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20 THINGS YOU CAN DO THIS MONTH TO RECRUIT MALE STAFF

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20 THINGS YOU CAN DO THIS MONTH TO RECRUIT MALE STAFF

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https://www.thesummercampsociety.com/blog/2019/3/8/20-things-you-can-do-this-month-to-recruit-male-staff

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20 Things You Can Do This Month To Recruit Male Staff — The Summer Camp Society

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Recruiting male staff can be incredibly challenging. For whatever reason men are not becoming teachers, nurses, camp counselors or engaging in other helping professions as much as women are. Below are 25 ideas to try to help you get a jump start for recruiting a couple male staff. I don’t think th

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Tips and Tricks when Employers use Handshake

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Tips and Tricks when Employers use Handshake

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You already know that Handshake is the best way to connect with and recruit students and recent grads across the country, but are you utilizing the platform to its full potential? Whether you've just joined us (welcome!) or have been a loyal Handshake champion for a while now, these useful tips and tricks can help enrich the employer experience.

Make a great first impression

Eye contact, a firm handshake, and a smile go a long way in making a memorable first impression in person, but what about when you're trying to impress students, potential candidates, and schools online? How do you boost your credibility and make yourself stand out? On Handshake, you do it with your Employer Page.

Handshake gives each employer a trust score that allows schools to see how active you are on the platform. Many factors play into this score, including how many schools have accepted or rejected your invitation to connect, events you've been approved to attend, and how complete your profile is. If you have a lackluster Employer Page, schools will be less inclined to connect with you.

To boost your trust score and make a great first impression, add external links to your page-like your company's website or careers page-and be sure to include a detailed mission statement that shows early talent what you're all about. The more information you have on your page, the more credible you'll appear to schools (and students, too!).

Your Employer Page is your homepage on Handshake-it should include your name, logo, public contact information, photos, and a description of your company. By being intentional and comprehensive, you'll improve your image with schools and attract more students.

Take advantage of student testimonials

When's the last time you bought something other than groceries without looking up reviews on the product? We solicit feedback to inform everything we do these days- from purchasing decisions to where we work-so it should come as no surprise that students want to hear from fellow students or recent alumni who work at your company.

Give them what they want by showcasing 2-3 student testimonials in your profile description. Choose quotes that emphasize your company's top differentiators so you can attract the right candidates. We suggest asking interns or full-time hires to share a testimonial that you can then proudly display on your Employer Page. This element of personalization gives potential candidates insight into why they should want to work with you.

If you want to be even more impressive, you can dynamically display relevant testimonials to varying talent segments with Handshake Premium. For example, if a candidate who majored in computer science views your profile, they'll see testimonials from software engineers at your company first.

Engage candidates personally

Posting to the masses will certainly get you a lot of candidates for a job, but how many of them will be who you're looking for? Handshake allows you to filter for candidates that match your specific needs, such as a software engineer who has skills in Java and Python and wants to work in San Diego. The fact that you can filter by choosing characteristics to exclude in your search helps you narrow the field even more, allowing you to focus on the quality of candidates, not the quantity.

Once you filter, you can send up to 100 individual messages to students per recruiting season (200/year). If you're looking to do a little more, Handshake Premium offers full segmentation and messaging to large groups. With Premium, you can save your filters as Segments so you can engage these saved groups without having to duplicate your search later on.

The best part is that you can even send personalized messages to the students in your segments at scale using Campaigns. Learn how to send a job or event Campaign here.

There are a few things to keep in mind with Campaigns:

1. Consider the students. They want to feel like they're connecting with real people-not a company. Personalize your message to make students notice that you're talking to them one-on-one.

2. Stand out with your messaging. This is your chance to capture their attention. Add job details, hyperlinks to your website, or introduce your ambassadors within each Campaign message.

3. Offer a great candidate experience. Candidates want clear communication that's consistent. Be honest throughout every step of the recruiting process, including your outreach.

4. Keep it small. You want highly qualified candidates, so keep your segments targeted. On average, Handshake Campaigns have a 65% open rate (3.5x higher than the recruiting industry average)!

5. Consider the timing. Students are typically enjoying their summers off, which is why engagement decreases during this time. If you want to capture students' attention, consider reaching out during the spring or fall when they're back in school.

6. 'Follow up. Not every student will view or respond to your first message. Send a follow-up as a reminder of the job opening. Handshake Premium makes this super easy with its scheduling feature, so you'll never miss an opportunity to nurture exceptional candidates.

