to remain relevant and effective in their role. This flexibility is especially beneficial in fast-changing business environments.

Being a team player

Collaboration helps to build positive relationships across departments, contributing to a cohesive workplace. An EA often acts as the bridge between executives and teams, supporting everyone to work towards a common goal. Their ability to build trust and collaborate effectively makes them an asset in team dynamics.

Working well under pressure

EAs thrive in fast-paced environments, maintaining composure and delivering results under tight deadlines. Their resilience allows them to handle unexpected challenges without compromising on quality. This skill is especially important during periods of organisational change or when managing crises.

Networking

Building professional relationships with clients, suppliers, and internal teams is a valuable skill that supports business objectives. EAs often serve as the face of the executive, representing them in various capacities. Their networking capabilities can open doors to new opportunities and build connections.

Multitasking

An effective EA manages competing priorities with ease, ensuring no task is neglected. Their ability to switch between tasks seamlessly allows them to handle a wide range of responsibilities, from administrative duties to strategic planning. This skill is vital for maintaining productivity in a dynamic work environment.

Professionalism

The ability to represent the executive and the company with integrity for any EA. Whether interacting with stakeholders or handling confidential information, EAs maintain the highest standards of professionalism. Their conduct sets the tone for how the executive and company are perceived.

The post What does an executive assistant do? appeared first on Tiger Recruitment.

Considering a career in virtual assistance? One of our top VA candidates explain how she got into the business and how she finds it working virtually.

How did you become a virtual assistant in the UK?

I was working as a senior PA for a private individual and due to moving around as an Army wife, I worked virtually throughout the second year of our contract. I have also run my own communications business for about eight years now, working virtually for clients on projects such as web design, freelance writing and marketing and so I was experienced in the most unique aspect of the role, namely working away from the client. I then applied for a Tiger Virtual position earlier this year and was successful in joining the team.

What did you do before being a virtual assistant?

I have worked as a PA/Administrator for about 10 years, working my way up from a Team Administrator to a Senior PA/EA. I have also worked in a number of other industries, such as marketing, property and web design, which gives breadth to the skills I can offer.

What type of people do you tend to work for? Business owners, private individuals etc..?

I tend to work for smaller companies and/or individuals, in a private and/or commercial capacity. I specialise in working for fledgling companies or for individuals, where a ‘sleeves-rolled-up’ approach is required, and my role tends to be very varied.

Why did you choose to become a virtual assistant?

As an Army wife I move every few years, which makes it hard to find a long-term job in one specific location. Working as a virtual assistant allows me the flexibility to maintain a career for myself whilst fitting in with my husband’s. I also have other interests outside of work, which I am able to fit in more easily due to saving time through not having to commute.

What is the part about being a virtual assistant that you most enjoy?

I like the autonomy and the challenges that come from getting to know and understand a client without daily face-to-face interaction, and the subsequent satisfaction when the client is thrilled with the support being provided.

What is the most challenging part of being a virtual assistant?

Being on your own all day can be tough and a bit isolating, so it is vitally important to make time to leave the house at least once during the working day, as you would do in an office. I go swimming, walk the dog, meet friends for a coffee or run some errands, in order to change the environment and talk to someone other than the dog! Staying away from the fridge can be a challenge too…

What skills are most important within the role?

Self-motivation is essential, as is time-keeping, organisation and being content with the fairly solitary set-up. One needs to be utterly professional and have a good listening ear to discern what clients are looking for and to then deliver the project on time. It is also important to be able to communicate clearly both verbally and in written format.

If you were given the opportunity to improve a skill, what would it be?

I would like to improve my good French skills back up to near fluency, incorporating business French.

What kind of a character would best suit being a virtual assistant?

Independent, resilient, proactive and problem-solving.

Would you say previous PA experience is vital to become a virtual assistant or could people get into that line of work with transferable skills?

I would say that it is crucial to understand how to administratively support an individual in their business pursuits, alongside a strong knowledge of IT packages, good typing skills and a ‘can-do’ attitude. So many workplaces nowadays ask their staff to multi-task and it may be that all of these things are being accomplished by someone who is not strictly a PA. That someone may be able to bring something else to the table such as marketing skills, or an understanding of website CMS; it’s all about making one’s skills clear on a CV and being able to explain your diversity in interview.
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If you’re looking to begin working in a virtual job, Tiger Virtual can help!

The post A Q&A from one of Tiger’s top virtual assistants – what does it take? appeared first on Tiger Recruitment.

When it comes to communicating effectively, the saying ‘treat people how you would like to be treated’ doesn’t always ring true. We all respond differently to different ways of communicating, so as a personal or executive assistant, to get the best out of your manager you should understand this difference and change how you interact accordingly.

This is your emotional intelligence (EQ): the intangible social skills needed to communicate effectively and one of the top traits of a personal assistant. It is more than just a management buzzword and in today’s business environment it is arguably more important than IQ – research has shown that people with average IQs outperform those with the highest IQs 70% of the time¹.

Those in executive assistant jobs and personal assistant jobs tend to have high EQs as they need to be comfortable with seamlessly modifying their emotions, accommodating egos and being flexible with the individual they are supporting. This will help you to establish an effective partnership, which is ultimately better for the company and your job satisfaction.

EQ is particularly useful when dealing with a difficult executive. In these situations, you will be required to call on all the skills of a PA to get the right information out of them. Learning how to tolerate a lack of communication and being able to get to the bottom of unclear directions will ensure you have a productive working relationship and could even secure you influence. Here are some important points to consider:

Understand what matters to your Principal

As the eyes and ears of senior management, it is a PA or EA’s job to understand what motivates them. An executive’s job is to protect the primary objectives of the business – i.e. its financial position or its public reputation. So when communicating up, always make it clear how what you are saying relates back to the key areas of the business (and what could happen if it is not actioned) to get the best results.

Ask the right questions

When asking for information, always be specific so there is no risk of ambiguity and be assertive to convey a sense of urgency. Whether you are communicating in writing, on the phone or in person, asking the right questions will get you the right answers. Use your one-to-one time effectively by preparing well and leading with the most important points you need decisions to be made upon. You can ease the decision-making process further by anticipating the options available to the executive, leaving them with ‘yes’ or ‘no’ decisions to make.

Leave the detail for in-person meetings

Long emails rarely get read by time-short executives, so keep the detail for when you have your next meeting with them, instead of attempting to get answers in writing. Always follow up decisions made during conversations with an email, so you are both clear on the next action points.

Be self-aware

Be aware of your own strengths and weaknesses. You could inadvertently be contributing to a breakdown in communication by not understanding the areas you could improve upon. It is useful to regularly undertake a self-assessment, not just in preparation for your appraisal, so that you can identify the areas you might need to dedicate more time to. This can help you to address areas of concern with training before it affects your working relationships.

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If you’re an aspiring personal assistant, read more about what a PA does in their day-to-day job, and for more expert advice on the role, read our guide to becoming a PA. When you feel ready to explore new employment opportunities, register with us today or apply for jobs directly on the website.

¹Research from Emotional Intelligence, Why It Can Matter More Than IQ (1995), by Daniel Goleman

The post Personal assistants: how to get what you need from a non-communicative executive appeared first on Tiger Recruitment.

Diversity in the workplace refers to the inclusion of different genders, nationalities and other underrepresented groups in the office. Across many industries the lack of diversity is alarming and problematic, however, when it comes to diversity numbers in tech startups, the numbers are dismal.

For example, our 2019 research revealed, in a survey of 1000 UK workers, that only 1% of female jobseekers want to work in startups, compared to 8% of male jobseekers.

This is reflected in Tech Nation’s Diversity and Inclusion in UK Tech Companies report[1], which states that 77% of tech director roles are made up of men, while just 23% are women. Compared to the national average of 71% for men and 29% for women, there are clearly barriers in place that are  preventing more women from working in startups.

When we look at wider underrepresented groups, the situation remains the same. According to Tech Nation, just 15% of those working in tech are from black and minority ethnic backgrounds[2]. If you think your company lags behind and you’d like to learn how to improve diversity in your startup, find our headline ideas to get started below.

Encouraging diversity in your startup infographic

If you’d like any more advice about how you can increase diversity and inclusion in the workplace, please get in touch today.

[1] https://technation.io/insights/diversity-and-inclusion-in-uk-tech-companies/

[2] https://technation.io/news/what-of-people-working-in-tech-are-from-bame-backgrounds/

The post 10 tips to improve diversity in your startup appeared first on Tiger Recruitment.

Thanks to technological advancements and shifting societal attitudes, the employment landscape has shifted irreversibly in the last 10 years. However, with the advent of the millennial and Generation Z workforces, as well as the encroachment of AI and automation on working processes, the workplace of the future is set to transform even further. So how can you futureproof your career? These four soft skills are a great place to start.

Critical thinking

While computers may be able to solve simple tasks, there will be an ongoing need for candidates to think outside the box. Successful workers will look beyond the basic data, identifying issues and working through traditional roadblocks to present and implement innovative solutions. They’ll take the time to assess all options, filtering through the information on offer to identify the most pertinent details and then translate their findings into actionable results.

Develop your critical thinking skills by working on your curiosity – get into the habit of asking questions, looking into issues further and seeking advice from decision makers. This will encourage a critical mindset.

Creativity

A human’s ability to think creatively is a key differentiator compared to technology, making it one of the most important skills to develop and nurture in the future. Employees who aren’t afraid of challenging the norm will thrive, as it allows them to bring something new or unique to the table. Businesses will look to hire talent that can help them develop and innovate in imaginative ways, so those who can work with abstract ideas and create original content will be in demand!

Don’t think your role is particularly creative? It’s a myth! Every role has room for ‘outside-the-box’ thinking; it’s simply a matter of identifying where processes and procedures can be improved and then having the courage and determination to look at solutions from a different angle.

Collaboration

Team work makes the dream work and it will be no different in the future workplace. Knowing how to work with, manage, inspire and develop other people will only benefit your career, as it allows you to create meaningful connections, motivate others and maximise productivity. There is power in numbers, so it’s essential you build the social intelligence required to build relationships and work across interdisciplinary teams. This is especially true for diverse teams – a 2017 study found that diverse teams have a 60% improvement on decision making and outperformed individual decision makers in 87 out of 100 cases.¹

Learnability

The most successful employees of the future will demonstrate a desire and capability to be constantly learning, picking up new skills and knowledge to ensure long-term employment. Considering up to 65% of the jobs Generation Z expect to perform don’t actually exist yet, it’s essential you are comfortable with constant self-improvement, seeking out the opportunity to develop your understanding wherever possible. This, in turn, will encourage progression and ongoing career success. The most innovative companies will also recognise this, embracing and nurturing a learning culture wherever possible.

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Looking for a job that will help you develop these soft skills? Submit your details today! We have a wide range of temporary and permanent positions available across all support functions.

1. https://www.peoplemanagement.co.uk/experts/research/diversity-drives-better-decisions

The post Four skills you need for the jobs of tomorrow appeared first on Tiger Recruitment.

With the new year quite literally around the corner, you may have already started your resolutions list for next year, but did you know only 43%[1] of people will actually keep their resolutions past February? To help you avoid this fate, we’ve put together five career New Year resolution ideas with our tips on how to maintain them!

Learn a new skill

If you’re looking to sharpen your language skills, master a particular software system, or become an expert at a specific aspect of your role, make learning a new skill is your resolution! First step: Get specific. Think about exactly what you want to learn, how you want to learn it and in what timeframe before you write that target down. It may help to stick up a visual reminder around your desk so you can refer to it when you need a reminder or motivation. It’s also important to construct manageable goals within a measurable time, as there’s no use deciding to become fluent in German without giving yourself a time frame. A word to the wise – try to focus on only one goal, as having multiple focuses may throw off your progress!

Network

This is a great resolution if you’re looking for a new job in London, or hoping to expand your professional circle. One quick Google search will reveal that there are hundreds of virtual networking opportunities, so there’s no excuse not to attend regularly. A few places to start include the app Meetup, findnetworkevents.com, or even on social channels like Facebook groups. In order to make these events worthwhile, have a goal after every session, like gaining a new connection on LinkedIn.

Find a work mentor

With this New Year resolution, aim to find a role model within your business or elsewhere, that you look up to. Figure out what you need help with, then identify someone who has that skill. For example, if you’d like to progress to a leadership position within the next year, find someone who you get along with and look up to as a good leader. Start by asking your potential mentor for a coffee break Zoom chat, and follow up this initial meeting with an email with a few clear goals that you’d like to achieve together. Remember, don’t become disheartened if, over the course of the mentorship, you receive constructive criticism, as it’s all part of the process. Commit to the mentorship with regular, scheduled one-on-one meetings for best results.

Promotion

This resolution sounds great in theory, but it can actually be a lot of work to prepare to ask for a promotion and successfully receive one! A good place to start is by using an appraisal or 1:1 meeting to let your manager know you’re aiming for the next step on the career ladder. This can also offer a great opportunity to discuss your paths to progress, which may include taking on a new project, mentoring someone in the team, or undertaking any necessary training. When it comes time to ask for the promotion, you’ll need to be able to prove how you’ve helped your manager and the company significantly with specific achievements and figures. Remember, a positive attitude at work and determination to do your job well won’t go unnoticed either!

If your New Year’s resolution is to find a new job but you don’t know where to start, we can help! Submit your details online today, or look at our live job listings.

[1] https://www.sundried.com/blogs/training/research-shows-43-of-people-expect-to-give-up-their-new-year-s-resolutions-by-february

The post How to keep your career resolutions past the New Year appeared first on Tiger Recruitment.

In the creative industry, events such as product launches, press events, workshops, dinners and other celebrations are always on the calendar. That said, it’s also possible that you need the right staff to help organise them on an adhoc or contract basis. As leading creative industry recruiters in London, we can source the right people to help. Whether you need an event manager to oversee the planning and executing of a film launch, or extra office support staff to make preparations for an upcoming dinner, we’ve got your temporary event staffing needs covered.

Event managers

Whether in a short- or long-term capacity, an event manager liaises between the directors, sales, operations and marketing teams in order to bring the event together. This person will manage the budget for your event, and sort out any AV or equipment headaches! For more detail, see our event manager job description template.

Events assistants

When hiring event staff in London, know that a great events assistant could make or break your event. Often on the ground at the event site, they will be in charge of ensuring branded items for events arrive on time, help setting up or packing down and assisting the events manager with their role. As a top marketing temp agency in London, we expect events assistants to be across all social media platforms in order to promote the event in the best possible way. When registering events assistant candidates, we’re also looking for a bubbly personality and creative thinker.

Admin or business support staff

This position may not immediately come to mind when looking at your event staffing requirements, but hiring extra admin support staff will transform your event from good to great. An office assistant can organise event prep like goodie bags, name cards and guest lists. We often see PA and office manager candidates with experience in events, who love this aspect of their roles.

Tiger Recruitment is one of the leading event staffing agencies in London. Get in touch with your temp requirements today!

The post Looking for event staff in London? These are the temps you can’t live without appeared first on Tiger Recruitment.

Finding a competent, let alone great, secretarial agency in London can be a challenge. Let’s face it: there are plenty to choose from! How do you know their ethics are aligned with yours? How can you be sure they’ve properly screened their candidates? And most importantly, how can you make sure you end up with the best talent?

While all valid questions, sadly we can’t give you all the answers outright. But we can give you a couple of pointers on what to look for and how to decide which secretarial agency to entrust your hiring with:

Invite a few agencies to meet with you

The best way of identifying who’s the best fit for you is to meet a couple of office support recruitment agencies so you can compare their services and how their business aligns with yours. There’s a lot to be said for cultural fit. After all, if you recruit regularly, you’re likely to be communicating with us often. Not only that, but you’ll need to trust that we understanding your business and can deliver what you’re looking for.

Brief us in properly

Regardless of time pressures, if you don’t brief us in thoroughly and accurately, we will struggle to fulfill your brief! Permanent or temporary, as your recruiter we want to hear about your business values, culture and a description of the personalities of the team. If it’s a permanent role, it really helps us to understand the main challenges the candidate would be facing, the learning opportunities, the prospects for progression and of course, your ideal wish list. All of this information will ensure we can work efficiently and competently with you to find the right candidate.

Recruitment strategy and metrics

A strong recruitment agency will be able to clearly define their recruitment strategy beyond ‘searching the database’ and ‘putting an ad up’. A recruiter who knows the industry well and is experienced in the office support market will have a clear strategy in place for sourcing excellent candidates. Equally, they will understand the market trends and use these to give you accurate and up-to-date recommendations for attracting fantastic employees.

Referrals are key

Like your hairdresser, mechanic or builder, the best recruiters are the ones referred to you. If you’re contemplating engaging a secretarial agency but don’t have a referral, ask for one! A good recruiter will have strong enough relationships in place with their clients to be comfortable asking them for a reference. As such, you’ll be able to have a candid conversation with an objective third party.

A trusted advisor in all things talent

A recruiter should be a right hand to an HR manager or hiring manager. While sourcing candidates to fill roles is the name of the game, we will equally be able to provide valuable information and advice relating to market trends, future predictions and general guidance around talent such as employee engagement and retention.

Are you looking for a secretarial recruitment agency to assist with your support staff recruitment? Give us a call today.

The post How to identify a great secretarial agency appeared first on Tiger Recruitment.

As you spend hours poring over your CV (don’t make these CV mistakes), half a day on a covering letter and still more time trawling through the online job boards, you might not realise that this hard work could all be undone in a matter of seconds – if your actions don’t match up to the character traits you’ve listed on your CV.

When it comes down to the wire between two candidates in an interview process, it’s these traits and interpersonal skills – rather than your technical knowledge – that could make or break your success. We reveal the four areas to be mindful of when looking for a new role.

Respect your employer

In your descriptions of current / previous employers, it goes without saying that you should never disrespect or be too negative. What you might not have realised is that this also applies to your treatment of them during your job hunt. A light-hearted ‘Oh, I’ll just call in sick to make the interview’, implies a carelessness that is unlikely to be well received by your prospective new boss.

Whilst it can be challenging to search for a new role in full-time employment, be assured that any disregard for your employer will be viewed as an indicator of your future actions.

Keep each interaction professional

Your CV and cover letter are probably fantastic. Free of typos and grammar errors, they played a major role in securing your placement on the shortlist of a great position. Ensure the same level of care goes into each and every interaction with your recruiter or hiring manager too.

If you’re communicating by text message or email, double check it before you hit ‘send’ – or better, ask a friend to review it as well. Avoid being too chummy; use ‘Good morning’ rather than ‘Hey buddy’; and keep all communication to the same tone you would have used in the creation of your CV.

