EXECUTIVE ASSISTANT

Look for diversity in both work and life experience; someone that is inquisitive and that likes to learn new skills. Check for evidence of someone willing to step out of their comfort zone.

Someone enthusiastic to help, may also be impetuous and not listen. Be clear on the balance between enthusiasm and maturity you'd like. Be willing to coach, as enthusiasm is valuable.

Look for someone whose success is tied to your success, and who has a genuine interest in your business. Your ideal candidate is someone who has a reason to be motivated.

Look for the specific skills needed for you to delegate the tasks you want to offload, and evidence that your candidate can take responsibility.

Check for evidence that your candidate is a hard worker, and is reliable.

Someone that has been carefully vetted is ideal, and reduces risk.

Some people are rigid in their thought process which is great for detailed jobs - while others are more flexible. Be clear about the role and how much flexibility is needed.

Look for maturity, even if the candidate is young

Consider a psychometric tool that checks how a candidate handles stress.

Attitude, attitude, attitude!

More and more companies are recognising that you can train for skills, but you can't teach a good attitude.

Consider a psychometric test that checks for cognitive reasoning skills, an indication of a sharp mind and the ability to learn quickly. Also consider specific skills tests.

The ideal candidate is one who compliments your company's culture.

Finding someone who is the right match is as important as their skills.

To sniff out problems you need a team member with an analytical mind.

Consider using a skills assessment tool that tests for analytical abilities.

If you work with clients in other countries, or are considering exporting, a multilingual candidate is a strong plus for communication.