Hiring a receptionist might seem straightforward—but the reality is anything but simple. While CFOs and other senior-level professionals can often be evaluated based on their credentials and track record, Receptionists present a unique hiring challenge that goes far beyond the resume.
At Debbie Mastel & Associates, we’ve helped clients fill Receptionist roles five times in the past year—with a 100% success rate. And there’s a reason we celebrate each one.
Why Receptionist Roles Are Harder Than You Think
From identifying interpersonal strengths to avoiding common hiring traps, here are four reasons receptionist roles are often more complex than they appear.
It All Comes Down to Fit
You can’t always spot a great Receptionist on paper. The technical skills may be similar across candidates, but it’s the interpersonal nuance that separates someone who’s simply answering phones from someone who becomes the welcoming face of your business.
The Talent Pool Is Big, But the Margin for Error Is Small
High applicant volume often leads employers to believe these roles are easy to fill. But that wide pool can make it even more difficult to filter for quality, reliability, and alignment with your company’s values. One misstep—like hiring someone who struggles under pressure or communicates poorly—can disrupt your entire front office.
What Makes Hiring a Receptionist So Challenging?
Hiring a receptionist requires more than reviewing resumes. It involves identifying qualities that don’t always show up on paper—like warmth, adaptability, and the ability to handle pressure while representing your brand. Many companies underestimate the strategy required in hiring a receptionist who can truly elevate the front-of-house experience.
Cultural Missteps Can Be Costly
We often say that Receptionists are culture carriers. They shape first impressions, manage front-line communication, and set the tone for clients, customers, and internal teams. A wrong fit can quietly erode culture, while the right one enhances it.
“It’s more difficult to find a great Receptionist than it is to hire a CFO. A CFO’s credentials are easy to assess—but Receptionists? That’s all about the fit.”
— Debbie Mastel
A Full-Circle Moment Worth Sharing
In a recent placement, we helped a client hire a Receptionist who seemed like a great match. After the offer was accepted, the hiring manager received an unexpected email from a former employee he had hired years ago. She shared how much that job had changed her life.
Then came the twist: “You just hired my best friend for your Receptionist role.“
The impact of one good hire can echo far beyond the initial interview. These are the moments that remind us why we do what we do.
Avoiding Interview Pitfalls in Entry-Level Roles
Hiring a receptionist deserves the same level of preparation and structure that we bring to executive hires. Unstructured interviews are one of the biggest mistakes hiring managers make—and they often backfire.
Check out our post on 3 Common Interview Pitfalls That Hurt Your Hiring Process to avoid:
- Asking inappropriate or overly personal questions
- Letting interviews go off-script
- Failing to assess soft skills consistently
A structured, respectful process reflects your brand and creates a positive candidate experience—even for short-term or contract roles.
Key Takeaways
- Hiring a receptionist takes more strategy than many realize
- It’s less about resumes and more about communication, professionalism, and fit
- A structured interview process helps reduce hiring mistakes
- Every hire matters—especially the ones who greet your team and clients each day
Hiring a Receptionist? Let’s make sure you get it right. Reach out to Debbie Mastel & Associates to find someone who reflects your values—and makes every first impression count.