Everyone is a referee

In the world of work, everyone is a referee. Expect anyone and everyone to be asked for their opinion of you, so ensure you conduct yourself appropriately at all times! Don’t save your ‘A’-game for the only person you think matters. Everyone, from the receptionist at the recruiting firm, to the tea lady at the prospective employer’s office, could volunteer or be called upon for their opinion of you.

Work on your small talk

Incredible though it may be, small talk could be the clincher in the decision to hire you. Small talk forms a critical part of the rapport-building process (not to mention being indicative of your interpersonal skills), so think about how you might address it when the time comes. A little forethought will go a long way in the creation of some light conversational topics. These could prove useful in filling any silences when you’re being escorted from reception to an interview room, for example, be it with a recruiter, HR manager or hiring manager.

When you’re looking for a new role, each and every interaction should be treated with care and attention. Reflect those behaviours and personality traits listed on your CV in all of your actions. Even if you don’t secure the role, your integrity will be well-regarded and is highly likely to serve you well down the track!

Looking for a new role or some additional training to make it over the line? Get in touch with us today.

The post Actions speak louder than words: Match your CV to your behaviour appeared first on Tiger Recruitment.

The pension has long been a contentious issue for policymakers, employers and workers in the UK. In December 2017, research by the Department of Work and Pensions found four in ten employees were under-saving for their retirement, with over half of these earning a middle or high salary.

However, new research, released just in time for Pension Awareness Day on September 15, has revealed that the number of peopled enrolled in a workplace scheme has reached a record high of 41.1 million in 2017, a 49% increase in the last five years.

While these numbers are encouraging, the work of the Department of Work and Pensions and initiatives like Pension Awareness Day is far from done. Continuing education and awareness on the importance of pensions is essential – after all, how much do you know about your money?

What is a pension?

A pension is essentially a long-term savings plan that you can access later in life or in retirement. It’s not compulsory, but will be very handy to have if you want to maintain a comfortable lifestyle beyond working age.

There are three types of pensions: State Pension, workplace pension and personal pension. A State Pension is a regular government payment that kicks in when you turn 68 and is payable for the rest of your life. This is funded by your National Insurance contributions and will depend on how much you’ve earnt over your working life. A personal pension is a scheme you set up yourself and voluntarily contribute to. These contributions are privy to 20% tax relief, meaning that the government will add a further 20% to any money you pay in.

For the purposes of this article, we will be focusing on your workplace pension.

How much am I putting away?

Also known as a company pension, this scheme is set up by your employer and welcomes contributions from yourself, your employer and the government. The minimum contributions, calculated off your pre-tax salary, are as follows:

Some companies opt to contribute more to your pension, so you will need to ask your HR function about exactly how much they will pay.

How do I set it up?

Companies are legally obliged to enroll you in a pension scheme – this may be straight away, or after your probation. You can choose to opt out if you wish, but the procedure for this is dependent on your company’s pension provider.

What are the benefits of having a pension?

Most obviously, having a pension means you’ll have an income past retirement. However, specifically using a pension scheme attracts other benefits. Firstly, an employer and the government will contribute towards the fund, improving your balance. It is also, for the most part, tax-free, further increasing your balance.

What happens to my money?

Your contributions go into an account set up by a pension provider (as chosen by your employer). What happens next is dependent on the type of workplace pension you are enrolled in – it could either be a defined benefit or defined contribution scheme.

Defined contribution schemes
In a defined contribution scheme, the provider will buy investments on your behalf and add any extra money they earn through these investments back into your account. This scheme is generally more common than a defined benefit scheme.

Defined benefit schemes
In a defined benefit scheme, your end balance is based on how much you’ve earnt and how long you’ve been with the scheme.

When can you access your pension?

Your State Pension won’t be paid out until you turn 68. However, if you have a workplace pension, you can access some of it as a tax-free sum at age 55 – the exact amount is dependent on your provider. You won’t need to retire or stop working to access this money, and it can be used anyway you like.

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Looking for a role that offers a higher pension contribution? We can help you find the perfect PA or secretarial job in London or beyond. Get in touch today.

The post Deciphering your pension appeared first on Tiger Recruitment.

As organisations look for ways to attract and retain the best talent in this ongoing candidate-led market, hiring managers are increasingly examining the importance of employee engagement in the modern workplace. However, just as the world of work continues to shift and transform, what it means to engage staff is also evolving as companies look to the entire employee experience.

A report by Cascade, an HR and payroll software supplier found that 44% of the 447 HR directors surveyed said their biggest challenge for the year ahead would be engagement¹. The concern is warranted – a 2020 report from CharlieHR has found that 86% of SME employees don’t feel they are involved in decisions made at work (to the extent to which they’d like to be)² .

“A motivated employee is not only happier, healthier and more fulfilled at work, but they are also more productive,” says Jonny Gifford, a senior research advisor at the Chartered Institute of Personnel and Development (CIPD).

“Research has shown a number of relationships between the way people are managed, their attitudes and behaviour and business performance. Organisations can expect to witness greater profit, revenue growth, innovation, staff retention and customer satisfaction as a result of motivation and other aspects of employee engagement.”

As it stands, just over half (58%) of the UK’s employees feel engaged at work³. So how can companies bridge the gap? One option is engaging the services of an employee experience manager. However, if you want to do this yourself, the first step is acknowledging the difference between the two concepts – and how they translate practically into the workplace.

Engagement v experience

“Employee engagement is the connection to the organisation or the brand, the connection to leadership and management and the connection you have with the job itself,” says Niall Ryan, employee experience consultant and former Head of Employee Engagement at Harrods.

“But the employee experience is how the organisation works internally for the employees who work there, encompassing the experiences they have with the leadership and their manager, all the way through to ‘how do I do my job’?” he continues.

“It’s experiences that shape how engaged people are.”

The end result should be employees that not only want to go the extra mile, but “generally demonstrate a high level of awareness surrounding the wider business context of an organisation, and carry out their work with these in mind,” says Jonny.

Going back to basics

However, before even considering how you implement these connections, it’s essential to consider how you are responding to employee needs at a basic level.

“Maslow’s hierarchy of needs applies to engagement – are you taking care of your employees’ hygienic needs, covering the basics such as good food in the canteen, the right tools to the job and clear guidance from managers? Even the basics of recognition – is anyone saying thank you?” asks Niall.

“When you take care of the hygienic needs, the security of a job, more capable management, you can then start to look at forums for two-way dialogue, where people feel like they are listened to, they feel like they can change things, they are contributing,” he concludes.

Creating connections

It is at this point that the brand, leadership and job role start to come into play. But just how do you make sure that every employee is connected with your brand, their leaders/managers and their role?

You don’t.

“It’s a fallacy to engage 100% of your workforce. It’s not possible and I don’t think you should put your efforts into doing that,” says Niall.

“There are people who are fully engaged, disengaged and then there are people in the middle who are passive. The passives – or the swing vote, as I like to call them – are the ones to give more focus to,” he reveals.

“Passives aren’t ineffective people by any means. They are probably the backbone of your organisation. But they are the people you need to be mindful of, because they are not as immersed in their roles as you would like which can be for many reasons; professional and personal.”

In order to ensure your passive staff members don’t disengage, consider facilitating relationships between them and your fully engaged employees, or engagement ambassadors, those who are enthusiastic about every element of your business. It will get these employees thinking more productively about the role they can play in the organisation, all while contributing to a positive employee experience. While the passive workforce should be your focus, “we can’t forget those who are fully engaged – it is still important to show them how valued they are in the organisation,” Niall notes.

Measuring success

A strong engagement strategy is well and good, but with no way to measure it, there’s no way of figuring out if it works. Prior to implementing any new initiatives, you need to capture a clear picture of where your employees are at, where you want to get to and how will you know when you’ve reached your goals.

“A barrier to engagement can be a lack of knowledge surrounding what motivates employees,” says Jonny.

“Evidence-based people management is vital if employers are to understand what factors are de-motivating their employees and make good decisions on which engagement initiatives to employ. This will often highlight things like poor line management or frustrating HR systems.”

The aforementioned data is traditionally collected through annual employee surveys. Getting this method right is crucial.

“Measuring engagement with composite scores carries a serious risk of over‐simplification. It is easy to fall into the trap of combining a range of distinct factors into an unhelpful single metric,” explains Jonny.

“A better approach is to measure distinct components – for example, motivation, organisational commitment, organisational citizenship, shared values, autonomy and employee voice.”

For Niall, the problem lies in the ‘annual’: “Annual employee surveys are falling out of favour quite rapidly, with a shift into pulse surveys.”

“Your business asks the customer in real time what they think about your brand, so it’s an oddity to only ask your employees once a year. The pulse survey process should allow organisations to be agile in its listening and agile in its response,” he continues.

Shifting strategies

As the world of work shifts, your business needs to shift with it. Taking a pulse approach, with bite-sized changes, can make huge differences to your overall engagement strategy.

“The most powerful thing to exist in my career is communications. Whatever you do, you need a core foundation of communicating whatever you’re doing as an organisation that’s both meaningful and relevant for your employees,” says Niall.

This means building and maintaining a robust communications framework within your business that fosters two-way dialogue and leadership visibility and accessibility, keeping employees connected to the brand, purpose, strategy, their leaders and managers and each other.

Managerial recognition is a well-established element of engagement, but where businesses can find additional value is at a peer to peer level: “The strongest relationships in an organisation are often team relationships, so you need to create an opportunity to support and strengthen those relationships and communities,” says Niall.

“Recognition isn’t just about the company doing top-down stuff, it’s about creating opportunities for people to recognise each other.”

At the crux of the matter is an emphasis on the employee voice.

“It’s essential to give employees throughout the organisation a meaningful voice, to challenge or reinforce organisational policies and procedures,” says Jonny.

“Involving employees in these decisions is key.”

Niall agrees, noting it all comes back to the employee experience: “When things aren’t quite working right, identify a group of people who are passionate about helping the organisation and let them be agents of change.”

“By facilitating a cross-functional group of people – doesn’t matter what level – that all have a common focus, you’re offering the wider organisation a chance to really help and get involved.”

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This piece is the fifth in the series: ‘Make your working life exceptional: a guide to creating a better workplace.’ Read part one about mental health here, part two about flexible working, part three about workplace design and part four about diversity.

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1. https://www.cascadehr.co.uk/hr-landscape-2018/
2. https://www.charliehr.com/state-of-employee-engagement

The post From engagement to experience: how employee engagement is shifting appeared first on Tiger Recruitment.

In the early nineteenth century, a British entrepreneur named Robert Owen introduced what could be identified as one of the earliest iterations of traditional performance management. In his textile factory in Scotland, supervisors assigned each factory worker a coloured block based on their performance that day. The idea was that high achievers were rewarded and those who needed to improve could do so.

While it has become more nuanced with time, the same traditional practices exist in many modern workplaces today. We may have moved away from manual labour and into a knowledge-based society, but at its essence, performance of employees is still managed by their superiors, with high performers rewarded with a bonus. This begs the question – if the modern world of work has changed, why hasn’t the performance review?

In 2018, a survey commissioned by Ruddington-based HR firm, MHR revealed that 39% of British workers believed the process was ‘pointless’ and ‘time consuming’.¹ What’s more, research conducted by Deloitte found that 91% of companies still follow an annual – or less frequent – salary review system, but only 21% would suggest their programme to others.²

With big names such as Adobe, Microsoft, Deloitte and Accenture scrapping the performance review altogether and corporate thought-leaders agreeing that there is something flawed with their operations, is it time for businesses to seriously consider what value their existing performance management processes bring?

Getting it right

Social media management platform Hootsuite has nearly 1000 employees spread across 14 offices in 13 cities including Vancouver, Toronto, San Francisco, London, Singapore and Bucharest. They scrapped the annual review two years ago, in favour of a programme called Cadence.

For Matt Handford, Senior Vice President of People at Hootsuite, scrapping the annual review was driven by a number of elements.

“We found it was hard to assign ROI to the amount of time being invested in performance management systems. There was a lot of bureaucracy and time spent getting 100% of our employees and leaders to look at themselves through a structure of forms and checklists, and eventually assign themselves a rating,” he says.

“The rating tends to detract from hearing the feedback, and the ability to actually grow and build skill. So we essentially had a process that was taking up a lot of time and was hard to understand. Not only was it not additive, but it was also potentially distracting”

In looking to transform their processes, there were two areas in which Matt and his team identified the most value: “In our case, we chose to focus on conversation, connection and alignment, and development. Because we chose to focus on these areas, we didn’t worry as much about evaluation, capability, long-term assessment and the types of things that allow bias to roll in”

“With the new process, we benefit from the cultural, connective and managerial dialogue that we were aiming for.”

Breaking it down

Hootsuite’s Cadence programme can be broken into two parts: the first is to foster simple, employee-driven, 1:1 conversations with direct managers and the second is to encourage an employee-led and employee-driven conversation on developing and growing capability, from short-term job-specific skill development to career mapping and planning.

“We’re a fast technology business, built on innovation, with a demanding, highly educated, highly marketable workforce that moves at the speed of social media. Therefore, it’s counter-productive to spend a ton of time trying to think about 8-12-month individual goals in the strictest sense,” says Matt.

“What is most valuable is having what we call ‘priorities’. Priorities are going to change, they are going to rock and roll probably week-to-week or month-to-month in some cases in a business like ours,” he continues.

“So we provide a really simple framework, which the employee drives and owns and has the accountability to say ‘here are my top five’ for this week and then their manager just keeps checking in. That becomes the basis of that weekly conversation.”

The second part of Cadence occurs as and when required – usually once a month or once every two months – and covers wider progression, growth and learning.

“The fundamentals in our culture that we see as differentiators and we see as encouraging success are all about the ability to build and develop capability at very high speed,” explains Matt.

“Our employees have high expectations of themselves, the organisation and how quickly they’re going to move through learning and progression in their career, so our performance management system needs to reflect that.”

The results are in

Two years into implementation, and the company is now scoring an 80% positive response on the question Are you having 1:1 meetings on a weekly or bi-weekly basis with your leader? in their annual employment survey. This emphasis on consistent conversations has seen employee alignment improve significantly around performance management.

“In our employee survey, one of the highest scores we receive is in response to the question ‘I understand how my work connects to the ultimate goals of the organisation.’ This question is one of our top 10 highest-rated questions, with 85% to 95% of people responding positively,” says Matt.

“We’re 1000 people, across a dozen countries. We’re way beyond the start-up challenge of having individuals aligned.”

The next challenge is making sure those conversations are as effective as possible.

“We want to make sure that the current conversations are as useful and valuable as they can be, so we’re trying to build that skill in the organisation,” explains Matt.

“It puts pressure on the leader in a different way and on the responsibilities of the employee in a different way, so there’s a developmental muscle that needs to be nurtured.”

With the removal of ratings, the idea of consistency is also an ongoing challenge for the Hootsuite team.

“It’s very difficult to ensure that you’re having a consistent way that people’s performance is being reviewed. We’re trying to create a rubric for a structure – how do we incorporate a uniform, unconscious-bias-proofed structure that allows the experience of the 1:1s and the Cadence programme to stay consistent?” Matt explains.

“For us, that’s the holy grail for the next 12 months.”

What now?

For those starting to move away from the traditional performance management processes, Matt suggests changing your thinking: “If people did the math, they’d see that usually performance management is up there in the top five investments you’re making in your business, but we don’t tend to think about it that way.” “So I would start by trying to think about the process cost and the drag on the organisation, as it frames the scale of a challenge.”

Once you’re clear on the opportunity cost implications, it’s about finding simple solutions that make the process more efficient, and by proxy, adding business value. In doing this, Matt cautions against looking first to complex technology and instead analyzing the business value drivers that you’re trying to hit. At the end of the day, modern performance management offers an opportunity to pull together a high-performing team in a meaningful way, creating community, alignment and dialogue. Whatever your end solution looks like, it is these drivers that should stay front of mind.

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No time to have one-to-one meetings? Perhaps it’s time to hire an executive assistant! As a specialist recruitment agency, Tiger can help – get in touch today!

1. https://www.consultancy.uk/news/17726/uk-employees-losing-faith-in-annual-performance-management-cycles
   2. https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2018/personalized-incentives-talent-management-strategies.html#endnote-sup-2

The post The evolution of performance management appeared first on Tiger Recruitment.

What do recruitment agencies do?

Recruiting the perfect candidate can be like looking for a needle in a haystack. Between advertising, filtering through CVs, organising interviews and going through any referencing, it can be a time-consuming and labour-intensive process. This is where an employment agency or London-based recruitment agency like Tiger can help.

Whether you’re recruiting temporary staff or hiring permanent candidates, they can support your search, helping to find the perfect candidate. London recruitment agencies have a wide range of capable candidates on their books, each of whom have been vetted, skills tested and have excellent references. They are able to do much of the hard work for you, compiling a shortlist of the best-matched candidates for the position you are looking to fill.

Job agencies in London will consult their detailed databases and draw on their extensive network of contacts to present a tailored selection of professionals for you to consider. They’ll take the guesswork out of recruitment by streamlining the hiring process, ensuring that your new employee is the best fit for your business.

What happens when you use a recruitment agency

Once you’ve chosen your preferred recruitment agency in London and signed their terms of business, the consultant will meet with you to understand what you’re looking for in your new employee(s), as well as your company culture. From there, they will advertise the role on the relevant job boards and search their database to find candidates that match your requirements. Once they have discussed the role with each candidate, they will send over a shortlist of CVs, from which you can choose who to interview.

The consultant will organise interview times, second and third interviews (if needed) and ensure that each candidate has the appropriate right to work permissions.

Once you’ve found your new employee, the recruitment consultant can also facilitate an offer letter and ensure the candidate is all ready to go with their new role. Using an employment agency makes the entire hiring processes simple and stress-free, giving you time to focus on other elements of your role.

Three benefits of using a professional staffing agency

1. Speed up the hiring process

A well-established and experienced staffing agency can find top tier candidates faster than you can. In no time at all they can tap into a vast talent pool via their existing database, they have a broad network of connections to leverage and utilise powerful sourcing tools that make the process of finding the right job candidates much faster and more productive.

2. Access to the best candidates

Staffing agencies have access to a wide pool of talented jobseekers. Top candidates don’t have time to search job boards. Instead, they turn to a specialist recruiter who they can trust to find them the right role. This includes access to candidates who are actively seeking work as well as talent who are employed elsewhere. Professional recruiters also understand the logistics and marketing value behind each of the top job boards.