Once you've addressed these considerations, you're ready to create your outreach. This is where you'll need to focus on who you're actually looking for. If you filter broadly, you'll get a larger talent pool, but many of those candidates might not be right for the role. On the flip side, if you filter down too much, you risk too few candidates. Segmenting properly and using data to understand what works best for you and your top-of-funnel goals is key to your success.

Another thing to consider is reaching out to diverse talent. Students from HBCUs, women's colleges, and other minority groups want to be treated like every other student. Engage them the same way you would others-by focusing on their achievements, interests, and more.

Candidates with diverse backgrounds also want to see themselves at your company. Make sure you show them represented on your employer profile. Photos from your employee resource groups (ERGs), student testimonials, and a timely mission statement are great ways to emphasize your dedication to diversity!

Grow your school network-slowly, but surely

Many times, employers jump into Handshake and immediately start requesting to connect with schools. You know that you need to build a solid profile before you start reaching out to schools, but there are a few other things to consider as well.

Starting out small not only builds your trust score, but it also shows potential school connections that other schools are interested in you. Start out with 10 schools you'd like to connect with and go from there. Choose schools whose students are likely to be a good match-based on location or field of concentration.

Tip: Make sure your contact information is public and that someone will respond regularly to emails or phone calls. Schools measure your validity based on whether you can be reached at the listed contact information.

The more accessible you are, the more likely schools will be to accept your request.

Your trust score increases as you connect with more schools, so the slow and steady approach really does benefit you in more ways than one. As you grow your network, you can diversify your talent pool and expand it according to your hiring needs.

It's key to recognize the importance of the recruiting process in building relationships with both schools and students. When it comes to connecting with schools, reach out to their career center, let them know who you are and what your company is all about, and ask how you can partner with them. Their contact information is already on Handshake, so it's super easy to build these relationships. We suggest creating a branded one-pager that highlights all of this information for the career center in an easily digestible format.

Nurture these relationships even before you're accepted by the school. It can obviously help get you accepted, but it's also a great way to start a conversation about partnerships, hosting virtual events, and much more.

Get started

These tips should help you get started with Handshake and enhance your experience on the platform. The Handshake platform is a powerful tool to build relationships, engage students and schools, and find great candidates for job openings. If you want to take your efforts up a notch, check out Handshake Premium.

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4 Strategies for Employer Success on Handshake | Handshake

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You already know that Handshake is the best way to connect with and recruit students and recent grads across the country, but are you utilizing the platform to its full potential? Whether you've just joined us (welcome!) or have been a loyal Handshake champion for a while now, these useful tips and tricks can help enrich the employer experience.

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https://askdoctorg.com/4-things-you-can-do-today-to-make-other-people-more-resilient/

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4 Things You Can Do Today to Make OTHER People More Resilient - Ask Dr. G

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Quick definition of terms: Resilience for rubber bands: The ability to bounce back from adversity If you work with rubber bands... you're done. Have an awesome day! Resilience for people: The ability to navigate change and come through it the kind of person you want to be If you work with people you have some ...

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Facebook groups to join and post jobs in

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Facebook groups to join and post jobs in

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1. Basecamp: Outdoor Jobs & More
2. Camp Jobs
3. Summer Camp Professionals
4. Nurse Jobs in Camping
5. Local per-diem and contract nursing jobs nationwide
6. Camp Food Service
7. Nurse Educators Group
8. Wilderness First Responders
9. Camp Food Service Conference

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Trivia Bros: great staff trivia night!

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1. We ask "what do you want to try or do more of that you didn't get to last year?"
2. Ask them to help recruit...keeps them thinking about their love of camp
3. Send Christmas cards with last summer's staff photo!
4. We are debating a "homecoming" bonfire in October for all years.

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Increasing pay for staff, creating new positions to retain staff, volunteer day for staff to return and catch up and clean up camp

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Zoo
Food Truck
AstroFest- bring friends to camp during time off and do improv/music shows
Laser Tag
Staffle (raffle for staff, nominated by their peers- the weirder and wackier the prize, the better!)
Secret Pals week
Movie night during staff training
Camp bingo
Mission Mondays

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leadership development/succession planning for counselors to move up 

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leadership development/succession planning for counselors to move up 

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our training in-person days are scheduled and is fairly split with new camp staff and seasoned and then they get mixed in for larger group activities

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our training in-person days are scheduled and is fairly split with new camp staff and seasoned and then they get mixed in for larger group activities

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many of our trainings are online. We also hold in-person orientations at the different locations. Some locations will have a BBQ welcome back night

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many of our trainings are online. We also hold in-person orientations at the different locations. Some locations will have a BBQ welcome back night

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staff trivia night - trivia bros group, escape room

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staff trivia night - trivia bros group, escape room

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Camp Pros MUST be a good future reference for great staff! It's a great selling point during recruitment season AND retention tool for returners.

