16 reasons why employers need to hire candidates who are early in their administrative careers

There are important short- and long-term benefits for employers to hire students, recent graduates, and others early in their careers for administrative and clerical roles. We reached out to 16 hiring experts to get their thoughts:

• Position Admin Work as Career Foundation
• Implement Cohort Hiring Through College Partnerships
• Create Memorable Two-Step Interview Process
• Build Partnerships with Educational Institutions
• Develop Skills-Based Hiring Pipeline
• Use Short Skill-Based Tests for Hiring
• Streamline Process with Virtual Information Sessions
• Establish Direct Partnerships with Local Schools
• Create Structured Internship-to-Hire Pipeline
• Run Targeted Time-Boxed Hiring Waves
• Partner with Schools for Cost-Effective Hiring
• Apply Live Workflow Exercises in Recruitment
• Design Candidate-Centric Hiring System
• Implement Task-Focused Application Process
• Offer Clear Development and Mentorship Opportunities
• Focus on Campus Recruitment and Flexibility

Position Admin Work as Career Foundation

I’ve observed that administrative roles often struggle with retention because early-career candidates fear being pigeonholed in support functions without advancement opportunities. The key insight is positioning these roles as business foundation training rather than just clerical work.

The most effective strategy involves developing clear advancement tracks where administrative assistants can transition to operations coordination, executive assistants can move into project management, and data entry specialists can advance to analyst roles. This requires creating structured skill development programs and mentorship opportunities that prepare candidates for higher-level responsibilities.

Successful volume hiring comes from partnering with business schools and community colleges to access students who understand that administrative experience provides valuable exposure to business operations, decision-making processes, and cross-functional collaboration. Present these positions as paid business education rather than just employment.

Companies should emphasize the learning opportunities inherent in administrative work – exposure to executive decision-making, understanding of business processes, and development of professional communication skills that transfer to any career path.

Position administrative work as a career foundation. When you demonstrate clear paths from administrative roles to specialized business functions, you attract ambitious candidates who view these positions as strategic career stepping stones rather than temporary employment.

Friddy Hoegener, Co-Founder | Head of Recruiting, SCOPE Recruiting

Implement Cohort Hiring Through College Partnerships

We use a cohort hiring model through community college partnerships to bring in early-career administrative talent at scale.

Instead of relying solely on job boards, we work directly with colleges that offer business and office programs. Every quarter, we host information sessions — sometimes online, sometimes on campus. Our team explains what the roles entail, what career growth we offer, and how we support new hires.

Then we open a hiring window. Everyone in that group starts together. We train them as a batch, which saves time and creates peer support from day one.

This approach solves two major issues:

1. Faster training — because everyone starts at the same time.

2. Lower attrition — because new hires don’t feel isolated.

We’re not just filling roles. We’re building a pipeline that works every quarter, without starting from scratch.

If you need 50 or 100 people in a year, don’t treat it as 50 separate hires. Build a system. Make it repeatable.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

Create Memorable Two-Step Interview Process

I am constantly trying to come up with something that is going to make a recruitment process memorable and appealing to the type of candidates we want to attract. One of the approaches I would advise for hiring early-career candidates in administrative positions is to concentrate on establishing a good relationship with the candidates. Individuals at this point in their careers are seeking more than just a job; they want to know how they can develop and what the future holds with your company.

In one of our recent cases, we developed a two-step procedure, which involved a behavioral interview and a skills-based task. The questions we used in the interview covered personal values, the approach to be taken when solving problems, and the future career goals of the candidates. This enabled us to understand their thought process and how they related to the company culture. For the second part, we prepared a hands-on task in which they were expected to handle an administrative project, for example, organizing a virtual meeting or writing a report. This provided us with an actual understanding of their capability to manage the job and how they could fit into the team.

This approach led to an increase in the quality of candidates who not only possessed the necessary skills but also the correct attitude. It helped us create a more sustainable and engaged team, which was concerned about their development and success.