3. Market knowledge 

A business’ requirements can often be specific and difficult to find. This is where a recruiter’s industry expertise and market knowledge proves valuable. Once a relationship has been built, the agency will be aware of the qualities and attributes required for someone to be a good fit for your company, and all future hires will be easier and faster. Professional recruiters are industry specialists and can provide regular market insight to hiring teams. They can offer advice on attracting the best talent, salary and benefits, skills shortages, hiring complexities and retention strategies.

Why is having an effective recruitment strategy important?

If you want to improve your success in talent acquisition and establish a sustainable hiring process to ensure you attract and retain the best talent, developing an effective recruitment strategy is critical.

Our Salary Survey highlights the degree to which the priorities of candidates and their motivations for accepting a new role have changed in light of the pandemic. So, take some time to consider what will make your organisation an attractive employer. Will you offer competitive remuneration and benefits packages for example? Will you offer excellent career progression opportunities? Is your business environmentally and socially aware? Will you offer a pleasant working environment and encourage a healthy work life balance for your employees?

What to look for in London employment agencies

There are many agencies specialising in recruitment in London, so it can be hard to know which agency to work with. Look for a job agency that wants to get to know you and your company. A bespoke approach, adapted to your unique requirements, will serve you best when recruiting.

Leading job agencies will be able to assist you with every step of the hiring process. From writing job specifications to determining appropriate salaries to compiling the shortlist, your consultant will use their market insights, professional knowledge and intuition to guide the recruitment process.

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Are you hiring? Tiger can help! We have the expertise to find you the very best individuals. Request a call back here.

The post What can a recruitment agency do for your business? appeared first on Tiger Recruitment.

The performance review or appraisal is an essential part of any EA or PA job, providing an opportunity for both employee and employer to take stock, assess past performance and establish goals for the next quarter or six months. As an employee, it is your chance to take an active role in your career development, communicating what you’ve enjoyed, what you haven’t, where you’ve thrived and what challenges you’ve overcome. It’s also a chance to encourage a two-way dialogue, ensuring that you stay on track for progression.

For this reason, it’s vital to prepare accordingly. Here’s how.

1. Start preparing (very) early on

Preparation for your review shouldn’t start when you receive a calendar invite – it should start as soon as your last one finished. Each time you conquer a challenge, successfully complete a project, or find yourself struggling through a task, make a note in a Word document or on your phone. This way, when it comes to the actual review, you can look back at your peaks and troughs, providing a roadmap of where you’ve been and where you’d like to go.

Hopefully, you will have regular 1-2-1s with your line manager throughout the year, so you may have already covered achievements and challenges but keeping a consistent record will provide a useful overview come your annual review.

2. Collate resources

Your performance notes aren’t the only resources you should prepare. It’s worth digging up your job description and notes from your last appraisal, including goals, achievements and progression plans. These will provide a foundation for review and may even trigger discussions around additional responsibilities, new goals and potential for development.

If you are planning to ask for a pay rise, conduct research that will support your claim – what are the market salaries looking like at the moment? Is your salary on par with industry average or are you underpaid? Having this information in your back pocket will make negotiating that little easier.

3. Ask questions

Active engagement in your performance review means engaging in dialogue. Make sure you get the most out of it by preparing questions beforehand. This could range from broader, company-wide issues – where are the latest company goals? What is the expected growth of your team over the next 12 months? – to specific role queries, such as the timelines for discussed progression initiatives and potential for flexible working or other working arrangements.

4. Know what you want

No performance review should be completed without an end goal in mind – what do you actually want to get out of the process? Is it a chance to put your foot forward for a progression, or ask for help? Do you want a pay rise, or would you like to participate in external training? Entering into any discussion with an end goal in mind will make negotiations much easier and provide a guide should you end up off track.

5. Feed back to your manager

Performance reviews aren’t just for talking about your performance – it’s also an opportunity to deliver feedback to your manager about your partnership or the company as a whole. While it may seem trivial, especially in larger companies, you may not realise that a number of your colleagues are feeding back similar things, resulting in wider policy changes. This 360° feedback ensures that your relationship with your manager and larger team remains positive and that you have a voice in wider issues.

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Not enough progression in your role? Tiger can help you find your next PA job. Register today.

The post How to prepare for your performance review appeared first on Tiger Recruitment.

As it stands, 2019’s job market is full of uncertainty. With Brexit negotiations ongoing and the unemployment rate continuing to drop, knowing how to hire a personal assistant or other support staff can be confusing. In the latest episode of our podcast, Managing Director, Rebecca Siciliano, explains how companies can improve their chances of attracting and retaining talent.

Key findings

• It’s essential to work with your marketing teams – look at the content you’ve got out there and make sure that it’s attracting the type of talent you’re after
• Capture feedback from your current talent on what attracted them to the brand and what they love about working for you
• Embrace tech – have you considered using video? Is your website mobile-optimised? Is the candidate journey optimised?
• Social media goes both ways – while you may be looking at candidate profiles, candidates are now looking at your company profiles to see what it’s like to work with you
• Candidate communication is key. Don’t forget to acknowledge applications – even if it’s an automated response
• Manage expectations – establish the interview process early and keep candidates engaged at every turn. Make sure they know what to expect
• Educate your hiring managers in terms of availability – it’s important to streamline hiring processes as candidates are moving quickly
• Candidates want flexibility – it’s going to be a norm, not a benefit
• If new to your business, introduce flexible working gradually and monitor the results
• Candidates are moving for a 8-10% salary increase. If an increase isn’t within your remit, could your benefits stand out to candidates instead?

The post Podcast: Hiring in Uncertain Times appeared first on Tiger Recruitment.

Having matched thousands of executive assistants with employers of choice over the years, we have a thorough understanding of just what it takes to become a high-performing administrative professional. We’ve been lucky enough to meet some of the best PAs and EAs in their field and, as such, have a unique insight into the skills required to support established corporate and private leaders.

While the responsibilities within an PA or EA job will vary based on the requirements of the role, there are some common threads that high-performing professionals all share. If you are looking to take the next step in your career, it’s worth considering how you can develop these within your current role.

People management

All top-performing PAs and EAs are required to manage a team. From other support staff to private household employees, you will need to be able to supervise and collaborate with people at all levels, exhibiting exceptionally high levels of integrity, patience and understanding. You’ll also need to be exceptionally organised and be open to providing advice and assistance when required. If you don’t have any management experience as yet, it’s best to start small – is there a junior you could mentor?

Recruitment

People management and recruitment often go hand in hand, so it’s not unusual for top executive assistants to do both! With a unique understanding of the principal and their requirements, as well as a knowledge of the wider team, an EA or PA is perfectly placed to assist with hiring administrative staff within a business or household.

This includes engaging an agency or placing a job advertisement, screening applications, organising interviews, providing feedback, issuing contracts and organising aspects like start dates. You may also be required to oversee initial training, schedule working hours and facilitate holiday allowances.

If you are looking to add recruitment to your skillset, why not chat to your HR function? They will no doubt have some key pieces of advice that you can deploy moving forward. Should they be hiring within your team, it may also be worth volunteering to review CVs or be part of the interview process.

Complex travel management

While most PAs and EAs will complete travel planning as part of their role, more senior EAs will generally be accustomed to quite complex itineraries. From multiple time zones and complicated meeting schedules, to visas, ground transportation, currencies and tickets, being able to confidently organise and oversee this on behalf of an individual and family is a key skill that leaders look for.

Demonstrating an understanding of what is likely to go wrong, and developing contingency plans should issues arise, is also favourable, as it demonstrates a capacity to react quickly and calmly in the case of delays or other issues.

To build your travel planning skills, do some research! Familiarise yourself with visa requirements of commonly-visited countries, research ground transportation suppliers and make sure you understand the time zones of different regions. It’s also worth asking other colleagues if they have any tips or tricks that you could adopt.

Projects

One huge part of any meaty EA or PA job is taking on projects. The scope of each project will vary depending on the role, but could range from compiling databases, managing real estate and organising events, through to contract negotiations and sourcing luxury gifts. There is plenty of scope for executive assistants to enhance their project management skills, and volunteering to oversee small projects in your current role is a great place to start. Is there an event coming up that you could assist with, or research that your principal could benefit from for an upcoming meeting?

Strategy and gatekeeping

The finest executive assistants take on a gatekeeper position, deputising for their principal when needed. They are comfortable making decisions on their behalf, delegating work, hosting meetings and implementing requests. Depending on the working environment, they may also act in an advisory capacity, liaising with senior-level management on strategic issues across multiple elements of the business. This is where pure experience comes into play. The more exposure you have to your principal’s decision-making processes, working style and knowledge, the more comfortable you will be in representing them. Therefore, be sure to observe, listen and ask questions wherever possible – the more you know, the better!

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To find your next PA or EA job, apply here or submit your details.

The post Five skills needed for high-performing EA jobs appeared first on Tiger Recruitment.

The process of hiring the perfect person for any job is daunting. Using a recruitment company like Tiger makes the process a lot easier, as we have years of experience submitting fantastic candidates to high profile clients. However, even with the best of the best lined up outside the interview room ready to impress, you need to ask the right questions. When an EA is the right hand of your most senior executives, it goes without saying that this process is of the utmost importance when hiring an executive assistant. Here are five questions that you must ask when you’re interviewing your next EA.

1. What skills do you believe are important for being successful in this role?
This question is used to determine if the candidate has the same idea of this role as you do. If the interviewee mentions things such as good communication, the ability to manage a team and adapt to any situation, they will likely have a good understanding of the role. This position goes beyond just scheduling appointments, so you want someone who can anticipate the principal’s thoughts and who won’t be thrown by an unprecedented situation.

2. How do you anticipate the needs of an executive?
This is something that all top EAs should be able to do efficiently. Sure, it’ll take a little while for someone to know your work style and way of thinking, but you want to know the person you’re hiring has the capacity to get to that level. Listen for examples of where they have used their initiative to aid their executive team in the past. You’ll also be able to gauge a little about their working style through this question, so make sure it will work well with you own.

3. How do you prioritise your tasks when you have multiple urgent deadlines?
As the top person of all your secretarial staff, this question is extremely important for an EA because they will have to deal with anything that’s thrown at them. Not only will they have their own day-to-day tasks, but they will be the first person you turn to when you need something taken care of urgently. Listen closely to how they answer, as you want to hear that they can complete tasks under pressure and manage their time effectively.

4. If the CEO gave you confidential information, what would you do if another executive asked you about it directly?
The ability to have discretion within their role cannot be understated for any executive PA. Imagine you’ve just agreed on a merger with another company, but you haven’t made the news public just yet. Your EA is across the situation because they’ve been the one in the office with you, helping to finalise the details. That information is priceless, so you need to be able to trust them implicitly. The response a candidate gives to this question may turn them from potential employee to someone who isn’t suitable for the role. Look for those who will politely but firmly explain that they don’t have the permission to share information to everyone else who asks it of them.

5. How do you deal with an angry or irate person demanding to speak to one of your executives?
You may or may not be aware that your executive assistant will be the one who screens every incoming request to the principal. Depending on their position, an EA may politely decline many requests over the course of one day, and not all of them will go down without a fight. You need a person who can diffuse conflict before it builds into something more. Look for someone who has had experience with a similar situation and ask them to give you a specific example of how they dealt with it.

If you’re looking for an executive assistant or other secretarial staff, Tiger can help with all your temporary and permanent staffing needs. Get in touch with us today.

The post Five Questions to Ask When Hiring an EA appeared first on Tiger Recruitment.

Thirty years ago, a typical job for Angus Knowles-Cutler would be to look at the financial performance of the top 50 British companies over the last three years. To do this, he’d pop down to a library, pull out a couple of microfiche and spend the next 12 hours looking through a viewfinder to review the data. He would write the numbers into a big ledger and complete calculations via calculator. That evening, he’d prepare overhead slides of the data using acetane, cutting up cellophone to create graphs. It was a 12-hour task.

Five years ago, now Vice Chairman and Managing Partner at Deloitte’s London office, Angus asked his graduate colleague to do the exact same task. It took her 40 minutes.

It is examples like these that demonstrate just how far we’ve come in the modern world of work. However, with an increase in technological development and an ever-evolving shift in attitudes to the office space, the future of work is set to transform at an even faster speed. So what can we expect from the workplace in 30 years’ time?

Tech takes charge

The largest, and arguably most pertinent changes, arise from the impact of technology. The transformation can be broken into two parts: widespread industry changes and shifts within individual roles. Angus has dedicated much of his recent research into the medium and long-term impact of technology and automation on London’s employment market.

“All jobs are fundamentally changing. No jobs are immune from change, whether they are jobs that are generally considered to be lower-skilled, or higher-skilled.”

“Any job which has high human content will continue to grow – and jobs which machines can increasingly do, especially as things become more clever through AI and advanced robotics, will continue to be replaced.” he continues.

This means industries like manufacturing, retail, transport and increasingly, call centres, are losing traditional jobs at huge rates, with other sectors are transforming based on business needs. For example, in retail, where 300,000 in-store jobs have disappeared in the last 15 years due to online shopping, there is a renewed emphasis on customer service and assistance, rather than direct sales. In manufacturing, it is less about oiling or greasing a machine and more about robotics and supply chain project management.

Macro to micro

While particular sectors are experiencing seismic shifts, others are going through smaller, task-specific changes.

“Often when people think about automation, robotics and tech in the workplace, they see it as binary – so it’s either a human does a job or a machine does a job. The reality is, when you look at the real world, it’s more subtle than that,” says Angus.

“It’s actually tasks within jobs. If you have 15 tasks in the day, machines are replacing the more mundane, rote tasks, leaving the human to do the more creative, human types of tasks so it’s not a binary replacement one for the other, it’s actually technology augmenting the human.” he explains.

With this in mind, both individuals and businesses will stand out from the crowd by emphasising their ‘human’ elements: “Technology, when it’s working well and well-deployed, is actually making humans more effective at what humans do best,” Angus continues.

“We’re good at creativity, we’re good at complex problem solving, and we’re good at dealing with other humans. All the research I’ve done indicates that in the future, we will need the three Cs – creativity, collaboration and critical thinking.”

The death of the office

Technology will also change where we work. Dr Nicola Millard, Head of Customer Insights and Futures at BT, notes that a movement towards on-the-go working will make work-specific physical spaces irrelevant: “As tech continues to shrink, employees of the future will become ‘shoulder-bag workers’, with their entire office fitting into a small bag,” she says.

“We’re seeing the death of the desk, with many asking why we need a desk. It’s generally a place of distraction, so now we need to start thinking about choices in the way we work, designing offices for agility.”

However, this doesn’t mean offices are completely dead. “It’s a bit of a collaboration conundrum – we need to allow people to work anytime, anywhere, but also bring them together in a way,” Nicola says.

Therefore, shared spaces like co-working offices, cafes and hotel lobbies will be more popular, allowing a diverse set of people to communicate and collaborate.

Angus agrees, noting that Deloitte’s recent experiences in London have shown that these types of spaces, which Nicola calls ‘coffices’, are essential: “Collaborative space, especially for start-ups, is in short supply and we clearly understand we need more of it. Space where people can work together and go and have a coffee in the same space with the people next door that are working on quite a different start-up, but sharing common experiences seems to be a common thing.”

More broadly, the move to these types of spaces indicates the need to develop skills around digital teamwork: “It’s about people being able to work together digitally in a collaborative way. So it might be working with teams of people who are all around the world but you’re still working in a collaborative way, but in a digital world instead of a physical world with other people,” says Angus.

Moving forward

For Nicola, it’s using the opportunities that technology presents to reinvent the wheel, instead of digitising analogue processes.

“If you have a bad process in the first place, you’ll end up with a bad result. So businesses need to look at reinvention, asking what they want to do, what talent they want and how they attract them,” she says.

“Ultimately, digitisation is about productivity, so businesses need to ensure they are using the technology in the right way to improve employee productivity, instead of hindering it.”

For Angus, future-proofed businesses are those who look beyond the next 12 months: “One of the big issues is most businesses are quite good at knowing what kind of people they need and what spaces they need in the next year or two. Forcing yourself to look 10-15 years down the road is much more difficult but really important,” he says.

“Long-range workforce planning often falls to the HR team and that’s fine if it’s a year or two out but for 10-15 years down the track, you need to engage the most senior people in your business. It’s a much broader decision that just HR.”

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This piece is the sixth in the series: ‘Make your working life exceptional: a guide to creating a better workplace.’ Read part one about mental health, part two about flexible working, part three about workplace design, part four about diversity and part five about employee engagement.

Second photo credit: WeWork

The post Collaboration and critical thinking: how technology is affecting the future of work appeared first on Tiger Recruitment.

Free online courses for furloughed workers

The coronavirus pandemic has brought with it many challenges for businesses, including a pause on a number of regular business activities. To help, the government created the Coronavirus Job Retention Scheme to help employers furlough employees. This has resulted in many employees in business support roles finding themselves on furlough (paid leave) for the first time.

If you’re in this position and find yourself at home with a lot more time on your hands, why not take a free online course? We’ve put together five of the best free online courses for furloughed workers.

The Skills Toolkit

https://theskillstoolkit.campaign.gov.uk/

The government has launched the Skills Toolkit site in response to the current crisis. It features a range of free online courses from leading providers like Open University and FutureLearn, complete with certificates, that UK workers can take to improve skills.

Digital and numeracy skills are the main focus for these courses, which are grouped into beginner, intermediate and advanced levels. Developing these skills is a great way to boost your CV, as many support roles – from administrator through to personal assistant jobs, require these skills.

Inbound Marketing

https://academy.hubspot.com/courses/inbound-marketing

Hubspot Academy is offering this free certification course to help you acquire inbound marketing skills. Covering everything from blogs and social media to developing the buyer’s journey, it’s a complete course for someone interested in honing their entrepreneurial skills.

Many businesses use inbound marketing to attract new customers, and this one is a straightforward course with short video lectures and a final exam. Many employers will see this marketing and business knowledge as an asset, especially those working in growing companies. Learning the business terminology taught in this course will also boost your interview skills.

Social media strategy

www.alison.com/course/social-media-strategy-for-small-businesses

Social media has become a crucial skill for many jobs, especially those working in SMEs where there’s a greater likelihood of working across different divisions. By including this course on your CV and demonstrating knowledge of the field at interview, you’ll pave the way for standing out from the crowd.

Alison is offering its social media strategy program as a free online course during the coronavirus pandemic. The best thing? It only requires two-three hours to complete in full. That said, keep in mind that while the course is free, you do have to pay for the diploma at the end.

Business Management

www.oxfordhomestudy.com/courses/business-studies-online/free-business-course-online

The Oxford Home Study Centre offers a variety of business courses online, with this free program designed to help you take the first step into business management. Whether you’re interested in taking your career to the next level, or want to explore a completely different opportunity, this free business management course is a great start.

