I’ve seen too many cases where strong profiles in Government & Public Affairs are rejected simply because recruiters can’t “tick the boxes.”

But here’s the reality:
• You can’t measure stakeholder trust in years of experience.
• You can’t reduce regulatory insight to a job description keyword.
• You can’t capture reputation management in a generic competency grid.

When HR screens Public Affairs like any other corporate role, organizations risk filtering out exactly the expertise that protects and enables their business.

👉 The fix? HR needs to better grasp the particularities of Public Affairs — and Public Affairs professionals need to translate their impact in a way that recruiters can understand. Until that happens, companies will keep hiring “safe” profiles and missing the strategic ones.

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