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:
Upskill existing staff: Provide training in government relations, lobbying regulations, policy analysis, and stakeholder engagement.
Mentoring & shadowing: Pair junior staff with senior public affairs professionals to develop skills on the job.
Career pathways: Create clear public affairs career ladders so staff see a long-term future in the role.
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.
Competitive salaries & benefits: Benchmark pay against other sectors, including the private sector - we can support you here with tailored salary benchmarking
Flexible working: Remote or hybrid roles can attract candidates who prioritise work-life balance.
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.
Target non-traditional backgrounds: Recruit from communications, journalism, research, or policy sectors.
Diversity & inclusion: Broaden your search, for example, to graduates from non-elite universities.
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.
Digital monitoring & stakeholder management tools: AI-powered policy tracking, CRM systems, and media monitoring reduce manual workload.
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.
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.
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.
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.