6 Interview Questions to Ask When Hiring a PA
Finding the right PA is about far more than finding someone who can manage a diary and handle administrative tasks. The best Personal Assistants become trusted partners to the executives they support, helping them stay organised, productive and focused on their priorities.
As a specialist PA recruitment agency in London and Manchester, we regularly see employers struggle to identify these qualities during interviews. While experience and technical skills are important, the right PA also needs strong judgement, initiative, communication skills and the ability to build a trusted relationship with their executive.
Here are six questions we recommend asking when interviewing a PA, along with what to look for in their answers.
1. Tell me about the busiest executive you have supported.
Look for:
- The complexity and seniority of the executive they supported
- The scale of their responsibilities
- Experience managing multiple stakeholders and competing demands
- Examples of working effectively in a fast-paced environment
Strong candidates should be able to demonstrate how they prioritised effectively and remained calm under pressure.
2. How do you manage competing priorities when everything seems urgent?
This question tests decision-making, organisation and confidence.
A strong PA should have a structured approach to prioritisation rather than simply reacting to whoever is asking for something most urgently. Look for candidates who can explain how they assess deadlines, business impact and the executive’s priorities before deciding what needs attention first.
3. How would your previous executive describe your working style?
This provides valuable insight into a candidate’s self-awareness, communication style and ability to build strong working relationships.
Look for answers that demonstrate adaptability. Every executive has different preferences, and the best PAs understand how to adjust their approach to suit the individual they support.
4. What systems or tools do you use to stay organised?
This helps assess a candidate’s technical ability, organisation and approach to managing information and processes.
Depending on the role, you may want to explore their experience with diary management systems, Microsoft Office, CRM platforms, project management tools and other technology used to manage workload and improve efficiency.
5. How do you build trust with a new executive?
Trust is fundamental to a successful PA/executive relationship.
Look for examples of discretion, reliability, communication and initiative. Strong PAs understand that building trust takes time and demonstrate an ability to anticipate needs while knowing when to take ownership and when to seek guidance.
6. What makes a great PA, and what differentiates a good PA from an average one?
This question provides an excellent indication of a candidate’s understanding of the PA role, their professional standards and their ambitions.
Look for candidates who recognise that exceptional PA support goes beyond administration. The strongest PAs are proactive, commercially aware, highly organised and able to anticipate what their executive needs before being asked.
What to Look Out For When Hiring a PA
Employers should be cautious if candidates focus solely on administrative tasks, demonstrate a reactive approach or struggle to explain how they manage competing priorities and pressure.
The best PAs do far more than manage calendars, organise meetings and book travel. They become a trusted extension of the executive they support, using their judgement, initiative and commercial awareness to make their executive more effective.
Working with a specialist PA recruitment agency in London can help employers access high-calibre Personal Assistants who have the experience, skills and personality required to provide exceptional executive support.
At TalentYard, we specialise in PA and Executive Assistant recruitment, connecting businesses across London and Manchester with outstanding support professionals.