The course covers everything from human resource management to marketing fundamentals, so taking the time to complete it will demonstrate you’re determined to keep developing your skills and have the ambition to learn something new.

Meditation

www.headspace.com/covid-19

It doesn’t just have to be about CV-building skills during this time of crisis – you can use the time to improve your mental health too. The stress of the unknown, as well as finding yourself on furlough unexpectedly, might be negatively impacting your mental health. If you find you’re experiencing an increased level of anxiety, meditation is a great way to stay calm and check in with your mind.

Headspace has a considerable choice of guided meditation and practices to handle stress. Right now, they’re offering a number of these mini-courses for free to help you through the COVID-19 pandemic.

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Ultimately, there are hundreds of online courses for workers that will help you make the most of any free time you have, as well as contribute to your career progression in the future. So, if you have the time, make the most of it and start learning!

If you’re currently looking for a new role or need help finding the right candidate to fill a position, Tiger Recruitment can help. Contact us today to find out more.

The post Five of the best free online courses to complete during the pandemic appeared first on Tiger Recruitment.

The role of personal assistant is a demanding one. It requires a PA to match the pace and rhythms of their manager’s day-to-day schedule, while also staying several steps ahead of them. To achieve this balancing act, we generally find that PAs need some key character traits.

Communication

Strong written and verbal communication is crucial for a PA. Everyone has their preferred form – email, text, phone call, face-to-face – even when dealing with a largely uncommunicative manager. No matter the manager’s preference, a PA must ensure that they are relaying all information back to them.

Some executives prefer for their PAs to attend all meetings with them. If this is the case, it’s crucial for the PA to make thorough notes to discuss post-meeting. They will then be able to pull them apart and prioritise action points. If it’s a virtual meeting, the advantage is that a PA will be able to record it to refer to afterwards.

If a PA does not attend meetings with their boss, it’s best practice to sit down together afterwards to discuss everything that has been touched on.

A PA will also often represent their boss to key stakeholders or be required to ‘gatekeep’. For this reason, we typically look for a PA’s communication style to be diplomatic, discrete, and for them to remain calm in the face of high pressure.

Example interview questions around communication:

1. Can you give us an example of a time when you had to relay complex information to someone in simple language, and how you achieved it?
2. How would you approach a conversation with a frustrated colleague or client on behalf of your manager?

Resilience

A resilient PA will quickly become an invaluable support to their team. Most of us, at one time or another in our careers, will occasionally be presented with the challenge of dealing with tricky situations and people. These might be clients, managers, time-sensitive projects or make-or-break presentations. PAs, however, see all of these regularly.

Not taking things personally is key, quite simply because they’re so frequently in high-pressure situations and more often than not (rightly or wrongly), on the receiving end of a frustrated individual or team.

Example interview questions around resilience:

1. How do you manage your stress levels in high-pressure situations?
2. Can you give an example of a time when you have juggled multiple deadlines?

Efficiency

It goes without saying that a great PA must be organised! They will implement organisational structures into their work and stick to them. By keeping their work life neat and tidy, a great PA will maintain a clear head and be ready for all situations.

Email management often plays an important role in a PA’s typical day: by organising all their emails into set folders, they can be broken down by sender or task and stored in each folder. Alternatively, there are apps to help automate inbox and diary management, ensuring that all emails are on hand when they are needed.

It goes without saying that every PA monitors their to-do list with pinpoint accuracy. Every time a new task comes up, PAs should think about its priority within their workload, then place it accordingly in the list. This reduces the chances of forgetting something and will help with time management.

Taking on the most difficult and time-consuming tasks at the beginning of the day minimises stress levels and maximises the standard of work.

Example interview questions about efficiency:

1. How do you organise your workload?
2. Tell us about a time you improved the efficiency of processes at work, and the results.

Proactivity

If nothing else, a PA must be proactive. It’s vital that they can stay ahead of their manager, regardless of the situation. This often means reviewing the meetings their manager has at the beginning of the week, and ensuring that all requirements, such as travel, agenda and rooms, are considered ahead of time.

There may be a time when a manager is out of the office or away on annual leave, leaving the PA to manage their affairs. As the first point of contact for clients and contacts, they will need to maintain high levels of professionalism to ensure that they are acting exactly as their boss would do in each situation.

Example interview questions about proactivity:

1. Can you give us an example of when you foresaw a potential issue and were able to avoid it ahead of time?
2. What methods do you use to stay on top of upcoming deadlines and events?

Positive attitude

Not only can the PA role be incredibly stressful at times, but a busy team will look to their PA as a constant. So, a successful PA must be able to approach every situation with optimism, working logically through each problem to find a solution. By keeping calm and staying upbeat, they will be able to complete tasks to a higher standard.

A PA is often required to represent their manager and company either on the telephone, via email, or face to face. Therefore, they need to be comfortable engaging in small talk and networking, always remaining polite and courteous. A PA will also be expected to stay positive and have that can-do attitude at all times, as this will play a huge part in staff morale.

Examples interview questions:

1. Describe a time when you faced a setback. How did you address and move past it?
2. Describe a challenge you’re most proud of overcoming?

Self-motivation

Personal assistants work with time-stretched senior managers, so cannot expect praise every time they complete a task on their to-do list. Self-motivation is therefore key to PAs being able to progress with their workload.

The most effective PAs will set themselves goals for the working day, aiming to complete a certain number of tasks on the list before taking the next coffee break. Working hard may look like it is going unrecognised, but it is always noticed.

Examples interview questions:

1. What do you do to get yourself into a work mindset after a break?
2. Describe a time when you set a challenging goal for yourself. How did you stay motivated to achieve it, and what were the outcomes?

Discretion

Discretion is one of the most important behaviours of a personal assistant, particularly private PAs. They will be exposed to a myriad of personal and professional confidences as a PA, and this unique characteristic will see the best assistants go far in their careers. A gossip might find their credibility is tarnished early on, while those who understand confidentiality will shortly prove themselves to be indispensable.

Example interview questions:

1. In what ways have you maintained confidentiality while working in a team environment, and how do you ensure that information remains secure and protected?
2. How would you handle a situation in which you discover a colleague’s confidential documents left behind in the office?

Learn more about how to become a personal assistant.

Looking to hire a PA? Read our guide to hiring a PA, and get in touch with your requirements.

Looking for a PA job? Tiger Recruitment can help. Submit your details or see our available jobs now.

The post The seven traits of a successful PA appeared first on Tiger Recruitment.

Updated 19th March 2021

Along with eating, hydration and keeping active, sleep is one of the integral pillars of wellbeing. A bad night’s sleep can result in memory problems, mood changes, memory problems, a weakened immunity system, increased risk of diabetes and heart disease, memory problems, weight gain and affected balance and co-ordination.

In fact, such is the effect of sleep deprivation, that it costs the UK economy £40 billion a year [1]. Tired employees are less productive – or not at work at all – with research showing that those who don’t get a proper night’s sleep aren’t able to make accurate judgements, are often irritable, struggle with creative thinking and communication, and often late to work.

Sealy’s Worldwide Sleep Census in 2019 revealed that 70% of employees felt they could function better at work if they slept better, while 77% believed they didn’t get the rest time needed to feel healthy and happy [2]. Most worryingly, 11% of workers reported a recent accident at work, due to feeling tired.

Despite these overwhelming statistics, sleep is often overlooked in benefit strategies, even those with a wellness focus. In response to this, business-led membership organisation Business in the Community (BITC) has partnered with Public Health England to create Sleep and Recovery, a toolkit that “provides practical information for all employers on how you can create an environment where employees understand the importance of sleep and recovery and are able to make healthier choices at work and at home”.

The toolkit, available for all businesses on BITC’s website[1], notes that there is plenty employers can do to support employees who may be feeling sleep-deprived, in association with a wider health and wellbeing strategy.

Here are just five ways to do so:

1. Conduct a sleep audit, or encourage employees to self-assess

It’s impossible to measure success without benchmarks. Encourage employees to complete a self-assessment of their sleeping habits, or design one yourself. Once you have an idea of the current situation, you can start to create bespoke policies that suit the needs of your employees. As part of the process, consult your employees about the support they would ideally like.

2. Workspace design

Natural light, temperature, ventilation and humidity are all important factors in maintaining a comfortable working environment – and can affect how employees rest at night. If in the office, make sure all these elements are all at the right level and if not, consider investing in tools like daylight simulator lamps and fans. Creating break-out spaces, where employees can take a moment away from their screens can also prove helpful. If your team works remotely, provide information on how they can best set up their WFH space to ensure their workspaces are as comfortable as possible.

If within capacity, encourage employees to take meetings outside, either with a walk, lunch or just a different environment – this can provide a good break and allow additional exposure to sunshine, which helps establish natural rhythms.

3. Establish and implement training programmes

If you have resources for healthy eating, exercise, mindfulness and general productivity, consider adding sleep management to the list. Arm your employees with knowledge about what causes sleeplessness, small actions they can take to encourage a good night’s sleep and what resources are available should they continue to struggle, like sleep diaries or apps. For example, if any employees have work computers, encourage them to install an app like f.lux [3], which makes the colour of the display adapt to the time of the day.

Furthermore, encourage and empower line managers to open a dialogue with employees about any struggles with sleep, ensuring problems are spotted early and can be addressed as soon as possible.

4. Encourage time off from emails and long hours

While being on call 24/7 and long hours are part and parcel with some industries, where possible, consider imposing blackout times on work emails, allowing employees to truly shut off. In the same vein, if your workplace has a culture of long hours, imposing restrictions on how long employees are at work could help encourage better sleep practices outside of the workplaces – for example, suggesting that employees stay out of the office from 8pm on Friday to 6am on Monday. If employees feel like they have too much work to do, perhaps it’s time to re-assess their workload.

5. Offer incentives for healthy behaviours

Sleep is intrinsically linked to other pillars of wellbeing, so any incentives that address these issues will also inadvertently assist in encouraging healthy sleep behaviours. Initiatives like a cycle-to-work scheme, flexitime, additional leave for staying active and mandatory annual leave can help in the long run.

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Is it time to expand your team with a freelance HR consultant or other HR staff? Get in touch with Tiger today to see how we can help with your staffing requirements.

1. https://wellbeing.bitc.org.uk/all-resources/toolkits/sleep-and-recovery-toolkit
2. http://www.sleep-census.com/

3. https://justgetflux.com/

The post Why you need to integrate sleep into your people strategy appeared first on Tiger Recruitment.

In the job hunt process, there’s no doubting practice makes perfect. So, no matter how many job interviews you’ve attended (both virtually and in-person), it’s always worth considering how you can improve and what you can do better in the future. Make sure your skills are to scratch with the following interview tips:

Preparation

Research the company and your interviewer in order to gain a solid understanding of the business. It’s important to take note of their history, current offering, key staff, structure and company values.

If the interview is in person, know where you are going, how to get there and how long it will take for you to reach the location. Plan to arrive 10 minutes early, as arriving late for an interview is not the best first impression. If your interview is via vide, ensure you have all the information you need to be able to log in a few minutes early. If you are unexpectedly running late, call your consultant as soon as you realise, who can then inform the company and manage expectations.

Dress code

Dress appropriately. It is important that look the part and are dressed in a way

that reflects the potential workplace. This doesn’t necessarily mean suited and booted, but neatly presented.

On arrival

If the interview is face-to-face:

• Make sure your mobile phone is switched off. You do not want your interview being disturbed by texts or phone calls.
• Your interview begins the moment you walk into a building, so it’s important to greet the receptionist or assistant with respect. They will report back to the interviewer if you are rude. Every impression should be a good one.
• If coffee is a necessary part of the day, make sure you remove the evidence before walking into the building – walking in with an empty coffee cup doesn’t give off the best look.

Body Language

• Maintain good eye contact. This shows that you are attentive and interested.
• Sit up straight. Slouching can give off signals of laziness and a lack of awareness.
• Try not to use too many hand gestures. This can distract from the content of what you are saying.
• If there is more than one interviewer, make sure you address both people, regardless of who asked the question.

Keep in mind that your body language is also important if you’re video interviewing. Try to look at the interviewers’ face, rather than your own. If it’s difficult, cover your own video up with a piece of paper, or minimise it so it won’t be such a distraction!

During the interview

• Speak confidently. Being softly spoken can give the impression of lack of self-assurance.
• Avoid using slang and pause words such as “like”, “um” and “err”.
• Show enthusiasm for the position without sounding desperate for employment. This is where your prior research can come in handy.
• Always tell the truth. Make sure that your answers come across in a factual and sincere fashion. The employer will find out about any lies on your CV or in your answers to their questions when they take up references and check your records.
• When answering questions, don’t just reply with a no or yes response. Expand on your answer and ensure that you showcase your skills and talents. Be sure to have examples.
• An interview is not the appropriate time to discuss salary, holiday or benefits. This is only to be discussed when being offered the position. Negotiations can be made in appropriate situations.
• Ask questions. It will show interest in the business and help you in your decision process if given the opportunity to join their team or progress to the next interviewing stage. Asking questions will allow you to gain a deeper understanding of the business and who you would be working with and for.
• Value-alignment is such an important part when looking for a job, so make sure you let the interviewer know about your personal values, and how they relate to those of the company.
• Remember that the interview isn’t just for them to evaluate you. It gives you the opportunity to evaluate them as well and gain a solid idea of the company and team.

After the interview

Call your consultant to let them know your feedback from the interview. If you have the details of the hiring manager or interviewee, follow up with a thank you note.

If you would like training on your interviewing technique, please get in touch with your consultant.

The post Improving your interviewing technique appeared first on Tiger Recruitment.

As a personal assistant, to say you complete a plethora of different tasks would be an understatement. While it may seem overwhelming at times, technology can help to complete some of these tasks quickly and efficiently. From managing diaries to arranging events and transport, embracing new technology can serve to increase productivity and reduce errors. As one of the leading job agencies in London, we’ve put together three technology trends and tools to help you in your day-to-day working life.

Artificial Intelligence (AI)

Certain tasks can be repetitive and time-consuming. By using specific AI technologies, however, you can reduce how much time is spent on these, enabling you to focus on more strategic tasks. Using AI can also help to reduce the risk of human error, such as double-booking meetings or buying plane tickets on the wrong day. Technologies like x.ai, for example, can schedule multiple calendars and coordinate optimal times for meetings for you[1]. The software responds to meeting requests via email and suggests times that suit all participants based on time zones, time between meetings and your principal’s desired meeting time.

In a trend report conducted by Advanced[2] in 2019, 34% of administrative professionals stated that they have some exposure to AI technologies on a daily basis (up from 26% in 2018), thus proving it’s becoming more popular.

Specialised cloud software

Specialised cloud software offers a number of benefits and is generally easy to use, with one benefit being increased flexibility. As a PA with a busy schedule, cloud software allows you to access your files from anywhere in the world.

Cloud software is also better for the environment compared to a paper-based system[3]. Where you may have previously churned through hundreds of sheets of paper a week when reporting, managing expenses or arranging travel, using cloud software can minimise this. This could be using something as simple as Google Drive, or a more specialised system like Workday (finance) or Splunk (IT).

Collaboration software

If you’re in a PA job in London, good communication is essential. You’re required to liaise with a number of different people internally and externally, so using collaborative applications and software could make your job significantly easier. Applications such as Slack[4] allow you to share files and receive responses from colleagues instantly. Individual or group conversations are possible – and everything is searchable in Slack so you can quickly catch up on past conversations.

As you can see from the above list, embracing technology when completing your daily tasks may prove to be extremely beneficial for your overall productivity. It will also free up your time to work on tasks that require a human touch, like managing an office move, or communicating with your principal’s clients.

Written by Beckie Jordan for Advanced

Looking to Hire a PA?

Tiger Recruitment is here to assist. We specialise in matching individuals and businesses with the perfect PA to meet your unique needs. Our team is here to guide you through the process, ensuring you find the right fit for your lifestyle and business. Read our ultimate guide to hiring a PA and get in touch to start the hiring process.

[1] https://x.ai/how-it-works/

[2] https://www.oneadvanced.com/trends-report/

[3] https://www.techrepublic.com/article/going-green-10-ways-to-make-your-office-more-eco-friendly-and-efficient/

[4] https://slack.com/intl/en-gb/

The post The top technology trends for PAs appeared first on Tiger Recruitment.

Updated 12/6/2020

New research, commissioned by Tiger Recruitment, has confirmed what we’ve known for a long time – for 73% of UK bosses, personal assistants are essential in helping to improve their mental wellbeing and reduce stress.

Since our establishment in 2001, we have become the go-to agency for permanent PA recruitment and have endeavoured to match outstanding personal assistants with employers of choice in London and further afield. We’ve recognised the importance of the PA role and the impact that a great PA can have on an executive’s professional and personal life.

In October 2018, we surveyed 600 senior managers, directors and owners of businesses across the UK, 300 of whom had a PA and 300 didn’t. Spread across a variety of industries, including financial services, IT, legal, retail, sales and healthcare, these leaders worked in companies ranging from under 10 to 250+ employees. The results revealed just how important support staff are to senior decision makers, regardless of industry or size.

There’s no doubting a fantastic PA or EA can significantly change an executive’s lifestyle. Receiving additional support, whether that’s diary management or acting as a gatekeeper, frees up senior leaders to focus on other things, allowing an innovative and creative approach to business matters.

Within the research, we also found that male and female bosses work differently with their PAs. In fact, 29% of interviewed female executives found having a PA improved their wellbeing, compared to 20% of men.

Key findings

• Three quarters (73%) of UK bosses say personal assistants improve mental wellbeing and reduce stress
• Leaders without PAs work on average 22 hours more each month than those who are supported by an assistant – this equates to as many as 34 days per year
• Over a quarter of bosses (28%) say their business doesn’t have enough PAs, while nearly one in five (18%) say their business doesn’t invest in PAs at all
• A third (33%) of those who don’t have a PA believe they would be more successful if they had one
• 30% of male bosses have a male PA, compared to 8% of female bosses
• Female bosses are more likely to hire a PA earlier in their career – 22% say they did within a year, while 31% hired a PA within 1-2 years. Just 15% of men hired a PA within the first year, while 16% hired within the first 1-2 years.
• 10% of female bosses spend 41-50 hours with their PA week to week, while just 4% of male bosses do the same.
• 21% of female bosses say their PA saves them between 10-30 hours a week, while 16% of male bosses say the same.

For those that had a PA, they named several key advantages, including having more time to reflect and think (45%), screening calls and unnecessary interruption (37%), being able to eat well (36%), time to exercise (26%), keeping up with life admin (24%) and more time to spend with family (23%).