Uku Soot, Organizational Growth Strategist, IPB Partners

Build Partnerships with Educational Institutions

One effective recruiting strategy I recommend to employers looking to hire dozens or even hundreds of early-career candidates into administrative roles is to build strong partnerships with local colleges, vocational schools, and community organizations. Many early-career candidates are eager to gain professional experience but may not know where to start or may not see administrative roles as a clear career path.

By working closely with schools, you can create internship programs, host on-campus workshops, and attend job fairs to showcase the opportunities and growth potential in your company. Offering paid internships or training programs that transition directly into full-time roles can also attract motivated candidates while giving you a chance to assess their fit early on.

Additionally, make the application process as simple and transparent as possible. Many early-career candidates are deterred by long, confusing processes or unclear expectations. A clear job description, fast communication, and even group hiring events can help you reach more people efficiently.

Finally, highlight the growth and learning opportunities your company offers. Early-career candidates value development and want to feel invested in. Showing them a clear pathway for advancement can turn a simple admin job into an exciting first step in their career.

Philip Ruffini, Co-Founder, Hire Overseas

Develop Skills-Based Hiring Pipeline

One type of recruiting strategy I consistently recommend is to build a skills-based hiring pipeline with micro-assessments and asynchronous pre-boarding for early-career administrative roles.

Instead of eliminating candidates solely based on credentials or job titles, we’ve helped clients establish hiring funnels based on real work performance. We run micro, role-specific assessments, such as inbox triage exercises or calendar coordination challenges, directly into the application process. These assessments help identify both soft skills (aptitude) and hard skills (attention to detail) that matter for admin roles, and can’t typically be assessed on a resume.

If the candidate passes that step, we take the time to explain how asynchronous previews of the onboarding process (either by video or Notion microsites) can help provide candidates with an overview of the team culture, tech stacks they will interface with, and expectations for a day in the life. This ultimately helps them self-select the roles that align with their preferences and reduces early terminations since they opt into the role with full expectations in place.

What are the outcomes? They’ll generally have faster hiring at scale, better cultural fits, and more successful onboarding.

If you’re hiring at volume, automate what you can, then humanize the moments that matter. You’ll be able to filter in the right people faster and make them feel appreciated on the first day.

Alex Alexakis, Founder, Pixel Chefs

Use Short Skill-Based Tests for Hiring

Employers who are hiring hundreds of early career admin staff should drop degree filters and use short skill-based tests to find strong candidates from outside the usual pool. Meaning, give the applicants short tasks that mirror the actual job. It may be a five-line-long email thread that they have to sort or a 15-minute calendar task with conflicting appointments. Here, you will quickly spot who can think very well and stay accurate under time pressure. 

This is something degrees will not teach you. It is not theory, but habits, swiftness, and judgment that count in the real world of admin work. This approach will help you hire capable people who would normally be overlooked. You will access a wider range of applicants and reduce the number of people who drop out of training. This is the sole manner in which we fill up our office positions presently.

Steven Bahbah, Managing Director, Service First Plumbing

Streamline Process with Virtual Information Sessions

I helped run a hiring sprint where we needed to bring in over 150 early-career administrative candidates quickly. What made the biggest difference? We reached out to community colleges directly and set up virtual information sessions where students could drop in and ask questions. That single shift tripled our qualified applicants in under two weeks.

Instead of long forms or resume-heavy filters, we kept things simple: short applications, clear expectations, and a quick video walkthrough of what the job entailed. That one adjustment reduced early-stage drop-off by almost 40%.

My advice is to “ditch the overly formal approach and meet entry-level candidates where they’re already comfortable,” such as community schools or social platforms. Keep your process streamlined and personable, and you’ll attract many more qualified applicants.

Jack Johnson, Director, Rhino Rank

Establish Direct Partnerships with Local Schools

One recruiting strategy I recommend for employers looking to hire large numbers of early career candidates into administrative roles is to partner directly with community colleges, trade schools, and local universities. These institutions are full of students and recent graduates actively looking for hands-on work experience, often in roles that match administrative skill sets like scheduling, data entry, communication, and office organization.

