Screen by role
How to Screen Administrative Assistant Resumes
Administrative assistant resumes are heavy on adjectives — "detail-oriented," "organized," "proactive" — and light on specifics. The screen that matters finds scope: who they supported, how many, the tools they ran, and the responsibilities they actually owned versus the traits they listed.
Rank your candidate pool →What to screen for
Core qualifications
- Scope of support: how many people or executives, and at what level
- Concrete responsibilities owned (calendar, travel, expenses, vendor, events)
- Tool fluency relevant to the role (calendar, expense, CRM, office suite)
- Evidence of trust — confidential work, budgets, or stakeholder-facing duties
- Tenure stability appropriate to the level, or a clear reason for moves
Red flags
What to watch for in administrative assistant resumes
- A list of personal traits with almost no concrete duties
- "Supported the team" with no sense of how many people or at what level
- No tools named for a role that is defined by the tools used
- Responsibilities that read junior for a senior/EA req, or vice versa
- Frequent short stints with no explanation
Worth verifying
Claims that are easy to write, hard to back up
- "Supported executives" — how many, and at what level (manager, VP, C-suite)?
- "Managed calendars" — for how many people, across how many time zones?
- "Handled travel and expenses" — at what volume and budget?
- "Organized events" — how large, and what was owned versus assisted?
The fast way
Screen administrative assistants faster
For administrative and executive-assistant reqs, rank on scope and trust, not adjectives. The difference between a junior admin and a true EA is who they supported and what they were trusted to own — a VP's calendar versus the office supply order. Read past the soft-skill list for the duties and the level, and match seniority to the req.
Resume Autopsy ranks your whole administrative assistant applicant pool against the job description in minutes — a 0–100 fit score and a MATCH / PARTIAL / MISS checklist with evidence quotes for every candidate, so you know who to interview first and can defend the call.
Try it on your next req →Screen other roles
Related resources