The large percentage (62%) who cited being able to maintain their own health and wellness as a benefit of employing a PA is indicative of the general movement towards an emphasis of workplace wellbeing and work-life blend. Having a PA frees up executives of administrative tasks, allowing them to focus on their lifestyle and by extension, their mental health.

Below is an infographic to help highlight some of these results.

Look after your leaders

Mental health continues to be a huge issue for businesses across the UK, costing the economy over £35 billion last year. More specifically, recent research from Bupa found that more than six in 10 senior business leaders have suffered from mental health conditions, including anxiety, depression and stress. Therefore, any initiative that has been shown to successfully reduce the occurrence negative mental health should be embraced by businesses. Receiving administrative support in the form of a PA or EA could go a long way to ensure senior executives can remain at the top of their game.

Bosses should use their PAs as effectively as possible

When recruiting a PA, an employer should think about the scope of responsibility they could pass on, like a project or monitoring an email inbox. By taking the time to assess how they are spending their days, it will give them a framework from which they can allocate their tasks.

Should you need administrative support in the form of a PA, EA or secretarial recruitment, get in touch with Tiger today!

The post Tiger research reveals PAs improve leaders’ mental wellbeing and reduce stress appeared first on Tiger Recruitment.

It has long been known that regular exercise is important for improving physical health, but did you know it can also boost your brain power? A recent study by the Mayo Clinic[1] shows the link between cardiorespiratory fitness and brain health. The study demonstrates that the more you exercise, the greater your ability for oxygen to enter your body, which promotes more grey matter. Essentially, you can increase your memory and perform better mentally when you exercise regularly.

This all confirms what onsite fitness class company, Box Mind[2], has seen happening through their workplace programs for the past two years. Regular exercise at work (or at home if you’re working remotely) also increases team moral, productivity and overall company culture.

Issues relating to stress, injuries, illnesses and employee disengagement in the office are estimated to cost the global economy 10–15% of economic output every year[3]. So, by tackling the problem at the source, you can create real change by investing in the health of your workforce. By encouraging your employees to exercise regularly, you can also help to improve their brain function while working.

The benefits of exercise

When you encourage your employees to exercise, you’ll reap these benefits:

• Enhanced confidence, assertiveness and self-efficacy to help them ask for what they need, make sound decisions and execute tasks with vigour
• Increased positive mood states which drastically affect their daily life and the lives of those around them
• Improved memory, greater perception and less confusion
• Decreased anxiety and depression
• Decreased anger, reduced tension and an improved ability to cope with stress

How much exercise is required to improve?

Harvard Medical School states that participating in physical activity for one hour, twice a week is enough to significantly reduce insulin resistance and cellular inflammation. It also stimulates the release of growth factors, which are chemicals in the brain that affect the health of brain cells and the growth of new blood vessels.

How is this important for your employees?

Teams that communicate clearly have a greater ability to evolve and adapt to new challenges. Adaptable teams are made up of more confident, self-aware individuals who perform to a consistently higher level, which in turn improves team dynamics and profitability. Exercise also improves the mental health of your employees, which will in turn improve their productivity and happiness when working.

Options to encourage employees to exercise

The key thing when encouraging your employees to exercise is proving you’re willing to invest in their physical wellbeing. This could range from offering exercise classes or creating an in-house wellness plan if they work in an office, or offering discounted gym memberships if they work remotely. These solutions can also reduce expenditure in areas like recruitment, team-building and absenteeism in the long term.

If your employees prefer to work out onsite during their lunchbreak, before or after work, Box Mind is an all-encompassing platform offering different classes by expert coaches in order to meet the scheduling and space demands of their clients. They also offer a two week complimentary trial[4], making it a great alternative for employees short on time.

Author: Sara Picken-Brown is a head coach for Box Mind

Tiger Recruitment is a leading secretarial agencies in London.

[1] https://newsnetwork.mayoclinic.org/discussion/keep-exercising-new-study-finds-its-good-for-your-brains-gray-matter/

[2] https://theboxmind.com/

[3] https://globalwellnessinstitute.org/press-room/statistics-and-facts/

[4] https://theboxmind.com/membership/

The post Why exercise is key to boosting brain performance while working appeared first on Tiger Recruitment.

If you’ve ever looked around your workplace and thought ‘I really don’t belong here’, it’s possible that you’ve experienced something called imposter syndrome. It first appeared in the 1970’s and is now a broad term to describe when both men and women don’t believe they’re worthy of their professional standing.

Carole Ann Rice, one of the UK’s leading confidence coaches, explains that, “feeling like an imposter stems from a lack of confidence in your abilities, which can make you feel like you don’t belong in the workplace next to your colleagues”. She goes on to explain that it might be more usual than most people think: “It’s a common feeling, and can manifest in a person becoming closed-off and unhappy at work, which may further isolate you from those you work with.”

For business support staff, regardless of whether you’re in a senior executive assistant job, a personal assistant job or you’re a part-time receptionist, this feeling may come from a lack of confidence in your abilities when you compare yourself to those you support. If you’re the only assistant in the office, this can exacerbate the feeling, as there isn’t anyone else in a similar role for you to turn to for reassurance. As confidence is really important in making you resilient in the face of challenges or unexpected issues from your principal (as well as ensuring you’re able to hold your own in this client-facing role), it’s a good idea to work on any negative feelings or self-doubt.

As Carole Ann describes, “working on your confidence through practical steps can be the key to breaking this vicious cycle”, so if you think you might be suffering from imposter syndrome, we’ve put together a few strategies to combat these negative thoughts.

Recognise the feeling

The first step to overcoming imposter syndrome is recognising that you’re experiencing it in the first place. If you’ve just started in a workplace, it’s completely normal to feel overwhelmed with the role. However, if those feelings turn from nervous jitters to serious self-doubt about your capabilities, it’s possible that you’ve moved into imposter syndrome territory.

Reframe your thoughts

The only difference between someone who experiences imposter syndrome and someone who doesn’t is the way they think about themselves. It has nothing to do with intelligence or ability! A great place to start is to analyse negative thoughts and actively try to turn them into a positive. Repeating a personal mantra is a great tool to changing your thought patterns too. By reiterating to yourself that you’re good enough, capable enough and smart enough to carry out your role successfully, you will inspire that belief in yourself and others. Thinking positively can help you out of any terrifying situation, whether it’s giving a presentation or networking with a room of strangers!

Don’t take criticism to heart

Try to view constructive criticism as a positive thing, rather than a reinforcement of your incompetence. For example, if your principal asks you to pay more attention to detail when booking meetings, don’t interpret this as them doubting your ability as an assistant. These conversations are all part of the learning process, which allow you to grow in the long term.

Ask for help if you need it

If you feel like you don’t deserve your role, you may find it impossible to ask for help when you need it. Being unsure at work will mean that your colleagues will surely find out you’re a fraud, right? Wrong! It’s so important to recognise that even the most capable people in the office will ask questions. Your co-workers will be grateful that you’ve clarified the issue, otherwise the misunderstanding may have become a problem in the future. In fact, your colleagues won’t even give it a second thought. Remember, putting in the time to improve your weakest skills or areas will play a significant role in your day-to-day confidence.

Fake it ‘til you make it

This is a tried and true piece of advice, for good reason! It’s amazing the power the brain has in tricking itself into feeling more confident when you need it most. For example, you can actively pretend to be a more confident version of yourself in a nerve-wracking situation. It may seem silly, but your illusion of confidence will put others’ minds at ease, and in turn, your own.

Work on your body language

It may seem silly, but practising a strong walk will help you feel confident and powerful as you go about your day. To start, look at yourself in front of a mirror, making sure your posture is straight, your head is up, and your shoulders back. Then, practise striding across the room with purpose. Walking into the office or meeting room with strong body language and a smile will not only give you a boost of confidence, but it will also make other people see you as someone they can trust to get the job done, creating a positive feedback loop.

Share your successes with others

Sometimes, there’s nothing better than the validation you receive from your co-workers and friends. By letting them know you recently accomplished something you’re proud of, they will likely join in congratulating you for an excellent effort. You will therefore feel so much more confident in completing your next tricky task with the support from those around you.

Confidence is key

Carole Ann explains that, “imposter syndrome is really self-doubt as you compare yourself unfavourably to others and feel you’re lacking. When you understand that most people feel this way, you can then trust your own unique skills and grow your confidence.” So, take comfort in the fact that you’re not the only one who feels this way! Instead, take advantage of the fact that no one has your individual skills and experience. Whether it’s your bubbly personality when talking to clients of your principal, your intuition when completing a coffee order, or your creativity when putting together new office processes, your uniqueness is what makes you an asset to the team.

At Tiger, we know just how much time and consideration has gone into the recruitment of business support staff, so believe us when we say that it wasn’t just good luck that landed you the role! You were most likely hired because you’re fully capable of completing the job, and should feel confident in your ability to do so.

Tiger publishes regular workplace insights to help you with every aspect of your work life. If you need help finding a job in London, submit your details online today to start your job search!

The post PAs and EAs, do you suffer from imposter syndrome in the workplace? appeared first on Tiger Recruitment.

When competing for your first graduate role, distinguishing yourself from your peers can be harder than first thought. If you are sitting at similar life stages to everyone else, how do you convince a potential employer that you’re the right person for the role?

It all comes down to planning – the quest to stand out from the crowd should begin long before the graduation ceremony. Small choices during your degree can make a big difference in the long run, making your job hunt a much easier process.

Here are five ways to increase your appeal to potential employers as a graduate:

1. Work experience
While getting good grades is important, having applicable work experience is arguably more attractive to employers. Whether you’ve been temping over summer, have completed an internship, are working one day a week in an office or have completed ad-hoc jobs in a corporate environment, this experience shows that you are familiar with office settings, have some basic training and can complete many of the tasks required of an entry-level position. It also shows that you have been exposed to the intricacies of workplace etiquette and understand unspoken rules, like how to address colleagues, turning up five minutes early and not packing up your desk before home time.

2. Extra-curriculars
If you haven’t had any professional experience, focus on your extra-curriculars. If you were a president of a committee or captain of a team, it shows that you have leadership abilities and work well in a team environment which are skills that are transferable to the workplace. Furthermore, if you volunteered regularly during your studies or took a year off to travel and work, emphasise this – it gives the employer confidence that you are comfortable in a range of situations, can deal with curveballs and are comfortable chatting to people from different backgrounds.

3. Personal profile
Use those few lines at the top of your CV to really show employers why they should hire you. Avoid words like ‘bubbly’, instead opting for strong adjectives like ‘enthusiastic’, ‘ambitious’ and ‘passionate’. Instead of just telling, show the employer that you’re aspirational, declaring why you want to work in their industry. If you’re submitting your CV to recruiters, consider explaining why you want a career in a corporate environment or why you want to work in a particular position.

4. Interview
Your CV might be out of this world, but if you don’t nail the interview, it’s all for waste. Make sure you’re dressed appropriately – jeans and trainers are out of the question. Open with a strong handshake and maintain even eye contact throughout your conversation; it will convey confidence and an air of gravitas (even if you are nervous on the inside!). Follow up the next day with a quick thank-you email – it may not be responded to, but it will definitely be noted.

5. Take the opportunity to grow
There’s a high chance that you may have to attend a couple of interviews before receiving an offer. Use these unsuccessful interviews to learn, taking every opportunity to pick up something new about your industry, interviewing style or approach to the job hunt. Whether it’s advice on how to format your CV (check out these graduate CV tips), how to frame your questions, when to arrive for your interview or your behaviour within the interview itself, everything you learn will be of value down the track.
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Looking for a new graduate role? Tiger can help! Get in touch today.

The post How to stand out from the crowd as a graduate appeared first on Tiger Recruitment.

From the outside, temping in London can appear to be a daunting experience. However, with advantages galore, it’s definitely a viable option for those starting out in the industry, in between jobs, or looking for a more flexible lifestyle.

We sat down with Ruth, one of our longstanding temps, to get the inside scoop on temping – why she chose to temp, what advantages she’s found and how she prepares for each assignment.

1. Can you provide a brief overview of your professional journey since leaving high school? How did you end up temping?

After leaving sixth form, I went to drama school, where the classes are really intense – and 40 hours a week! On the weekend, I continued to work on my craft (while also trying to recover!), so there was
no opportunity to take on paid work. After graduating, I worked in fashion retail between acting jobs and was very lucky to have incredibly supportive managers who let me work around auditions and performing – but it also gave me quite an unhealthy obsession with designer handbags! At the end of 2015 I was finishing a show with a particularly gruelling schedule and had three jobs booked for the next year, so I knew that my time in retail wasn’t going to be convenient for much longer. I was introduced to the idea of office temping through my boyfriend who works contracts in film and TV. He had a really positive experience with Tiger, so I wrote to his consultant Rosanna and never looked back!

2. Do you have any specialisms within business support temping?

Having lots of customer service experience through retail, I feel naturally drawn to front of house roles.

3. What are the advantages of temping for you?

It’s definitely flexibility. I often get offered permanent jobs on placements and I decline every time because you can’t put a price on how valuable it is to be flexible. When an audition comes in from my agent it can be very short notice so preparing can be a very stressful experience. When you add the angst of feeling that you are letting people down, it’s not a good spot to be in!
. In my profession, it’s also a good way to meet other actors – I have made some great connections through temp jobs.

4. How do you approach and prepare for a new temping assignment? Do you do any research, or have any rituals before starting?

Tiger is really good at sending through a detailed brief with the company website and contact information for who will be meeting you, so I always look forward to receiving that. Planning my journey is the second task and if I’ve not been to the area before, I check out where will be good to eat that day – you never know what office kitchen you’re going to be dealt so I always buy out on my first day at a new place.

5. As with every new workplace, learning about a company’s processes and procedures can take a while! Is there anything you do to make the transition as smooth as possible?

Don’t put pressure on yourself! It’s important to understand that it can take time and nobody is expecting you to walk in knowing their specific procedures – just have an open mind, a positive attitude and take notes. Don’t be afraid to ask as many questions as you need to! My main advice would be to just get stuck in straight away. Something all temps on reception seem to agree on is the relief of taking ‘the first phone call’; once that’s been dealt with, you feel ready to conquer the world.

6. Are there any skills that you have found particularly helpful when temping?

Most definitely. I’d say the most important is efficiency – if someone gives you a task, do it straight away. The sooner it’s done then it’s another thing you know how to do and it’s out of the way. Communication is also essential – it’s always better to have passed on too much information than not enough. If you already have computer skills then, of course, these are really handy but don’t fret if you don’t – I learnt most of mine on jobs just exploring different computer systems and getting to grips with different software.

7. Are there any challenges in temping?

Each placement has its own challenges, but it’s nothing that can’t be overcome. It makes sense that the more placements you do, the more at ease you feel with new challenges. In the wider picture, it can be difficult to juggle pursuing your main profession whilst committing to temp placements, but with organisation and perseverance with a new routine, it is possible to keep shaping your career whilst paying the bills!

8. In your opinion, what are the most important attributes of a temp?

Confidence, flexibility and positivity.

9. Do you have any advice for those looking to temp?

Don’t expect the agency to know your diary. There are a lot of people looking for work and you want your phone to be the one that rings, so it’s up to you to make sure they know you’re available. Oh, and keep your phone handy!

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Interested in temping? Tiger has plenty of temporary opportunities on offer. Get in touch today.

The post Live the life you love with temping: A candidate’s experience appeared first on Tiger Recruitment.

Deciding on your career path can be incredibly tricky for new graduates. With the world of work constantly changing and new roles popping up all the time in response, what you may have thought you wanted to do when you entered university may not exist when you finish!

Nowhere is this more obvious than in support. Secretarial jobs in London don’t look like they used to, while traditional support roles have expanded to include a diverse variety of responsibilities. Executive search is just one of the industries where this has happened, with plenty of opportunities for rewarding and challenging roles.

Have you ever considered executive search as a career pathway? The below infographic demonstrates just where it could take you.

Looking for a new role in executive search? Tiger can help! Get in touch today.

The post Executive search: A cheat sheet appeared first on Tiger Recruitment.

When it comes to finding a job in London, or further afield, soft skills are an essential weapon in a jobseeker’s arsenal. Referring to the non-technical abilities such as communication, problem solving skills and time management, soft skills are highly sought-after by employers and can often put candidates ahead of the competition.

Georgia Watkins, a senior temporary consultant in Tiger’s City office, explains why they are so important and how candidates can develop their skillset.

Looking for a new role where you can show off your soft skills? Get in touch today!

The post The importance of soft skills appeared first on Tiger Recruitment.

There is understandably a level of concern about what impact Britain exiting the EU will have on secretarial recruitment in London.

Key points:

1. Tiger Recruitment has seen an increase of 25% in new temp bookings in the first 6 months of 2016 compared to the corresponding months in 2015, despite the possibility of Britain leaving the EU.

2. In the last week, we have seen a further increase in demand for temporary staff in both our West End and City offices. It is highly likely that the temp market will continue to be the biggest beneficiary of a lack of clarity surrounding the implications of Brexit.

3. Tiger saw no increase in the number of new permanent jobs in the West End office in the first 6 months of 2016, despite following a similar business strategy to that of our temp division. This shows that the impact of a possible Brexit started in January 2016 and many small and medium sized companies put any expansion on hold until June 23rd.

4. As a result, I do not expect there to be any change in the volume of new permanent secretarial and administrative jobs created as a result of Brexit. However, there won’t be an increase in permanent recruitment activity (which would have occurred if Britain had voted to stay in the EU) until there is clarity on the wider implications of Brexit, particularly concerning future free-trade agreements with the EU.

5. There has been no change in permanent recruitment activity in the last week from larger companies including Banks and blue chips. I foresee this segment of the market as being resilient to Brexit in the short-term on the assumption that free-trade agreements are top of the agenda and, within any agreement, a provision is made for a sensible level of immigration which would allow talent to be retained and continue to be attracted to the UK with minimal bureaucracy.
In short, the secretarial and administrative market is substantial and crosses all industry sectors. As a result, it is particularly resilient in times of wider market instability.

However, it is crucial that the conservative leadership contest is sorted out quickly and negotiations start quickly in key areas. They will be highly complex and take time.

Finally, the importance of Mark Carney (Governor of the Bank of England) and George Osborne (Chancellor of the Exchequer) cannot be over-stated and any initiatives that they introduce need to have the desired impact on the markets, without being seen as “panic measures” and counter-productive to future EU negotiations.

If you’re thinking about hiring a new permanent or temporary office support staff member, contact us today.

The post How is Brexit affecting the secretarial and administrative jobs market? appeared first on Tiger Recruitment.

