Hello!
We are I&G Assistance, an international recruitment agency specializing in hiring top-tier business and personal assistants, as well as administrative professionals. For over two years, we’ve been helping companies build exceptional teams — brick by brick.
But the process hasn’t always been smooth.
In this article, we’ll share our experience and the main challenges we’ve faced while assembling strong and truly unique teams. Most importantly, we’ll offer practical tips to help you do the same.
(By the way, reading this article might bring you one step closer to Forbes!)

What challenges might you face — and how do you overcome them?

1. Lack of qualified candidatesIn today’s rapidly changing job and tech landscape, finding people with the right skills and experience is getting harder. Demand for niche expertise continues to rise, creating fierce competition for top talent.
Solution:
To overcome this barrier, it’s essential to invest in strong internal training programs and upskilling opportunities.
We also recommend considering candidates with less experience but high growth potential.
Here’s what we do internally:
We’ve built a detailed, regularly updated knowledge base in Notion to support onboarding and internal training.
New hires gain access to it right away and move through the materials at their own pace. We also run masterclasses led by senior recruiters.
Every two months, each team member takes a professional development course and shares key insights with colleagues during a team knowledge session.

2. Cultural Misalignment
Even a highly skilled specialist may not fit in if their values and work style don’t align with the company’s culture.
This often leads to conflicts, decreased productivity, and ultimately — high employee turnover.
Solution:
When evaluating candidates, it’s important to assess not only their professional skills but also their personality and values.
In-depth interviews and cultural fit tests help avoid future issues.
At our agency, every candidate goes through a three-step interview process that allows us to understand their personality, motivations, and long-term goals.

3. Difficulty Assessing Soft Skills
Soft skills — such as communication, teamwork, and emotional intelligence — are often just as important as technical expertise.
But they’re harder to measure and can be easily overlooked during the hiring process.
Solution:
We use structured interviews and role-play scenarios to better evaluate soft skills.
We also collect references from past employers and look for behavioral patterns.
One of the key tools we use is personality testing, such as the MBTI, which helps us identify strengths, weaknesses, and compatibility with team dynamics.

4. High Employee Turnover
High turnover can have a negative impact on productivity and team morale.
The reasons vary — from dissatisfaction with working conditions to a lack of growth opportunities or a mismatch between expectations and reality.
Solution:
To reduce turnover, it’s important to conduct regular employee feedback surveys to understand their needs and expectations.
Offering competitive working conditions, clear career development paths, and growth programs also helps.
At our company, we hold weekly one-on-one meetings with team members to discuss their current challenges, career goals, and personal needs.
These conversations create a culture of trust and open communication where each team member feels heard and valued.
They help identify potential issues early and support long-term individual growth plans.
Investing in corporate culture, organizing team events and offsites, and building a supportive work environment where people feel they belong — all contribute to improved retention and long-term employee loyalty.