How to hire an administrative functional support

How to hire an administrative functional support, step by step

Here's a step-by-step administrative functional support hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an administrative functional support job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new administrative functional support
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The administrative functional support hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An administrative functional support's background is also an important factor in determining whether they'll be a good fit for the position. For example, administrative functional supports from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of administrative functional supports and their corresponding salaries.

   Type of Administrative Functional Support	Description	Hourly rate
   Administrative Functional Support		$16-40
   Office Manager	Office managers oversee the entire workplace. They maintain office processes and services to ensure that everything is running well... Show more	$14-29
   Project Management Internship	When it comes to a project management internship, the tasks may vary on the organization or industry where one is involved. However, the primary duties are to provide administrative support by accomplishing tasks ranging from performing research and analysis, responding to inquiries and concerns, assisting in data entry and record-keeping, producing reports, and managing schedules... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Generate Reports
   • Human Resources
   • Functional Unit Processes
   • Word Processing
   • SharePoint
   • Business
   • Data Entry
   • Expense Reports
   • Administrative Tasks
   • DOD
   • Computer System
   • Travel Arrangements
   • Office Operations
   • Financial Statements

   Check all skills

   Responsibilities:

   • Assist SVP with managing transition to effectively disband correspondent department and close office.
   • Register new patients and update existing patient's demographics by collecting patient detail patient's information including personal and financial information.
   • Process subpoenas and unemployment claims.

3. Make a budget

   Including a salary range in your administrative functional support job description is one of the best ways to attract top talent. An administrative functional support can vary based on:

   • Location. For example, administrative functional supports' average salary in alaska is 48% less than in california.
   • Seniority. Entry-level administrative functional supports 58% less than senior-level administrative functional supports.
   • Certifications. An administrative functional support with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an administrative functional support's salary.

   Average administrative functional support salary

   $54,677yearly

   $26.29 hourly rate

   ---

   Entry-level administrative functional support salary

   $35,000 yearly salary

   Updated January 23, 2026

4. Writing an administrative functional support job description

   An administrative functional support job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of an administrative functional support job description:

   Administrative functional support job description example

   Functional Administrator

   • Assist the Facility Security Officer with the management, administration and coordination of the security program and other security activities to ensure compliance with government and company security policies and procedures.

   Job Duties (not all-inclusive.): Functional Administrator

   • Badge administration (create/destroy/update)
   • Keep badge accesses for unclassified spaces, up-to-date in WinDSX (badging software) for 1300+ employees and over 300 subcontractors
   • Review and approve non-employee badge request forms
   • Arrange zoom meetings and/or facilitate in person ID and citizenship verification
   • Perform Denied Party Screen
   • Verify vetting is completed in HICX procurement portal
   • Review and approve no-escort visitor badge request forms
   • Perform Denied Party Screen
   • Verify vetting is complete in HICX procurement portal
   • Review and approve facility perimeter door key requests via the Key Acknowledgement form
   • Provide FSO with COVID headcount 2x/wk using reports in WinDSX
   • Perform Door Pressure Test checks on all closed area perimeter doors 1/Qtr
   • Keep Physical Security Assessment Plan (PSAP) up to date
   • Perform Annual Physical Key Inventory
   • Perform SIMS container inventory 2x/yr
   • Update SIMS with information from new hire Badging Citizenship Verification Forms, file in PERSEC folder
   • Send Foreign Travel Debrief to returning travelers, save to file
   • Process incoming and outgoing classified packages, update SIMS (wrapping/receipts etc.)

   Skills Required: Functional Administrator

   • Understanding and experience with the NISPOM and general security requirements for DoD and other Federal Agencies
   • Proficiency in MS Office (Word, PowerPoint, Excel, Access)
   • SIMS
   • Strong Attention to Detail

   Skills Not required but a plus: Functional Administrator

   • COMSEC,
   • INFOSEC experience,
   • Familiarization with FSO roles and responsibilities,

   REQUIRED EXPERIENCE: Functional Administrator

   • Familiarization with FSO roles and responsibilities
   • Active Secret Clearance to start

   EDUCATION: Functional Administrator

   • Bachelor's Degree

   ADDITIONAL INFORMATION: Functional Administrator
   Shift: 1st, 7: 30am - 3: 00pm, 9/80
   EEO Statement Apollo Professional Solutions, Inc. is an equal opportunity employer. We provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, marital status, age, national origin, ancestry, disability status, medical condition, pregnancy, genetic information, protected veteran status, gender, sexual orientation, gender identity or expression, or any other status or characteristic protected under federal, state, or local law.

   Copy this example

   

5. Post your job

   There are a few common ways to find administrative functional supports for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your administrative functional support job on Zippia to find and recruit administrative functional support candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit administrative functional supports, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new administrative functional support

   Once you've found the administrative functional support candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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