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putting staff on the mailing list for newsletters

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Creating a list of smaller leadership things that those who maybe aren't ready for full on can keep working on to increase skills

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- proactively reach out to staff the week before they're scheduled to work; avoids last minute "I can't work next week" conversations; young staff are overscheduled so would benefit from reminders

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hiring stakeholders having conversations/ making sure evals are done before staff leave so that natural conversations with each staff member can include a personal invite back (during a goodbye hug, etc)
Tapping people more often and in different ways
Good luck and happy things during midterms, finals (we are thinking about you)

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Planning time for the staff to get to "play" the way the campers would--plan a scavenger hunt for them, a camp-special event

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Room 5 - give more responsibility to staff, but no a promotion

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Room 5 - give more responsibility to staff, but no a promotion

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1. set future goals during the current summer, so the team member is read for a promotion next summer
2. give them a taste of leadership for a session - pull them from a unit/cabin group to see how they feel
3. make sub committees for counselors to be a part of to give them extra responsibility i.e. recycle club, all-camp programming team, theme days promotion, DEIA/RJ culture

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get the info at the end of the summer and then make it very clear that you are going to do the things they asked for. change that they can see directly from their input post summer.

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Tell applicants what they will be paid per week vs hourly rate

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Tell applicants what they will be paid per week vs hourly rate

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Counselors want some of the same recognition incentives as campers (year beads, project patches, etc.) 5 year 10 year

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games, food, cards, do things to keep the relationships going - coffee, meet ups, zoom, texts, etc

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Support system visitation day (family/friends) for the staff to show off what they do at camp, and to show off the facilities.

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Asking veteran staff for their input means a lot.

Staff aren't always thinking about next summer after the previous summer.

Sometimes staff need to expand their resume and explore other opportunities they may still need. So, we need to emphasize the skills they gain at camp.

As the years have passed, more and more students are waiting to see about internships or other opportunities. We don't get the commitments early from those students.

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string together smaller jobs to create a full time job in office season. Pool cleaning a few days, food service a couple days, etc

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Training programs during the summer for someone who might be interested in a new position for next summer (like exposing someone new to the workings of an Art Director, etc) OR new responsibilities (run our storytelling next summer? try it now)
"Come back next year, we would love to have you take on leadership in this way!"

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Help alumni and current staff become recruiters for you! Give them tools and resources to use to help recruit for your program: camp t-shirts to wear, stickers, presentation tools, flyers, etc. Help them create the space to talk about their experience.

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Seeing a trend in staff coming with friends or people they know to work at camp. Find groups to recruit from and use clear language in talking about camp so people connect with your program and the job they would be doing as opposed to feeling like an insider.

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Reaching out to returning staff after summer camp season and keeping in contact regularly to keep them engaged leading up to summer camp.

Handshake has been useful for recruiting some new staff, but not all universities use Handshake, so you need to use whatever platform they are using.

Staff recruitment team - including returning and current staff, providing referral bonuses for those staff. Meet on Zoom monthly with that team.

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Has anyone's criteria changed for hiring? What training do you add to help hires who many not have all the skills you would normally look for? (for example, not as much childcare experience)

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Provide your staff with things to do in the area or create regularly occurring events for them. It could be as simple as a movie night etc.

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Everyone wants it. How do we do it?

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Upon hiring someone, make an effort to stay in contact. In the early part of the year, email once or twice a month with exciting news, staffing updates, etc. to give them some buy-in. As summer gets closer, make efforts to connect weekly, either via email or some communication app. It doesn't have to be a newsletter, it can be a meme relating to camp - keep them engaged from point of hire all the way to camp!

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paying strong high school educators in training

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paying strong high school educators in training

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encourage longer contracts with more money at certain week increments; also certifications; more given at end of summer

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On boarding process with set check-ins
Book clubs with mentorship and materials about camp processes
Fill out survey about their connections to camp, potential other connections like campus clubs that could be further recruitment potential

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doing stuff in the winter like program prep, retooling the handbook, etc. Can be done remotely but paid.

