Your question implies that these people are objects, which you can have and throw away whenever you feel like. You can't and they're not; they're people and this could be the cause of your problems.
I asked for one or two assistants to help with some of the lower level tech work... My request was granted and I received two employees who I am now the manager of.
You didn't receive two employees, they were hired. Your language here implies that you didn't interview them yourself at all. As someone's future manager you should be interviewing them to check that they'll fit well into the team and have the necessary skills to do the job.
Now the issue is that they claim they have the three years minimum required work experience but I'm not so sure.
This is slightly worrying, their work experience should have been double checked by your HR department and you should have tested them in their interviews to ensure that they'd be able to do the job. This reads as though you had a list of requirements that someone went off and found a match to.
They are constantly asking questions about how to do certain tasks. Questions one would assume they know the answer to.
Asking questions is completely normal and to be encouraged. It's one of the best ways to learn and may indicate that your new employees are motivated to do well. Once again, the second sentence would indicate that you didn't interview them, or that they didn't have an appropriate technical interview.
Should I ask they be terminated?
You can't just "terminate" someone, there are a lot of procedures to go through.
Or do I simply continue as usual and hope they learn?
It's your responsibility, as someone's manager to ensure that they have the knowledge and tools to do their job. You can't "hope" they learn; you need to ensure that they're learning the correct things in order to to their job. You need to either train them yourself or arrange for someone else to do so if they're unable to learn on their own.
How can I deal with these employees?
I would sit down with someone from your HR department - explain the situation and ask for help in resolving it. Don't go with preconceptions about the future course of action (termination) and start pushing for that to occur. Do go with information to back up your arguments; what specifically are these people not achieving at? Why do you expect them to have this knowledge? How quickly are they picking it up once they know that they need to know? etc.
This may end in termination of their contract but don't assume so from the beginning. It's a lot quicker, cheaper and easier to work with the staff you have if they are good enough. Remember that you're their manager and it's your responsibility to ensure that the employee is doing well for both themselves and the company.
If you haven't been a manager previously (or even if you have) it might be worth asking to go on some management courses. It may help you in dealing with your new employees and it helps you in your own development for your own future.