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Lobbyist Job Description

How to Hire a Lobbyist

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Lobbyist Job Description

We are recruiting for a Lobbyist to expand our government relations team, assist with our lobbying efforts and steer company growth. The Lobbyist will act as a liaison between clients and the government and use communications and media relations approaches in their lobbying efforts. You will grow effective relationships with government agencies, trade associations and coalitions involved with clients’ agendas.

You will strive to influence opinion leaders and take part in advertizing campaigns.

To succeed in this role you need to have outstanding knowledge of the legislative process and have a clear understanding of clients’ causes. Suitable candidates have excellent communication and people skills and are detail oriented.

Lobbyist Duties and Responsibilities

  • Proficient knowledge of legislative processes.
  • Outstanding communication skills, both verbal and written.
  • Outstanding people skills.
  • Ability to influence others.
  • Available to attend events and meetings outside work hours.

Lobbyist Skills and Requirements

  • Growing relationships and collaborating with various parties involved with clients’ programmes.
  • Growing and executing lobbying strategies for clients.
  • Ensuring clients’ policies and positions are shared with government officials and appropriate parties.
  • Communicating governmental and other parties’ communications and responses to team members and clients.
  • Researching and examining legislation and regulatory proposals.
  • Attending events and meetings such as congressional hearings.
  • Educating government officials and corporate officers.
  • Participating in advertizing campaigns.
  • Working to influence opinion leaders.
  • Proficient knowledge of legislative processes.
  • Outstanding communication skills, both verbal and written.
  • Outstanding people skills.
  • Ability to influence others.
  • Available to attend events and meetings outside work hours.

Personalising Your Lobbyist Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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