Is your administrative function in need of extra assistance? Perhaps it’s time to consider recruiting secretarial staff.

A secretary can prove indispensable to any administrative team, assisting with tasks such as filing, photocopying, binding and scanning of important company documentation; answering calls and supporting the facilities function of any business. However, it can expand beyond this, depending on the needs of the company and sector. You can find out more in our job description template. 

Over the years, we have discovered that great secretaries share a common set of qualities.

Qualities to look for in secretarial staff

• Well-organised
• Adaptable
• Resilient under stress
• Professional
• Able to multi-task
• Problem solving skills
• Good communication skills
• Up-to-date IT skills
• High typing speed
• Confident and amicable phone manner
• Honesty, tact and discretion
• Efficient time-management skills

Secretarial duties and workload can vary – a capable secretary will have the initiative to prioritise tasks and the resilience to cope under pressure. They will be IT-literate with a good knowledge of Microsoft Office and a touch typing speed of at least 50 words per minute. A trusted secretary is valued for their honesty and discretion.

Secretarial recruitment in London

There are many skilled candidates to choose from when recruiting a secretary, and it can be difficult to know what to look for. We believe that culture fit is as important as skillset to the success of a new permanent or temporary hire. In addition to administrative responsibilities, a secretary has a public-facing role and is often the first point of contact for your business. For this reason it’s especially important that the secretary reflects your company ethos and has a personable and helpful demeanor in addition to a professional appearance.

Thinking of hiring a secretary?

Here at Tiger, we have personally vetted potential secretarial staff to ensure that we only introduce you to the top candidates for the role. We spend time with you to gain some insight into the culture and ethos of your company before compiling a shortlist.
We understand how important it is to find the right person for the job and have the industry knowledge to help you find the perfect candidate quickly.

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Our integrity, professionalism and dedication set us apart from other secretarial agencies in London. Get in touch today!

The post What to look for in a secretary appeared first on Tiger Recruitment.

If you’re looking to hire a PA or you have PAs within your employment, it’s helpful to have a full understanding of a personal assistant’s career path. This includes the roles that lead to a PA and the potential positions it can lead to.

Why is it important? By having this overview, hiring managers can zero in on candidates best qualified to step into a PA role, and show prospective talent the opportunities they will have to grow professionally. This will make the role more desirable to exceptional PAs and help foster a sense of loyalty once they are in the job.

What is a Personal Assistant (PA)?

A personal assistant provides administrative support to one or more members of staff at a business, typically those in senior management. PAs can also be hired by private individuals to assist in personal matters, such as diary management and household management.

Key Responsibilities of a Personal Assistant

Personal assistants’ tasks and responsibilities can cover a wide range of requirements which will differ depending on the manager’s preferences. However, there are several tasks that almost all PAs will be expected to carry out. The main responsibilities of a PA generally include:

• Diary management
• Booking meetings
• Booking travel and accommodation
• Budget and expenses management
• Creating reports and presentations
• Minute-taking

Skills and Competencies of Successful Personal Assistants

In order to carry out their varied duties successfully, there are some key skills that personal assistants possessv. Some of these may include character traits, while other skills will have been developed in a PA’s early career, for example when they might have been an administration assistant or receptionist. Some of the essential skills and competencies include:

• Written and verbal communication
• Organisation
• Timekeeping
• MS office literacy
• Sociability

These skills are invaluable to a personal assistant throughout their career, whether they move on to become an executive assistant, business assistant, or chief of staff. Therefore, it’s crucial to build on these learning and development opportunities so that PAs can continue to hone their abilities and progress.

Career Progression Paths for Personal Assistants

Various junior and entry-level business support roles can progress into personal assistant positions , and the PA role can likewise branch out into an equally varied pool of senior role titles. The breadth of opportunities for PAs is often dependent on the size of a business, with smaller companies naturally having less specialised roles at each stage of the career journey.

PA Career Progression in SMEs

PA Career Progression in medium-sized businesses

PA Career Progression in Large Corporations

Job descriptions

Having a detailed job description template on file for all your administrative positions, from receptionist through to team assistant, PA, EA and business assistant will help to streamline the recruitment process. Significantly, it also helps to demonstrate the career journey and highlight the key competencies required to progress into each role. Having a visual road map will help both the employer and employee to plan a PA’s career progression.

We have compiled general job descriptions, from entry-level assistant roles to more senior positions, ready for you to adapt to your needs.

Receptionist

Responsibilities:

• Meeting and greeting clients and visitors
• Answering phone calls, taking messages and relaying to appropriate staff
• Logging, sending and distributing all incoming and outgoing mail, couriers and faxes
• Arranging delivery of outgoing mail
• Booking, preparing and tidying meeting rooms

Requirements:

• Excellent written and verbal communication
• Clear and confident telephone manner
• Computer skills, including Word and Outlook

Read a more detailed receptionist job description

Office administrator

Responsibilities

• Assisting the office manager
• Manage general office maintenance and health & safety
• Arrange desk space and office access for new employees
• Extensive email correspondence, occasionally covering colleagues’ mailboxes
• Invoice and expenses management
• Arrange catering for meeting rooms
• Manage office and kitchen supplies
• Organise and file documents (physical and digital)
• Occasional receptionist duties

Requirements

• Educated to A-level or equivalent
• Experience handling confidential and sensitive information
• Computer skills, including Word, Excel and Outlook
• Read a more detailed office administrator job description

Team Assistant / Junior PA

Responsibilities

• Manage team diaries
• Book business travel and accommodation
• Organise and host internal team meetings
• Greet guests and clients
• Book and prepare meeting rooms
• Prepare documentation ahead of meetings and presentations
• Take minutes of meetings and prepare reports
• Manage team budget
• Liaison for facilities management and IT supplier
• Team invoice and expenses management

Requirements

• Educated to A-level or equivalent
• Computer skills across Microsoft Office Suite
• 2+ years’ prior secretarial or administrative experience
• Read a more detailed team assistant job description

PA

Responsibilities

• Manage Principal’s diary
• Manage email inbox and phone calls
• Book business and personal travel and accommodation
• Book and prepare meeting rooms
• Book and prepare meeting rooms
• Take minutes of meetings and prepare reports
• Manage expenses budget
• Ad hoc personal tasks
• CRM database management

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Experience in a similar role and/or industry
• Excellent written and verbal communication skills
• Strong computer skills across Microsoft Office Suite and CRM systems
• Flexibility on hours
• Read a more detailed personal assistant job description

PA / Office Manager / Operations

Responsibilities

• Oversee office management and operational function of the business
• Manage office social calendar and organise events
• Liaison for facilities management and IT supplier
• Managing staff onboarding and leaving processes
• Supplier contract management

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Extensive staff management experience
• Demonstrable experience at senior level in a similar role and industry
• Extremely competent with Microsoft Office and CRM systems
• Exceptional time management skills
• Read a more detailed office manager job description

EA 1:1

Responsibilities

• Act as the first point of contact for senior manager
• Extensive business and personal diary management
• Manage high volumes of emails and phone calls
• Arrange meetings with colleagues and clients, book and prepare meeting rooms
• Book complex travel and accommodation
• Organise and file principal’s documents
• Keep meeting minutes
• Produce reports
• Project management support
• Work closely with other EAs to coordinate diaries
• Overseeing expenses
• CRM database management

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Prior experience in a PA or EA role
• Excellent written and verbal communication skills
• Extremely competent with Microsoft Office and CRM systems
• Read a more detailed executive assistant job description

EA Operations

• General EA tasks
• Liaising with office suppliers
• Liaising with landlord and/or building maintenance
• Working with managing director to plan and monitor budget
• Read a more detailed operations manager job description

EA Manager

Responsibilities

• General work and personal admin for senior staff
• Act on behalf of executive when necessary
• Manage other executive and personal assistants
• Coordinate EAs’ and PAs’ diaries
• Train and appraise team of EAs and PAs

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Extensive experience in a PA or EA role
• Excellent written and verbal communication skills
• Extremely competent with Microsoft Office and CRM systems
• Excellent people management skills

Business Assistant

Responsibilities

• Acting as first point of contact to the Director
• General EA tasks
• Assist and advise on projects and business decisions of executive team
• Manage relationships with clients and business partners
• Manage other EAs and PAs

Requirements

• Educated to degree level
• 5+ years experience in a similar position
• Previous team management experience
• An in-depth knowledge of the industry
• Excellent written and verbal communication skills
• Competent with Microsoft Office packages, particularly Word and Outlook
• Read a more detailed business assistant job description

Business manager / Chief of Staff

Responsibilities

• Assisting and advising senior management across finance, HR, and operations
• Devise and manage internal projects
• Oversee all administration across business
• Manage full administrative team
• Act as liaison between CEO, senior management, and staff
• Hire new staff, manage appraisals and promotions

Requirements

• Educated to degree level. A masters-level qualification would be advantageous, but is by no means essential
• 8+ years experience in a similar position
• Excellent people management skills
• Strong business strategy skills
• Read a more detailed chief of staff job description

For more insights into finding the perfect personal assistant, read our ulimate guide to hiring a PA.

The post Understanding the Personal Assistant Career Progression appeared first on Tiger Recruitment.

If you’re looking to hire a PA or you have PAs within your employment, it’s helpful to have a full understanding of a personal assistant’s career path. This includes the roles that lead to a PA and the potential positions it can lead to.

Why is it important? By having this overview, hiring managers can zero in on candidates best qualified to step into a PA role, and show prospective talent the opportunities they will have to grow professionally. This will make the role more desirable to exceptional PAs and help foster a sense of loyalty once they are in the job.

What is a Personal Assistant (PA)?

A personal assistant provides administrative support to one or more members of staff at a business, typically those in senior management. PAs can also be hired by private individuals to assist in personal matters, such as diary management and household management.

Key Responsibilities of a Personal Assistant

Personal assistants’ tasks and responsibilities can cover a wide range of requirements which will differ depending on the manager’s preferences. However, there are several tasks that almost all PAs will be expected to carry out. The main responsibilities of a PA generally include:

• Diary management
• Booking meetings
• Booking travel and accommodation
• Budget and expenses management
• Creating reports and presentations
• Minute-taking

Skills and Competencies of Successful Personal Assistants

In order to carry out their varied duties successfully, there are some key skills that personal assistants possessv. Some of these may include character traits, while other skills will have been developed in a PA’s early career, for example when they might have been an administration assistant or receptionist. Some of the essential skills and competencies include:

• Written and verbal communication
• Organisation
• Timekeeping
• MS office literacy
• Sociability

These skills are invaluable to a personal assistant throughout their career, whether they move on to become an executive assistant, business assistant, or chief of staff. Therefore, it’s crucial to build on these learning and development opportunities so that PAs can continue to hone their abilities and progress.

Career Progression Paths for Personal Assistants

Various junior and entry-level business support roles can progress into personal assistant positions , and the PA role can likewise branch out into an equally varied pool of senior role titles. The breadth of opportunities for PAs is often dependent on the size of a business, with smaller companies naturally having less specialised roles at each stage of the career journey.

PA Career Progression in SMEs

PA Career Progression in medium-sized businesses

PA Career Progression in Large Corporations

Job descriptions

Having a detailed job description template on file for all your administrative positions, from receptionist through to team assistant, PA, EA and business assistant will help to streamline the recruitment process. Significantly, it also helps to demonstrate the career journey and highlight the key competencies required to progress into each role. Having a visual road map will help both the employer and employee to plan a PA’s career progression.

We have compiled general job descriptions, from entry-level assistant roles to more senior positions, ready for you to adapt to your needs.

Receptionist

Responsibilities:

• Meeting and greeting clients and visitors
• Answering phone calls, taking messages and relaying to appropriate staff
• Logging, sending and distributing all incoming and outgoing mail, couriers and faxes
• Arranging delivery of outgoing mail
• Booking, preparing and tidying meeting rooms

Requirements:

• Excellent written and verbal communication
• Clear and confident telephone manner
• Computer skills, including Word and Outlook

Read a more detailed receptionist job description

Office administrator

Responsibilities

• Assisting the office manager
• Manage general office maintenance and health & safety
• Arrange desk space and office access for new employees
• Extensive email correspondence, occasionally covering colleagues’ mailboxes
• Invoice and expenses management
• Arrange catering for meeting rooms
• Manage office and kitchen supplies
• Organise and file documents (physical and digital)
• Occasional receptionist duties

Requirements

• Educated to A-level or equivalent
• Experience handling confidential and sensitive information
• Computer skills, including Word, Excel and Outlook
• Read a more detailed office administrator job description

Team Assistant / Junior PA

Responsibilities

• Manage team diaries
• Book business travel and accommodation
• Organise and host internal team meetings
• Greet guests and clients
• Book and prepare meeting rooms
• Prepare documentation ahead of meetings and presentations
• Take minutes of meetings and prepare reports
• Manage team budget
• Liaison for facilities management and IT supplier
• Team invoice and expenses management

Requirements

• Educated to A-level or equivalent
• Computer skills across Microsoft Office Suite
• 2+ years’ prior secretarial or administrative experience
• Read a more detailed team assistant job description

PA

Responsibilities

• Manage Principal’s diary
• Manage email inbox and phone calls
• Book business and personal travel and accommodation
• Book and prepare meeting rooms
• Book and prepare meeting rooms
• Take minutes of meetings and prepare reports
• Manage expenses budget
• Ad hoc personal tasks
• CRM database management

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Experience in a similar role and/or industry
• Excellent written and verbal communication skills
• Strong computer skills across Microsoft Office Suite and CRM systems
• Flexibility on hours
• Read a more detailed personal assistant job description

PA / Office Manager / Operations

Responsibilities

• Oversee office management and operational function of the business
• Manage office social calendar and organise events
• Liaison for facilities management and IT supplier
• Managing staff onboarding and leaving processes
• Supplier contract management

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Extensive staff management experience
• Demonstrable experience at senior level in a similar role and industry
• Extremely competent with Microsoft Office and CRM systems
• Exceptional time management skills
• Read a more detailed office manager job description

EA 1:1

Responsibilities

• Act as the first point of contact for senior manager
• Extensive business and personal diary management
• Manage high volumes of emails and phone calls
• Arrange meetings with colleagues and clients, book and prepare meeting rooms
• Book complex travel and accommodation
• Organise and file principal’s documents
• Keep meeting minutes
• Produce reports
• Project management support
• Work closely with other EAs to coordinate diaries
• Overseeing expenses
• CRM database management

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Prior experience in a PA or EA role
• Excellent written and verbal communication skills
• Extremely competent with Microsoft Office and CRM systems
• Read a more detailed executive assistant job description

EA Operations

• General EA tasks
• Liaising with office suppliers
• Liaising with landlord and/or building maintenance
• Working with managing director to plan and monitor budget
• Read a more detailed operations manager job description

EA Manager

Responsibilities

• General work and personal admin for senior staff
• Act on behalf of executive when necessary
• Manage other executive and personal assistants
• Coordinate EAs’ and PAs’ diaries
• Train and appraise team of EAs and PAs

Requirements

• Educated to A-Level standard or equivalent. A degree-level qualification would be advantageous, but is by no means essential
• Extensive experience in a PA or EA role
• Excellent written and verbal communication skills
• Extremely competent with Microsoft Office and CRM systems
• Excellent people management skills

Business Assistant

Responsibilities

• Acting as first point of contact to the Director
• General EA tasks
• Assist and advise on projects and business decisions of executive team
• Manage relationships with clients and business partners
• Manage other EAs and PAs

Requirements

• Educated to degree level
• 5+ years experience in a similar position
• Previous team management experience
• An in-depth knowledge of the industry
• Excellent written and verbal communication skills
• Competent with Microsoft Office packages, particularly Word and Outlook
• Read a more detailed business assistant job description

Business manager / Chief of Staff

Responsibilities

• Assisting and advising senior management across finance, HR, and operations
• Devise and manage internal projects
• Oversee all administration across business
• Manage full administrative team
• Act as liaison between CEO, senior management, and staff
• Hire new staff, manage appraisals and promotions

Requirements

• Educated to degree level. A masters-level qualification would be advantageous, but is by no means essential
• 8+ years experience in a similar position
• Excellent people management skills
• Strong business strategy skills
• Read a more detailed chief of staff job description

For more insights into finding the perfect personal assistant, read our ultimate guide to hiring a PA.

The post Understanding the Personal Assistant Career Progression appeared first on Tiger Recruitment.

As one of leading job recruitment agencies in London, we have a unique insight into the hiring trends that affect the secretarial job market. The data from Tiger’s 2019 Salary and Benefits Review revealed the effect developments such as Brexit and the continuing low unemployment rate have had on hiring, with a number of surprising statistics.

If you’re planning on hiring a personal assistant in the next 12 months, understanding these shifts can go a long way in finding the right match.

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Should you be ready to hire, Tiger can help with all your permanent and temporary hiring needs. Get in touch today!

The post Hiring in London: what you need to know appeared first on Tiger Recruitment.

Over the last quarter (October-December), we experienced a flurry of business activity which demonstrates how employers are continuing to outsource their recruitment activity in light of the 3.8% unemployment rate.

The data shows that UK employers are still prepared to offer higher salaries to secure top talent in this candidate-short market. For example, the average salary rise for placed candidates increased in December in comparison to November – 21% vs 18%. Salary rises have been particularly prevalent in PA recruitment: if you’re looking to hire a personal assistant in London, keep in mind that PA/EA roles placed between £55K-£65K increased by 25%, compared to Q3.

In Q4, the data revealed that:

• 8% of placements were temp-to-perm
• 20% more permanent candidates were placed compared to Q3
• 13% more permanent briefings were received, compared to Q3

When reviewing your retention strategy for secretarial staff, it’s worth noting that 13% of our candidates cited ‘looking for a new challenge’ as their reason for leaving, up 1% from Q3. By providing opportunities for your staff to learn new skills or become involved in projects, you’ll help alleviate their feelings of not feeling challenged.

If you’re looking to recruit staff this year, please don’t hesitate to get in touch.

The post Tiger’s Q4 market update appeared first on Tiger Recruitment.

If you’ve ever listened to a recruiter’s advice, you’ll know that preparation is crucial to a successful interview. But what happens if your interviewer hasn’t extended the same courtesy in their preparation? What happens if you turn up to the interview and it’s quite clear that they simply haven’t completed their homework?

This is unlikely to be due to disinterest – it’s more probable that they’re time-poor and suffering the stress of being one team member down. Remember too that interviewing probably doesn’t form the bulk of their normal workload, so they might be completely unaware of the ‘normal’ protocol.