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room 5 - hiring process - don't be afraid to change it

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room 5 - hiring process - don't be afraid to change it

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personal email when they start an application
start with a small interview/ phone call "Culture Fit Conversation" - then send them the application
simplify the application
update your three questions (qualifiers) on indeed

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get them working with retreats or school groups as early in the year as possible

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video messages

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why did you apply? - helps us understand their motivation
start casually, but doesn't have to be too emotional/ heartfelt

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virtual campfires once a month (via zoom, starting to be a little bit less excited about that), facebook groups, highlight them on social media, bonus - early sign up. Use google classroom as well.

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Non profits:
Create a "counselorship" to help staff offset "cost" of working at camp: rent for an empty apartment, travel costs, trips on time off.

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Find a local base or ROTC program and have them funnel you staff for continued Leadership training

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Connect staff with each other--esp if you have staff coming from the same places) they can make travel plans together, get to know each other
Using platforms like
Facebook Groups
Band
WhatsApp
Discord
Basecamp
Dedicated phone number they can text: a camp business phone, a Google voice number, etc
Zoom calls monthly to fill the gap between hiring and arrival. Brainstorming, buying program materials based on ideas: feeling like they are contributing before camp!

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Room 5 - leveraging new staff to recruit

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Room 5 - leveraging new staff to recruit

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1. bring a friend bonus is offer to new staff
2. business cards to hand out at any time - easier to carry around than a flier
3. some people don't want their friends to join them

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changed advertised job status from seasonal to part time

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changed advertised job status from seasonal to part time

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What do you need to be here? How can we make this the best choice. Flexibility. School online while at camp.

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Offering to pay for or provide FA Certs and Lifeguarding

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Find a specific professor or program head to work with. Easier and better reception then using a full university career center.

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Working to pull them in using internship language.

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Spoke about the advantages of offering a vaccine bonus last year, may repeat in 2022 for booster

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blanket system that they will help do it. Give us what you want to do and we will make it work. Also will create something for a specific person as well. Paid and last the length of the summer.

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fencing - reach out to clubs, campus recreation, student activities offices at universities
kitchen staff - reach out the university residence halls, elementary schools
Wilderness First Responder - increase salary, nols alum, coolworks, Facebook Basecamp: Outdoor Jobs & More
lifeguards - hire internal instructor

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inviting staff (with targeted invites)to events outside summer dates

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Referral and early signing bonus'. Give money to staff not Google or Facebook ads.

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Intentionally focus on LITs/CITs to become future counselors. Email camper families and alums to help in recruiting efforts.

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expand reach in to more non traditional job boards - veteran groups, LGBTQ+ - highly engaged communities.

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Entice non-traditional majors with internship opportunities with specific language in job postings.

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Struggling with Vaccine mandates in reference to staff

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Platforms where people are posting their jobs (room 2)

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Platforms where people are posting their jobs (room 2)

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Activity Hero
AllCampJobs
Handshake (has been hit or miss, on and off)
Indeed
Facebook (to reach the PARENTs of the college-age kids)
International Agencies seem to be working for people rn (worried about visa backlogs still)

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Room 3 Since we can't compete as a non profit - we are trying to highlight the advantages of working at camp.  Can't compete with local salaries

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Room 3 Since we can't compete as a non profit - we are trying to highlight the advantages of working at camp.  Can't compete with local salaries

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Community Fairs for more technical colleges, trades schools, food service and other more behind the scenes jobs

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Facebook is out! What social media platforms are you using?
Flyer targeting Alumni asking for referrals--got good response. (Including some parents who reached out with kids who are becoming staff age)
Created a committee of staff (including people who cannot come back but want to be involved) to brainstorm social media to entice applicants
staff making Tiktoks

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For retention purposes - used a survey asking how was the summer, what are they looking for for this summer, how can we support staff etc