We’ve successfully connected with local programs that include business, hospitality, and logistics majors by offering flexible, entry-level admin roles that allow for growth. We provide a clear pathway for advancement, which makes the positions more appealing. Hosting virtual info sessions, offering short internships, and creating fast, mobile-friendly application processes also help us attract younger candidates who are used to engaging online.

This approach builds a sustainable talent pipeline and makes recruiting more efficient. Early career candidates are eager to learn, and when you can meet them where they are, you’ll find highly motivated applicants ready to start contributing quickly.

Corey Holth, Owner, CareSafe Storage

Create Structured Internship-to-Hire Pipeline

As a business owner, one recruiting strategy I highly recommend for hiring dozens or even hundreds of early-career candidates into administrative roles is partnering with vocational schools, community colleges, and universities to create a structured internship-to-hire pipeline. 

By offering paid internships or apprenticeship-style programs with clear paths to full-time roles, you not only attract motivated candidates eager to start their careers but also have the opportunity to assess their skills and fit within your organization before making long-term commitments. 

This approach builds a consistent talent funnel, strengthens your employer brand among young professionals, and reduces turnover by hiring candidates who’ve already experienced your workplace culture.

Andre Oentoro, CEO and Founder, Breadnbeyond

Run Targeted Time-Boxed Hiring Waves

When recruiting at scale — dozens or even hundreds of early-career candidates for administrative roles — the strategy must shift from reactive hiring to pipeline-driven recruitment campaigns.

One approach we have found effective is running targeted, time-boxed hiring “waves” — almost like seasonal product launches. Instead of hiring on a rolling basis, we open short, well-promoted recruitment windows (2-3 weeks), paired with clear messaging: “Apply now to join our next training cohort starting [date].” This creates urgency, drives better applicant volume, and helps us manage onboarding in batches.

It also allows your recruiting team to operate more like a marketing team: segment audiences (e.g., students, job switchers, return-to-work candidates), test different ad copy, and run short campaigns on platforms like Instagram, Telegram, and niche job boards — wherever your target candidates actually spend time.

The real win is in structured predictability. You know when talent is coming in, you can train in groups, and you build a recruitment engine that scales without burning out your team.

Orest Chaykivskyy, Co-Founder & Chief Commercial Officer, Forbytes

Partner with Schools for Cost-Effective Hiring

One outstanding recruiting strategy is to partner with local schools and job training programs. Here’s why:

• Large Pool of Candidates: Schools have numerous students and graduates looking for their first job.
• Cost-Effective Hiring: Teachers and counselors can recommend hardworking individuals, so you don’t waste time on unsuitable resumes.
• Pre-Trained Talent: Many programs teach basic administrative skills (such as Microsoft Office, email, filing), so new hires can start more quickly.
• Long-Term Pipeline: If you maintain relationships with the same schools, you will always have fresh candidates when you need them.

How to Implement This Strategy:

1. You can reach out to community colleges, high schools, or nonprofit job programs (they appreciate employer partnerships).
2. Consider offering paid internships or temp-to-hire roles, allowing candidates to prove they’re a good fit before hiring them full-time.
3. Keep it simple: Post job openings in their career center or conduct brief information sessions.

Bonus: These hires often have longer tenure because you provided them with their first real opportunity. This strategy is fast, cost-effective, and efficient, making it perfect for hiring dozens (or even hundreds!) of entry-level workers.

Arslan Habib, Digital Marketer | Business Strategist, Quantum Jobs USA

Apply Live Workflow Exercises in Recruitment

In our hiring sprint through Southeast Asia, I discarded traditional interviews and applied live workflow exercises. The applicants were required to receive five incoming media requests, classify them according to the beat, deadline, and tone, and write a corresponding pitch within an hour and a half. We used this method to screen 50 candidates in a 3-week time period using a basic Airtable stack and manual reviews.

