Understanding the UK Public Affairs Talent Shortage: Evidence-Based Strategies for Membership Organisations
The UK’s public affairs talent shortage is a genuine challenge - especially for membership organisations such as Regulatory Bodies, Trade Associations, and Professional Bodies. The good news? There is a range of effective strategies that can help address it. Here’s an overview:
1. Develop Internal Talent (“Grow Your Own”)
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Upskill existing staff: Provide training in government relations, lobbying regulations, policy analysis, and stakeholder engagement.
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Mentoring & shadowing: Pair junior staff with senior public affairs professionals to develop skills on the job.
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Career pathways: Create clear public affairs career ladders so staff see a long-term future in the role.
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Cross-functional rotation: Rotate staff through policy, communications, and research functions to build well-rounded PA professionals.
Why it works: Since membership organisations often can’t match private sector salaries, investing in and nurturing your own talent is not only cost-effective, but also helps foster loyalty and long-term commitment.
2. Attract Talent with Competitive and Flexible Offers
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Competitive salaries & benefits: Benchmark pay against other sectors, including the private sector - we can support you here with tailored salary benchmarking
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Flexible working: Remote or hybrid roles can attract candidates who prioritise work-life balance.
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Short-term interim options: Use project-based hires for campaigns or legislative cycles to alleviate immediate gaps - we can support you here with proven Interim experts
Why it works: Many public affairs professionals are drawn to roles where they can make a real impact, enjoy flexibility, and find work that’s truly meaningful - not just a competitive salary.
3. Expand the Candidate Pool
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Target non-traditional backgrounds: Recruit from communications, journalism, research, or policy sectors.
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Diversity & inclusion: Broaden your search, for example, to graduates from non-elite universities.
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Early talent programs: Internships, apprenticeships, and graduate schemes focused on public affairs build a pipeline of future talent.
Why it works: Opening up your search in these ways helps you find more great-fit candidates, keeps valuable talent from moving elsewhere, and brings fresh energy to your organisational culture.
4. Embrace Technology and Smart Automation
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Digital monitoring & stakeholder management tools: AI-powered policy tracking, CRM systems, and media monitoring reduce manual workload.
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Data-driven campaigns: Use analytics to identify key policy targets and streamline advocacy efforts.
Why it works: It lightens the load on your team, so even smaller Public Affairs groups can achieve great results efficiently.
5. Build Your Reputation as a “Destination Employer”
- Share your insights - publish research, get involved in policy discussions, and be present at conferences.
- Build meaningful connections by joining industry forums and taking part in sector coalitions - these help your organisation stand out to talented public affairs professionals.
- Support your team’s growth by funding memberships to professional bodies like PRCA or the Public Affairs Professionals Association (PAPA), making your organisation an even more attractive place to build a career.
Why it works: The best people are drawn to organisations where they feel empowered, respected, and have room to grow - places where they can really make an impact and develop their careers.
6. Partner with A Specialist Recruitment Firm
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Use specialist, sector and skill-focused recruitment firms: They know the market and can quickly identify top, passive candidates. Let’s have a chat about your needs, reach out anytime, and we’ll be delighted to help you find the right Public Affairs talent.
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Tap professional networks through a specialist agency: Leveraging their LinkedIn networks and partnerships, PAPA, PRCA, and sector-specific groups, and niche job boards they are partnered with.
Why it works: Speeds up and streamlines your search, as they connect you quickly with both active job seekers and top candidates who might not even be looking yet.