We think this is an opportunity rather than a setback: it’s an opening for you to steer the direction and offer information which will help them understand why you’d be the best fit for the job at hand. Here’s how:

1. Ask targeted questions

An unprepared interviewer may well try to make up for their discomfort by talking all the way through the meeting rather than ask you any questions. If this happens, listen attentively, make mental notes (or real ones if you remembered a notepad), and when the time comes to ask questions you can shine. Having listened patiently to this chatterbox for 30 minutes, you will have hopefully picked up on the key requirements for their hire.

You can then address these requirements in your questions. For example, if cultural fit is a concern (or has been), try a query along the lines of, ‘I’ve seen employees struggle to fit in within a new team before so I understand how difficult it can be for both parties. It’s so important to make an effort in those first few months. What would your recommendations be to a newcomer wanting to make a good impression with this team?’.

2. Volunteer relevant information

If your interviewer is at a loss for questions (as they clearly haven’t seen your CV), offer to take them through the highlights of your career to date. Let them know that if they’d like you to elaborate on anything that they may feel free to stop you and ask questions. This method should form a favourable interview experience since you’re leading it (!), and can direct the interviewer’s attention to your career highpoints.

3. Keep focused

Sadly, there are interviewers out there who may not be aware of the legal restrictions imposed on them. They may not realise that they’re not allowed to ask questions about family life, race, national origin, gender identity and so on. If this does happen, try and change the course of the conversation – they should get the hint! If they persist, inform them you’d like to change the subject.

4. Stay positive

If you’re someone who wears their heart on their sleeve, you might struggle to not show your disappointment at your poorly-prepared interviewer. Try not to let them know of your annoyance. Keep smiling, maintain open body language and don’t give them any reason to believe you wouldn’t be 100% enthusiastic about joining their company.

5. Reiterate your suitability for the role before you leave

Your poorly-prepared interviewer probably means you’ve suffered through a highly unstructured meeting. If they waxed lyrical about the business and role, or you suffered in extended silences, don’t worry: you have one final shot to impress. When the time comes to wrap up, thank them for their time, reiterate your understanding of what they need, and finally summarise why your experience would be the perfect fit.

We wish you the best of luck in your job search!

The post Five ways to approach a poorly prepared interviewer appeared first on Tiger Recruitment.

Onboarding can make or break an employee’s experience when starting a new role. Research by Gallup found that only 12% of “employees strongly agree their workplace does a great job of onboarding new employees.” [1]

Considering a great onboarding experience can improve employee retention rates by 82%, neglecting these process can be both costly and time consuming in the long run. [2]

This is especially relevant when hiring for graduate jobs in London, as they often have little experience in corporate environments. Graduate recruitment in London is a competitive market, so you don’t want to be losing your new employees just a few days in because of onboarding issues.

Here are four things to consider when welcoming graduates to your team:

1. Preparation is key

No new employee wants to arrive on their first day to no desk and a colleague that’s flustered at their arrival. It’s essential you take the time to get organised a few days before they begin, printing off or filling out paperwork, installing all software and hardware, setting up entry passes and computer logins and anything else that’s required. While notice periods are part and parcel of recruitment, it’s worth moving quickly – leaving too much time between accepting an offer and starting a new role opens you up for potential problems. If onboarding remotely, ensure hardware has been sent to the employee’s house well in advance, and they have been in touch with IT to support them through the setup.

2. Invest in video

Millennials are the video generation, with the average personal watching 1.5 hours of video a day [3]. So, invest in creating an orientation video, covering your company’s history, current structure and culture, as well as office instructions and tips and tricks for their first few weeks – maybe a suggestion of where to grab lunch? This means you won’t have to repeat yourself with every new starter and it ensures the messaging is consistent. It also allows graduate to take notes in their own time, pausing where needed, and frees you up to focus on other things.

3. Show them the way

The top drivers of engagement for millennials are career opportunities, clear management of performance and organisational reputation.⁴ Therefore, the onboarding process should also include a clear directive on where graduates can expect to be in three, six and twelve months’ time. Objectives should be clearly established and training avenues should be actively promoted and acted upon in order to encourage growth. This way, those taking on London graduate jobs (or elsewhere) can see just how they’ll be using their hard-earned knowledge.

4. Implement a mentoring programme

Starting a new role is daunting at the best of times, but for graduates, it can be even more so. Providing a mentor for those first few months can go a long way in helping new grads settle into the workplace, giving them a person that can answer ‘dumb questions’ that they might not be comfortable asking their direct manager.
Mentorship can also encourage a sense of community, helping to welcome new members to the team. A familiar face can go a long way in making a work environment more comfortable.

—

Tiger is one of London’s leading graduate recruitment agencies. If you’re looking to hire a graduate or looking at jobs for graduates in London, we can help! Get in touch today. If you’re looking for more hiring advice, read our complete interview and selection guide for employers. 

1.https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx
2. https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf
3. https://www.rev.com/blog/how-gen-z-and-millennials-consume-video-content-what-that-means-for-production-teams
4. http://diversitybydesign.co.uk/wp-content/uploads/2014/10/Diverse-Voices-final.pdf

The post Four things you should be including in your graduate onboarding process appeared first on Tiger Recruitment.

With the festive period fast approaching, it’s likely you’re preparing to go on leave over the next few weeks. There’s nothing worse than leaving your colleagues in the lurch while you go off and enjoy an overseas jaunt, as it’s both unfair on them and will result in disarray when you come back! A work handover is one of the most important aspects of preparing for a holiday, so we’ve put together a checklist to make sure everything runs smoothly while you’re away.

Write up an overview of your weekly tasks

A great place to start when writing up a handover is to list your weekly tasks; if your holiday is longer than a week, this is essential. During the week before you go away, make a note of all the recurring tasks that must be done from Monday to Friday, in order of priorities. Remember, your colleagues aren’t going to complete your role in its entirety, so make sure that you highlight priorities and don’t include tasks that can wait until you’re back. By making this list as you go through the week, you’ll avoid putting yourself under any unnecessary stress before you leave, and are unlikely to miss anything important.

Create step-by-step instructions for complicated processes

If there are any specific processes to be followed, make sure you provide detailed instructions. If possible, make a list of these processes and find time to sit down with the person taking over to talk them through it. Where possible, use screengrabs or even record your screen while you go through the process to ensure the task will be done properly.

FYIs

Alongside a breakdown of the priority tasks and processes to be undertaken, it’s important that you provide as much information as possible. This section should contain names and details of anyone externally who may be in contact regarding a project and any issues you can foresee that your team should be aware of. In addition, include examples of any email enquiries they should expect to receive on your behalf, and where they can find extra information. Keep these segmented depending on which project or task they refer to, and dot point the details so it’s not overwhelming!

Review with your colleagues

If there’s time, sit down and go through your job handover with your team so they can ask you any questions. Also, it’s important that they know what will be expected of them, so this chat will alleviate any undue stress or fears around what they must complete.

As one of the best PA recruitment agencies in London, we know how important work-life blend is to ensure you’re as productive as possible! Here’s a blog post on why you should take all your annual leave, along with insider tips on the best hotels to choose in 2020! Happy holidays!

The post How to put together a great work handover appeared first on Tiger Recruitment.

There’s no doubt about it: London is an incredible place to live and work. The City boasts a deep-rooted history as the hub of financial services, evidenced by the stunning architecture and consistent buzz of activity. Cross over to the West End and you’ll experience some of the best retail therapy in the world, from the tailors of Jermyn Street to the luxury brands of Bond Street. Whether you’re looking to work for an exciting start-up in Shoreditch, a global financial institution in the City, a creative agency in Soho or a family business close to home, you’ll find it in London. As a PA, opportunities abound as a wide breadth of industries continue to flourish and grow.

If you’re considering a move to the capital and are applying for PA or secretarial jobs in London, these pointers should nudge you in the right direction.

1. Location

If you haven’t yet moved to London, consider where you want to live first as this may dictate your place of work. This city is a BIG place. A PA role in West London, for example, might be at least an hour’s difference in terms of a commute, compared to a PA position in the City. The City of London also represents a very different culture and lifestyle compared to the West End and other parts of London.

2. Perfect your CV and cover letter

If you’re moving to London from abroad, there’s a possibility your CV will need to be updated in line with the UK standard. We recommend updating your CV to be about two pages in length. Keep the formatting simple and easy to read. As a PA, there’s no need to design your CV to the extent that the visual look and feel overshadows the content. We’ve also put together cover letter tips to help you stand out from the crowd.

3. Cultural fit

As specialists in PA recruitment, we can confidently say that there is an etiquette yardstick that candidates are measured against in London. While organisational culture will differ from one organisation to another, the mark of a top PA is normally evidenced by their proactive attitude, professional approach and discreet demeanour.

4. Consider temping to get your foot in the door

Taking on temporary jobs in London can represent huge advantages to PAs for a host of reasons. Working across different industries with a variety of teams will give you an insight into what’s available and what might offer you the best fit. Secondly, experiencing different systems and platforms means that you’ll develop a robust set of skillsets that will make you a far more attractive candidate to potential permanent employers.

5. Networking (the face-to-face kind)

Networking can present a terrifying prospect for many, but the opportunities that arise from networking can be vast! If you’re new to London, put yourself out there and start talking! Registering with recruitment agencies is a good place to start. Next, subscribe to some of the industry publications. They often host events for PAs and EAs – meeting others in your field may open some doors. On a personal level, get out and about to explore all of London’s delights! You never know who you might meet.

If you’d like to be considered for Tiger’s temporary and permanent PA opportunities, register with us here.

The post Five steps to finding a great PA job in London appeared first on Tiger Recruitment.

Choosing to hire a personal assistant is a smart move. A personal assistant (PA) can take a load off your shoulders, handling everything from managing your diary to running your daily errands. Their expert assistance can help boost your daily efficiency, increase your productivity, and reduce your stress levels.

To really benefit from hiring a personal assistant, you must pick the right one. That means finding someone who not only has the skills and experience but will also match your lifestyle and the way you work. Asking the right questions during the interview process will give you the insights you need to make the best decision.

To ensure your hiring success, we’ve created a guide on the best personal assistant interview questions to ask. We also highlight what to look for in their responses, helping to streamline the interview process.

General Questions for PA Interview

General personal assistant interview questions help you understand the candidate’s background, personality, and communication skills. Asking these questions at the start of the interview will help make candidates feel comfortable to share more freely and give you valuable insights from the get-go.

Here are the top five questions we recommend asking all your PA candidates:

Tell me about yourself.

This is the best question to start an interview with as it allows the candidate to explain their professional journey and interests right away. This helps you get a sense of their personality and see if they would be a good fit for your team or in your household.

Their answer should succinctly cover their career choices, proudest achievements, and personal motivations. Their enthusiasm, clarity, and the way they present their story can also give you clues about their communication skills and confidence level. Please note that modern interview best practice does not allow for deeper questioning around an interviewee’s personal life. For more information on this, read our Interview and Selection Guide, which dives into more detail on DEI considerations for interviews.

Why should we hire you as a personal assistant?

This question tests both their understanding of the role and their ability to sell themselves. The candidate should be able to highlight their specific skills, experiences, or personal attributes that make them your ideal choice for the PA position.

In their answers, look for clarity, confidence, and specificity. Candidates should be able to pinpoint exactly what sets them apart, such as particular competencies that match your role requirements.

What is your greatest strength and weakness?

Asking about strengths and weaknesses gives candidates a chance to show how well they can critically evaluate themselves. It can also show how willing they are to open up about the areas that they need to work on.

When candidates talk about their strengths, you want to hear them mention things like being really organised, able to communicate well, flexible, and good at being discrete. They should also share specific stories or examples that concretely demonstrate these strengths.

When discussing weaknesses, the candidate must highlight an area for improvement that is relevant to your role. The candidate should follow up with the steps they have taken or plan to take to address this weakness, showing their commitment to growth.

How do you prioritise tasks and manage your time effectively?

Time management and task prioritisation are essential skills for a PA. This question allows the candidate to explain how they approach planning, decision-making, and efficiency, showcasing how they could potentially manage the demands of your role.

Look for answers that include specific strategies the candidate uses for managing their time and prioritising tasks. These could include categorising tasks by urgency, using tools to track project status, or an example of how they adapt when priorities change.

Why do you want to work here?

Find out what motivated the candidate to apply to your role by asking this question. It’s a great way to measure their genuine interest in the role and how well they might align with your personal and professional principles.

Look for signs that the candidate is not just looking for a job opportunity. This can be shown with great research into your business or personal brand or highlighting how the specific duties in the job description align with their interests or values.

Experience-related interview questions

The experience-related personal assistant interview questions you ask will depend on the type of personal assistant you are hiring. Alongside our recommended questions, include a few specific virtual assistant, corporate PA, or private PA interview questions.

Can you tell me about your previous position?

Learn about the kind of responsibilities the candidate has held by asking this question. It’s a straightforward way to start understanding their professional background and how it aligns with what you’re looking for.

In their answer, you want to hear about the specific tasks they handled and any achievements they’re proud of. Listen for details that show they have the skills and experience relevant to the PA role you’re offering.

What do you think are important skills for a personal assistant?

This question helps you understand how well a candidate knows the personal assistant role and what they believe is crucial to succeed in it. It gives you insight into their priorities and if they align with the skills and qualities you think are essential.

Look for a mix of hard and soft skills in their response, such as organisation, communication, or time management. They should also explain why they think the skills they mention are important. For example, if the candidate says that time management is essential, they should follow up by saying how this skill helps keep your day-to-day on track and efficient.

What is the biggest mistake you have made at work?

Asking about a candidate’s biggest mistake at work gives you a window into their ability to handle setbacks and learn from them. It’s another way to test their honesty and self-awareness, which are crucial traits for anyone you’re considering bringing into your team or household.

In their response, you should look for a genuine mistake, followed by how they fixed the situation. It’s a positive sign if they can share what they learned from the experience and how it has influenced their professional approach since then, showing growth.

Can you provide an example of when you went above and beyond your duties as a personal assistant?

Test a candidate’s willingness to take initiative with this question. It helps you see if they are the type to go beyond their role. It will also show what they interpret as exceeding the expectations of their role.

You want to hear a specific story that showcases their proactive attitude and commitment to their job. Look for examples that demonstrate creativity, problem-solving, or exceptional service.

Can you provide an example of a challenging situation you encountered as a personal assistant and how you resolved it?

Challenging situations can shed light on a candidate’s problem-solving abilities, which is a critical skill for a PA. It can also provide further insights into their experience or abilities to maintain a working relationship with their employer.

They should explain a specific challenge, what caused the challenge, and the steps they took to overcome it. Whether it was with their employer or an aspect of their role, they should be able to reflect on what they learnt from the experience. Top of Form

Business or personal-related interview questions

Wrap up your interview with a few questions about the duties of your PA role. These should questions focus on specific tasks and scenarios a PA might face in the role. You can ask a mixture of professional and personal task questions to test their skill set.

Here are just a few examples of the types of questions you can ask:

Have you ever been responsible for managing travel arrangements?

Imagine arriving at the airport, excited for a family holiday in the Caribbean, only to find your tickets are taking you to the Maldives. If you regularly travel for work or go on frequent vacations, having a PA you can trust to make accurate travel arrangements is essential.

The candidate should outline their experience with booking flights and accommodation, as well as how they handle the paperwork and invoices for these bookings. Check if they talk about planning travel itineraries, showcasing their commitment to streamlining every aspect of your travels.

How do you handle working with confidential information?

From where you live to your financial information, your PA may have access to sensitive details about your personal and professional life. You need to ensure that you can trust that your PA will maintain the privacy and security of this information.

In their response, look for clear examples of how they’ve managed confidential information in the past. They should be able to describe specific measures or protocols they follow to protect privacy and confidentiality. It’s also important they demonstrate an understanding of the consequences of mishandling such information, showing they take this responsibility seriously.

Have you organised an event or function?

This question is recommended if event coordination forms part of the PA job description. From birthdays to team-building events, your PA should be ready to assist you with all aspects of event planning. This question helps you understand the types of events that they have previously planned and whether these match your needs. It can also showcase certain key skills, such as creativity, project management, and multitasking.

If they have previously planned an event, they should explain the type, size, and what went into the event’s success to showcase their experience. Listen to how they handled logistics, vendor relationships, and any challenges that arose.

What household or personal errands have you managed?

This question is especially important if you’re planning to hire a private PA but can also be relevant if your role includes a few personal duties. It’s a great way to find out what tasks the candidate has experience in handling.

Look for examples that demonstrate a broad range of capabilities, from everyday errands to more complex personal projects. This will help you know what you can and cannot get assistance with should you choose this candidate.

Is there any part of this job role that concerns you?

Find out if there are any aspects of the role that the candidate is unfamiliar or uncomfortable with. This will allow you to either address their concerns or determine whether they are a deal-breaker, ensuring a good fit for both parties.

The candidate should be honest and specific about their concerns. For example, if you need 24/7 assistance but they have family responsibilities, they should air this with you. It allows you to either come up with a solution or inform them that this is a key aspect of the role.

Remember to ask candidates for their questions

When planning your interview, make sure to allocate enough time at the end for the candidate to ask questions. This will show that you value their input and can make them feel confident in choosing to work for you should you make an offer.

The more important reason to ask candidates for their questions is that it offers a final opportunity to evaluate them. The questions they ask will reveal their priorities, what they value in a workplace, and their level of interest in the role. A candidate asking detailed, thoughtful questions is often one who is genuinely interested in the position and is considering how they can fit and grow within it.

Hire a PA With Tiger Recruitment

Interviews are just one part of the process of how to hire a PA. You first need to source a strong list of candidates to interview. At Tiger Recruitment, we specialise in matching your unique requirements with skilled professionals. We’ll provide you with a list of tested, reference-checked candidates, ensuring that you’ll find the best PA during your interview process.

Ready to find your ideal PA? Contact us today, and let’s start sourcing a list of top candidates for you.

FAQs

How do you handle interviewing a personal assistant?

Preparing a comprehensive list of questions, listening carefully to the candidate’s responses, and observing the candidate’s demeanour are the best ways to successfully interview a PA.

What skills does a PA need?

A personal assistant should have strong organisational skills, communication abilities, discretion, and the capacity to manage multiple tasks efficiently. Adaptability and a proactive attitude are also essential.

The post Personal Assistant Interview Questions and What To Look For appeared first on Tiger Recruitment.

In a world of increasingly sophisticated technology that threatens to replace them, personal assistants are standing strong. In fact, the PA role is thriving, present within more industries and organisations than ever before. While AI bots and virtual assistants such as Alexa and Siri flaunt their latest functions, they remain incapable of delivering the human touch of a great PA partnership.

