Rethinking 5 Recruitment Pain Points
Hiring staff is no easy task. Whether you hire internationally, domestically or both, the pain points of hiring are often the same.
Specialists don’t have the extent of experience they used to
Gymnast, skateboarder, lifeguard… the list goes on. There are always going to be positions that are hard to fill. Chances are you have never had a summer where you started camp with the perfect staff in every position. Yet, the summer went on, and most importantly, the campers had fun.
When you are interviewing for a potential speciality, but the interviewee is not showcasing the level of skill you were anticipating, rather than ruling them out, ask: “what can you do to ensure that you are prepared to work in a position beyond your skills?” This question allows the potential hire to share what they are willing to do to show up their best self for camp. At the end of the day, as much as you need that soccer coach, you need a person who is willing to put their best foot forward in any situation.
Participants are motivated by travel but not by working with campers
If given the chance to explore a new place or look after a friend’s children, we think you would also be more inclined to choose to travel. The reality is, for some, camp is a means to an end. They are not coming to camp because they have dreamed of working in the kitchen or teaching children arts and crafts, they are coming to camp because they want to meet new friends and explore new places.
Allow staff to be excited about these opportunities while also setting realistic expectations. If someone you are interviewing is talking more about travel than camp, it is okay to have a candid conversation with them. Ask what you need to ask to gain confidence that they are committed to being a strong role model and hard worker during camp, regardless of what they plan to do after camp is over. They are adults, young adults, but adults just the same and it is okay to hold them accountable.
They want more than the minimum pocket money
Pay transparency and pay negotiations are not going anywhere. The workplace is changing and even though camp is unique, it is not excluded from these trends. Can you pay this person more? Is there a type of training or certification that this prospective counselor can get to be able to make more? Do you offer end of camp bonuses or referral bonuses? If the conversation of more pay is brought to the table, listen. Hear them out. Even if at the end of the day you cannot pay them more, giving them permission to ask has already created a trusting environment for the staff member and has shown camp that this interviewee is a go-getter. Win for all!
They are not committing / weighing multiple options
We know it is frustrating when a job offer is not met with excitement and an immediate yes. However, it is okay if the individual you are recruiting does not say yes right away. A young adult taking an offer, thinking about it, and comparing it to other opportunities, is a sign of strong self worth and maturity. Don’t be afraid to ask them if there is something more they need to commit to your camp. If you are passionate about a staff member, work with them to ensure it is the perfect match for both parties involved.
“It feels like they are interviewing me!”
These individuals are leaving their home country to come to rural areas in the United States to work long hours for 8+ weeks. We know camp is the experience of a lifetime, but these potential staff are still learning that. Allow them the opportunity to ask their questions. If you think someone is a good fit, but they have a lot of uncertainty and are asking a long list of questions, connect them with other former staff who worked in a similar position or came from the same country. Give the staff the answers and support they need to feel committed and excited about coming on board.
At the end of the day, these individuals want to be heard and supported. Staffing may look different than it did 10 years ago, and that is okay. Change the way you recruit by using these pain points as new opportunities to engage with and support potential staff.