Administrative and Customer Support Salary Trends for 2025

Article

Key trends shaping the administrative and customer service industry in 2025

Demand for tech-savvy talent grows
Pay transparency matters
Hybrid work is here to stay
In-demand jobs, certifications and skills in administrative and customer support

In the current worlds of administrative and customer support, change is a constant factor. Many administrative assistants work with AI to develop departmental support strategies, while customer service specialists resolve issues via text one minute and video call the next.

As the tools administrative and customer support professionals use continue to evolve, so do these workers’ jobs and the skills they need — which help determine their salaries. Drawing on exclusive data from 2025 Canada Salary Guide From Robert Half, let’s explore what will drive administrative and customer support salary trends in 2025.

Gone are the days when basic computer skills sufficed for administrative and customer support staff. The Salary Guide reveals a growing demand for support professionals with at least some familiarity with specialized software, from accounting programs to customer relationship management (CRM) systems and data analytics platforms.

While AI and automation skills are highly valued by many hiring managers, don't overlook the enduring value of human-driven software skills. Interestingly, expertise in the Microsoft 365 suite — particularly with Excel and Word — remains among the top 5 skills commanding a premium in this field. This underscores the importance of strong foundational tech skills alongside newer, more specialized experience.

As you refine your hiring approach, keep in mind that candidates with a broad tech skill set are in high demand and may expect premium salaries. However, investing in these tech-savvy professionals can bring substantial returns in productivity and customer satisfaction.

The Salary Guide reveals that a competitive salary with merit increases is the second most significant driver of job satisfaction for administrative and customer support professionals, after a reasonable workload and job expectations (see the guide for the full list). This data underscores the importance of not only offering competitive starting salaries but also providing clear pathways for financial growth within the organization.

Employers who embrace pay transparency may find it easier to attract and retain top talent. By providing explicit salary ranges and being open about compensation structures, companies can build trust with potential and current employees. This transparency can lead to improved job satisfaction, reduced turnover and a more engaged workforce.

It's worth noting that pay transparency isn't just a passing trend. As provinces across Canada introduce legislation on this issue, staying ahead of the curve can help your business remain both compliant and competitive.

The preference for flexible work arrangements continues to shape these fields. Notably, 51% of candidates say flexibility in where and when they work is the perk that most influences their decision to accept a job offer. In response, 40% of administrative and customer support managers say they will offer hybrid jobs to attract and hire skilled candidates. This approach allows companies to tap into a deeper talent pool while meeting the work-life balance priorities of many job seekers.

However, it's worth mentioning that employers are still grappling with this shift. The Salary Guide reports that nearly 6 in 10 managers say having new hires on-site full time would be ideal. Fortunately, there are ways to resolve this tension between employee preferences and traditional management styles. Invest in user-friendly communication tools and establish clear expectations for both remote and in-office work. Regular check-ins, virtual team-building activities and occasional in-person events can help maintain strong team connections and company culture, even with a distributed workforce. Employers might also start with new staff in-office full time, then grant them more hybrid options after their first month with the company.

Want to make sure you're adapting to your workforce's needs? Read this article to learn how to master the hybrid work model.

The Salary Guide sheds light on which jobs, credentials and abilities are most in-demand right now:

Administrative assistant

Customer service specialist

Data entry specialist

Executive assistant

Receptionist

Bilingualism (English and French)

Canadian certified administrative professional (CCAP)

Certified associate in project management (CAPM)

Data entry and CRM/database management

Microsoft Office specialist (MOS)

Leadership and management experience (50% of employers willing to pay more)

Project and program management (46%)

AI and automation (41%)

Customer experience (38%)

Microsoft 365 (35%)

Of course, knowing what your ideal candidate looks like on paper is one thing — finding them in real life is quite another. More than half (52%) of managers consider locating candidates with the right skill set as their biggest hiring hurdle. This challenge is intensified by the swift pace of technological advancements in the workplace, constantly raising the bar for required skills.

In this competitive environment, partnering with a specialized talent solutions firm like Robert Half can give you an edge. Our talent solutions professionals possess deep knowledge of the administrative and customer support sector and have cultivated extensive networks of highly skilled candidates. We can help you uncover and attract top-tier talent that might otherwise slip through the cracks with traditional hiring methods.

To gain a complete picture of salary and hiring trends across various industries and cities in Canada, dive into the 2025 Canada Salary Guide From Robert Half today. This valuable resource provides detailed salary figures, including specific insights on pay, including administrative assistant and executive assistant salaries, as well as emerging skills and retention strategies. By understanding what candidates value most — from competitive compensation and growth opportunities to work flexibility — you can position your organization as an employer of choice.

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