The key to this resilience is the adaptability of the role. The clue is in the name – whatever the personal needs and working style of a manager, business owner or private individual, a PA role can be tailored to provide bespoke support.

But this very adaptability can make the PA hiring process complex. What responsibilities should a PA job description outline? What does their career progression look like? What skills and experience should you look for? How can the hiring process unpick the necessary character traits to support the specific demands of an individual or team?

In this guide we will delve into each of these questions in detail. Intended for anyone wondering how to hire a PA for either a business or private function, we hope to provide you with the basic frameworks from which to build out a bespoke hiring process – from job descriptions and interviews to employee onboarding and development programmes.

Contents

• What Is a Personal Assistant?
• Why Hire a Personal Assistant?
• Types of Personal Assistants
• How To Hire A PA
• Skills To Look For In A PA
• Writing a Personal Assistant Job Description
• Tips For Interviewing a PA
• Onboarding and integration
• Learning and Development for PAs
• PA career progression
• FAQs

What Is a Personal Assistant?

Before hiring a personal assistant, you should be clear in your understanding of a what a PA role entails, and whether it is the right call for you to hire one. It is a significant investment, so having a firm grasp on the different types of PA, what they can and can’t do for you, and the costs involved, will all help to streamline the process.

A personal assistant (PA) is someone employed to provide support to a senior manager, business owner, or private individual. They can be tasked with both business and personal administrative duties, and are found in every size of organisation, from startups to SMEs and large corporations.

What Does a Personal Assistant Do?

Due to its bespoke nature, no two PA roles are the same. Depending on the needs and preferences of a manager, the responsibilities of a PA can include:

• Manage schedules and calendars
• Handle correspondence (phone and email)
• Creating reports and documents
• Meeting minutes and agendas
• File organisation
• Maintaining office supplies
• Data entry and database management
• Travel arrangements
• Project assistance
• Expense management

Personal assistants possess a wide range of skills to accomplish their diverse tasks, but there are several responsibilities outside of their remit. Both a manager and PA should be aware of these.

• Specialised professional services
• Unauthorised financial transactions
• Personal tasks outside of scope
• Deep cleaning your home
• Cooking for your family
• Childcare services

Personal Assistant vs Executive Assistant

Personal assistant and executive assistant roles share similar responsibilities, but there are several important differences between PAs and EAs. While the PA role is a versatile position that can encompass supporting a team, senior staff, and private individuals, an EA works on a 1:1 basis with a high-level executive in a business. An executive assistant is typically considered a more senior position, and they act as a right-hand person to the executive, bearing more business-related responsibilities.

Why Hire a Personal Assistant?

Hiring a PA may not be the right decision for every business or individual, but if you are finding yourself overwhelmed by your workload, PAs can provide many benefits that justify the expense.

Effective Time Management

With a PA handling your business, travel, and calendar administration, you will free up time to devote to more critical work. This in turn will improve your productivity and the results of your work.

Increased Organisation

PAs will take on the filing and retrieval of your physical and digital documents and correspondence, reducing the risk of losing an important report, email, or tickets for travel and accommodation.

Efficient Communication

Having an assistant dedicated to monitoring all your correspondence can streamline your communications with clients and colleagues. A PA will ensure that all emails, phone calls, and letters are responded to within an allotted timeframe.

Personal Support

The demands of work can often mean your personal responsibilities take a backseat. PAs can help you stay on top of this side of life too, where appropriate. This could mean booking a restaurant, purchasing a gift, or arranging childcare.

Types of Personal Assistants

With this knowledge of typical PA responsibilities, you can start matching them to your requirements and build a picture of your ideal PA.

As well as determining the PA’s responsibilities, you should also consider the industry the PA will be working in, and the role of their Principal within the organisation. While they may have a similar skill set, prospective PAs will have a different working knowledge and expertise, so finding one with experience matching your sector and position will be crucial for success.

There are several different types of PA under the personal assistant umbrella, including:

Corporate PAs

Corporate PAs work at the senior management levels of businesses. They have a strong understanding of the inner workings and dynamics of complex organisations.

Team Assistants (TAs)

TAs specialise in providing admin support for multiple members of staff. Depending on the size of the business, this could be the full workforce, or one department-specific team.

Private PAs

Private PAs are employed directly by individuals to assist in their personal and/or business affairs. They are adept at supporting the needs of HNWI, business owners, celebrities, private families, and other high-profile individuals.

Family Office PAs

Family office PAs specialise in assisting senior executives or HNWI within family offices.

Business assistants

Business assistants support business owners, chief executives, or other staff in the most senior positions in an organisation. This is a more senior assistant role that typically requires several years of experience.

Virtual PAs

Virtual assistants (VAs) offer remote administrative support to senior managers, teams, or private individuals. They are often freelancers, and may work part-time for several employers.

How To Hire a Personal Assistant

Once you have a clear idea of the type of personal assistant best suited to your needs, you can begin the search. Whether or not you are working with a recruitment agency, there are some PA hiring best practices that should inform your personal assistant hiring process.

Personality fit

As you will work more closely with your PA than with any other colleague, finding someone with a complementary personality to yours should play a role in the decision-making. The best PAs will quickly synchronise with their manager’s work rhythms and communication style, and could grow into a great partner for brainstorming ideas.

Consider prior experience

A PA’s personality fit should be balanced with an appraisal of their work history. Experience in the same industry or for an employer in a similar position are good indicators that a candidate will gel with the wider team and type of business.

Trust Your Recruiter

PA recruitment agencies are experts when it comes to balancing skills, experience, and personality fit in the search for candidates. When you’re presented with a recruiter’s shortlist, it’s important to trust in their expertise and consider their selection. Sometimes, a candidate may not appear to be a good fit on paper, but if an experienced consultant believes they could thrive, it is probably worth a meeting.

Manage Expectations and Be Responsive

When recruiting prospective PAs, remember to keep them informed about how many stages are involved, their current application status, and when they can expect to hear your decision. Following their interview with you – whether they’re successful or not – they will appreciate transparent feedback that helps them to improve next time. Your communication will go a long way to demonstrating the authenticity of your employer brand, which in turn contributes to future candidate referrals and credibility.

Skills To Look For In a PA

While PA roles can vary widely in terms of responsibilities, there are a number of core PA skills and character traits that the best assistants share. Keep these in mind when considering candidates for your PA position:

Organisation

In order to juggle many varied tasks, regular deadlines, and constant change, PAs must have excellent organisational and time management skills.

Communication

As the gatekeeper for their Principal, PAs must be excellent written and verbal communicators, confident dealing with clients and colleagues of all seniorities.

Proactivity

With senior managers often unavailable due to meetings and travel, PAs must be able to take the initiative without direction.

Discretion

PAs are party to much private and sensitive information. They must be trustworthy and meticulously discrete.

Computer literacy

PAs will conduct a large portion of their work on computers so need to have a strong grasp of several key programmes. This includes email software, word processors, spreadsheet software, and organisational tools like calendars and project planners.

Resilience

PAs work in a high-pressure, fast-moving environment, requiring a thick skin and ability to remain professional in challenging situations.

Writing a Personal Assistant Job Description

With your criteria and hiring process now in place, you will need to create a detailed and bespoke job description for candidates. The more specific, the better, as it will help filter out inappropriate applicants, and target those with the right experience, and a genuine interest in the role.

The below is a general PA job description template, which can be adapted to your needs.

Personal Assistant Job Description Template

Key responsibilities:

• Efficient minute-taking in team and client meetings
• Extensive travel with the managing director to meetings and conferences, sometimes internationally
• Clear and accurate typing up of all letters, memos, reports and similar documents from shorthand notes
• Saving and archiving, where necessary, all documents in the company database
• Occasional transcribing of dictation and voice memos
• Implementing and maintaining an office filing system
• First point of contact for all incoming calls and visits
• Complex diary management, both business and personal, for the managing director and team
• Extensive and efficient email correspondence
• Answering telephone calls in a timely fashion, taking clear and detailed messages
• Organisation of meetings, including booking venues, ordering refreshments and minute-taking

Essential requirements:

• Graduate of secretarial college desirable, but not necessary
• At least three years’ experience in a similar role
• Excellent written and verbal communication skills
• Competent with Microsoft Office suite
• Polite telephone manner

Personality profile:

• Extremely organised
• Detail-orientated
• Focused and responsive
• Takes initiative
• An excellent multi-tasker

Benefits:

• Competitive salary and bonus
• Gym membership
• Company phone
• Pension scheme
• Health care
• 25 days annual leave per annum

Further PA job descriptions

For a more detailed look at the different assistant roles, follow the links below to view our job description templates.

• Receptionist/FOH
• Office administrator
• Team assistant/Junior personal assistant (PA)
• PA
• PA/Office manager/Operations
• Executive assistant (EA)
• Business assistant
• Business manager / Chief of Staff

You should also consider the typical PA salaries when building your job description.

Tips For Interviewing a PA

Getting your interview questions, style and structure right are key when considering how to hire a personal assistant. The interview stage is the chance to dig deeper and find the candidate who ticks all the right boxes to be your ideal personal assistant. It’s best practice to combine both broad and specific PA interview questions, as this will build a full, detailed picture of the candidate.

Your questions should be designed to tease out insights into their work background, achievements, communication, problem-solving skills, industry knowledge, personality, and interests.

General interview questions

• Tell me about yourself
• Why should we hire you as a personal assistant?
• What is your greatest strength and weakness?
• How do you prioritise tasks and manage your time effectively?
• Why do you want to work here?

Experience-related interview questions

• Can you tell me about your previous position?
• What do you think are important skills for a personal assistant?
• What is the biggest mistake you have made at work?
• Can you provide an example of when you went above and beyond your duties as a personal assistant?
• Can you provide an example of a challenging situation you encountered as a personal assistant and how you resolved it?
• Have you ever been responsible for managing travel arrangements?
• How do you handle working with confidential information?
• Have you organised an event or function?
• Is there any part of this job role that concerns you?

Onboarding and integration

With a successful interview process behind you and a new personal assistant raring to go, it’s vital not to let things stall. By having a robust PA onboarding process in place, you can ensure the partnership with your new PA lives up to, and exceeds, its potential.

Set expectations

At the first opportunity, you should clarify the roles and responsibilities detailed in the job description. Both parties need to agree on what is within the PA’s remit.

Create a schedule

You should ensure you both understand the days and hours of regular work, and expectations on communication and work outside of those times.

Use the latest technology

There are many tools for PAs available. Apps and online services are now available to streamline many PA tasks, including calendars, budgeting software, project planning programmes, and many communications channels.

Set KPIs

Key performance indicators (KPIs) will help you and your PA track their achievements and areas for improvement, ensuring the working relationship goes from strength to strength.

Set up a support base

Partnering your PA with a work mentor and introducing them to other assistants in the business will help them settle in and feel more confident in their work.

Learning & Development for PAs

As much thought and effort should be put into retaining a great personal assistant as is put into hiring one. Having a long-term PA can provide many business benefits, from improving efficiency, to maintaining strong client relationships, training new staff, and fostering camaraderie among the wider team.

While welcoming a new PA into the role during the onboarding phase, you should also show them how they can grow in the business. This could be through internal promotion, learning and development programmes, or external courses.

By actively investing in your PA’s professional growth, you can improve the quality of their work while also nurturing loyalty. Holding onto a member of staff who is both qualified and has a deep working knowledge of the business is crucial for success.

Organisations can offer both internal and external learning and development opportunities as part of their employee benefits package. Mentoring by more senior administration staff is one of the most effective ways to upskill existing personal assistants, and some businesses offer the chance for staff to diversify their skills with training run by other departments.

In terms of external training and qualifications, several organisations offer courses geared towards business and personal administration careers. Our pick of the best PA courses include:

Oxford Media & Business School

OMBS’ professional business diploma is an intensive course that successfully produces top personal assistant and secretary graduates. Their alumni are regularly hired by the most prestigious businesses, individuals, and families.

Quest Professional

Based in London, Quest offers a diploma course and a graduate training programme for personal assistants. This gives their students a strong grounding in real-world business to help them transition from the campus to the office.

Pitman Training

Pitman Training is a great option for those already in a PA, EA, and VA role. Their diploma courses are available online or in-person, while less intensive courses and seminars are available for busy assistants to take in their free time.

Your Excellency

Your Excellency offers online courses for assistants of all levels. Their management training modules are perfectly suited to PAs looking to progress into more senior positions, such as executive assistant, office manager, and beyond.

Executive Support

Executive Support magazine runs highly effective training programmes for assistants. With online and in-person courses on offer in major global cities, this is a fantastic, flexible option for assistants at any point in their career.

PA career progression

Having a thorough understanding of a personal assistant’s career path in different organisations will help you advise your PA on their potential internal progression. A typical path from entry-level to senior could look like:

PA Career Progression in SMEs

PA Career Progression in medium-sized businesses

PA Career Progression in Large Businesses

Looking To Hire a PA?

Now that you understand how to hire a personal assistant, it’s time to get the ball rolling! Let us know your requirements and a consultant will be in touch.

The post Ultimate Guide: How To Hire a Personal Assistant appeared first on Tiger Recruitment.

High-Profile Personal Assistants

Just as the responsibilities of senior business leaders will differ significantly from the junior staff in their organisation, personal assistants will face different expectations based on the unique requirements and status of their Principal.

A high-profile personal assistant, often called an executive assistant, works with professionals in top-level positions, and holds a similarly high-pressure role. Here, we’ll explore what their day-to-day responsibilities include, and the skills and character traits the best personal assistants possess.

Defining the Role of a High-profile Personal Assistant

Chief executives, senior managers, and business leaders of every stripe are under constant demand for their time, expertise, and guidance. It’s the role of a personal assistant or executive assistant to shield their Principal from any unnecessary distractions and disruptions.

They will handle time-consuming admin, travel booking, diary management, and be the gatekeeper for communications. They may also take on tasks relating to their Principal’s personal life.

They allow the Principal to stay focused on the important tasks and, as a result, help keep the wheels of the business turning.

Qualities of an Exceptional High-profile Personal Assistant

As they work with powerful businesspeople in a high-stakes environment,  personal assistants need to have a particular set of qualities for them thrive in the role. The most valuable of these include:

• Calm temperament – whether it’s answering phone calls from frustrated colleagues, partners, and clients, or dealing with a Principal at boiling point, the best PAs need a cool head
• Discretion – working for C-suite executives and senior management means handling sensitive data and being party to important business discussions. A high-profilepersonal assistant will need to stay tight-lipped about any information picked up during their working day.
• Organisation – senior managers have more meetings, more calls, and more travel, and they need to be able to rely on their assistant to stay on top of this schedule. Organisation and time-management skills are a must-have.
• Communication – as the point-of-contact for their principal, the best assistants need excellent written and verbal communication, with an understanding of the correct tone to use with each correspondent. They also need to be able to relay information to their principal in a clear and concise manner.

Administrative Duties of a High-profile Personal Assistant

Like their more junior personal assistant counterparts, high-profile personal assistants will take on a lot of the admin tasks relating to their Principal. Below, we’ll look at the most common tasks.

Managing Busy Schedules and Appointments

The diaries of senior managers will be handled by their personal assistants. This means the assistant will have a complete understanding of where their Principal needs to be at any given time of the day, and what they will be doing. This could be a client meeting, giving a speech at a conference, or even attending their child’s school play.

Travel Arrangements and Itinerary Management

As well as knowing where their Principal should be at a given time, a high-profile personal assistant will often be in charge of getting them there. Booking taxis, trains, planes, hotels, and restaurants is all within the assistant’s remit, and they will need to have the quick-thinking to make adjustments to these bookings, should anything go wrong.

Email and Communication Management

Certain senior staff may require their personal assistant to take full responsibility for their email inbox and phone calls. If this is the case, the assistant will need a strong grasp of the language and tone they should use in every interaction.

Document Organisation and Filing

A high-profile personal assistant will be in charge of organising and storing their Principal’s physical and digital documents. Many of these documents will contain sensitive information, and will likely be needed in the future, so an assistant needs a good organisational head, and an understanding of physical and digital security.

Personal Support and Concierge Services

As well as performing a range of business-related tasks for their Principal, high-profile personal assistants will often offer support for personal matters. The extent of this crossover into the personal side will be up to the Principal, but typically personal assistants may be expected to handle the following.

Personal Shopping and Gift Procurement

During busy business hours, personal assistants may be asked to run shopping errands. It could be taking a suit to a tailor, picking up from the dry cleaners, or purchasing a birthday gift for a family member.

Event Planning and Coordination

With their excellent organisational and diary management skills, high-profile personal assistants are a great help when planning personal events. From booking a function room for an anniversary party to finding a day in the diary for a picnic with the family, the responsibility is often be passed on to a personal assistant.

Family Support and Household Management

Alongside handling their Principal’s diary, personal assistants may be required to oversee a family schedule too. This could include children’s after-school and weekend activities, family holidays and more.

Many high-profile personal assistants manage junior personal assistants within the business, and so are a natural choice to help manage their principal’s household staff. They may be expected to handle household staff rotas, payment, and hiring.

Confidentiality and Discretion

Due to the seniority of their Principal, high-profile personal assistants will be entrusted with a lot of sensitive information. Whether it’s information in the reports they compile, or private discussions with clients and other senior colleagues, the assistant must treat everything they encounter with complete discretion.

The Importance of Confidentiality

Leaked information can have a huge negative impact on every aspect of a business. The company’s public image, consumer confidence, profits, and employee morale can all be affected, so any personal assistant who is party to confidential information should have a proven track record as a trustworthy employee.

Building Professional Relationships

More than any other assistant, a high-profile personal assistant will have direct relationships with clients, senior management, and even their Principal’s family. Therefore, it’s important that they have a naturally sociable and polite manner.

Effective Communication with Employers and Colleagues

In many day-to-day situations, a high-profile personal assistant will be the voice of their principal – answering emails, phone calls, and talking with colleagues in the office. They should be able to communicate clearly to avoid any misunderstandings and diffuse potential issues from both clients and colleagues.

Collaborating with Other Support Staff

Although the high-profile personal assistant role may be very one-to-one, it also requires a knack for teamwork. Most businesses will have more than one senior manager, and so more than high-level assistant. Just as the managers must constantly work together to best direct the business, so too will their personal assistants need to co-ordinate on a daily basis.

Read some of our most frequently asked questions on the responsibilities of a high-profile personal assistant below.

If you’re looking to hire a high-profile personal assistant or other support staff, check out our ultimate guide to hiring a PA, and get in touch with your requirements today.

The post Responsibilities of a High-Profile Personal Assistant appeared first on Tiger Recruitment.