Most recruitment mechanisms sieve people out rather than attract talent. We saw agency workers with no experience outperforming marketing degree graduates. A candidate in Cebu managed to complete all the tasks with 98 percent formatting accuracy and constructed a 20-person outreach list which resulted in three real placements. She is currently managing our APAC press desk.

The purpose was not to discover potential but to see what candidates could produce under time pressure, simulating the same conditions that our team operates under. This approach enabled us to fill 26 vacancies in less than a month and saved us more than $12,000 in recruiter fees.

Suvrangsou Das, Global PR Strategist & CEO, EasyPR LLC

Design Candidate-Centric Hiring System

The most efficient method to hire multiple entry-level administrative candidates requires creating an organized candidate-centric system. It should focus on their future development. Referral programs enable organizations to attract energetic candidates who understand their organizational values. Virtual job fairs, together with online platforms, enable employers to reach numerous candidates quickly and efficiently. 

Early-career candidates need applications that are both clear and fast because they expect quick feedback and transparent communication throughout the hiring process. The presentation of training programs together with defined career advancement opportunities demonstrates your commitment to their development, which makes your positions more appealing and increases candidate acceptance chances.

Tamsin Gable, Ambassador, Comfax

Implement Task-Focused Application Process

Avoid the conventional resume filter and develop an application process focused on tasks instead. With a three-step, easy process, we recruited 40 entry-level administrative employees by having them take a test: 20 minutes of simulated real work, including data entry with light scheduling logic. No resumes or cover letters were required. We only glanced at the way they interpreted information and followed directions.

That one change weeded out job applicants more quickly and objectively. It reduced our interview volume by 70 percent and brought forward candidates who would never have passed a resume review. The majority did not have any formal experience, yet they completed tasks better than candidates with well-polished LinkedIn profiles. When it comes to volume hiring, action, not background, should take the lead.

Maegan Damugo, Marketing Coordinator, Health Rising Direct Primary Care

Offer Clear Development and Mentorship Opportunities

An effective recruitment program to recruit dozens or even hundreds of early career candidates as administrative personnel should aim toward obvious development prospects. The candidates will be more willing to work for a company where they can develop, rather than one where they merely work to survive. Providing onboarding, extensive training plans, and career growth opportunities will demonstrate to employees that the employer is dedicated to ensuring their long-term success. Such transparency enables candidates to envision their future in the company, making the job more attractive.

Another effective approach is assigning new workers to mentors with extensive experience. Mentors have the capacity to guide them through the intricacies of the job and provide practical knowledge that cannot be obtained from books. Such mentorship boosts confidence and makes new employees feel that they belong to a competitive group. It also improves retention by ensuring employees do not feel overwhelmed or isolated during their initial days of work.

Ron Harper, Licensed Paralegal/Owner, OTD Ticket Defenders Legal Services

Focus on Campus Recruitment and Flexibility

Employers who need to recruit large groups of early-career applicants to fill administrative positions should concentrate on campus recruitment and internship programs as a very efficient strategy. Collaboration with universities, community colleges, and vocational schools will enable employers to benefit from a pool of talent in the form of students and fresh graduates who are keen on starting their careers. On campus, information sessions and career fairs can be organized to create awareness of opportunities and bring on board candidates who are genuinely interested in entry-level administrative jobs. This approach allows employers to evaluate several candidates simultaneously, saving time that would otherwise be wasted on sorting through applications.

Another realistic solution is to provide flexible working hours and clear career progression paths. Candidates at the beginning of their careers are usually concerned with job stability; however, they also want to grow professionally. Employers can help retain and maintain interest among candidates by presenting available opportunities for skill-building, mentorship, and career growth in the form of long-term positions. Offering part-time or hybrid jobs as a way of balancing work and life can be a great perk too. This will ensure that the candidates are not only competent in performing their duties but also willing to remain with and develop within the company.

Emma Alves, Lawyer, Alves Law