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How are folks recruiting male staff? We haven't had ANY apply

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How are folks recruiting male staff? We haven't had ANY apply

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Offer volunteer opportunities to high schoolers - pre-season

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Offer volunteer opportunities to high schoolers - pre-season

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Opportunity to vent in a healthy way to top staff

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Opportunity to vent in a healthy way to top staff

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-Small trainings during staff meetings throughout the summer (quick new game, problem solving moment, conflict resolution practice)
-Longer break after a checkout on a weekend (2-3 hours of training, then something fun like laser tag, a trip to the zoo, team tie dye, etc.)

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surprise food in the counselor area, food in the office, opportunity to get something just for them from the staff office

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surprise food in the counselor area, food in the office, opportunity to get something just for them from the staff office

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retraining mid-summer after 14 days at the beginning of the summer

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retraining mid-summer after 14 days at the beginning of the summer

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This is our first year using Slack. As owners & admins, we are using Slack to plan and communicate. It's keeping us more organized and keeping things in one place. For counselors & summer staff, we're using it to post general information and keep it as a place to answer general questions. We're sending the Slack channel invite once they are hired. Trying this instead of thousands of different emails that people lose.

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Want a bigger version of this document? email colson@gsutah.org.

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Raising salaries - big push
put the whole salary range
Staff appreciation , staff gifts, staff dinners
$20 subway gift card
Retain with a promotion
Some might not want more responsibility
Create job responsibilities and internships
staff retention - opportunities for off camp time work opportunities
Staff training is mandatory - bonuses for working more than 2 weeks - stagger staff
bonuses for staying for the whole summer

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Staff adoption by alumni/camper families

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Staff adoption by alumni/camper families

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staff scholarship fund for tips (divvy up the amount at end of summer.

for staff adoption - $100 minimum and then they commit to send care packages, letters and love...

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Family groups- breaking staff into smaller, more approachable groups to get questions answered and start making connections
Private Staff Facebook Groups where all staff are added and prompts are given occasionally
Q&A prompts on Insta and other social medias to the staff as part of the general public
Slack- creating smaller groups with specific prompts, good for during-summer communication as well

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Rookie night - tours, s'mores, and more - pizza while chatting

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Rookie night - tours, s'mores, and more - pizza while chatting

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leadership meeting, training paid for those day and times

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leadership meeting, training paid for those day and times

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Offer off-season job opportunities to summer camp staff

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Offer off-season job opportunities to summer camp staff

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weekend camps, fall or spring

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We use Slack with our Supervisor team to communicate ahead of time about big changes for the summer, things that are on people's minds, etc. We control the pages for the group, and invite conversation from there!
We are protective of our staff's time during their college/high school semester, so we try not to be overwhelming in this time!

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Can work with the same other teachers/staff, supervisors again, won't return unless they do

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Can work with the same other teachers/staff, supervisors again, won't return unless they do

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Food, music, etc.

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Having a year after year earning- like a pin. Trying to accumulate these.
Introduced it last year.
Gave them for past years

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My goal is to make them at ease during the interview..have my list of questions

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Day: 1 interview, Residential: 2 interviews
Basic interview for returning staff
Hire behavioral wellness position to assist both campers and staff

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Flexible hiring for positions like horses

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Flexible hiring for positions like horses

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I allow both hourly and per diem staff (daily/seasonal) in those positions

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Additional $25 per week for each year they return. Plus $300 early signing bonus (by Jan 15)

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Additional $25 per week for each year they return. Plus $300 early signing bonus (by Jan 15)

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we kind of do that with the end of summer surveys

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we kind of do that with the end of summer surveys

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Staff are getting more pressure than ever from parents/school/society to have higher-paying jobs, internships, etc. sooner and sooner.
Host parent interest sessions? How do we highlight benefits of working at camp?
How has retention changed, pre-pandemic to now?

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Child support specialist and helps counselors too

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Child support specialist and helps counselors too

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give your summer staff their jobs back - email them right away - apply by Feb and you get extra $$ - if you want a leadership position let me know!  Tell them you want them BACK!
In December email them - here are our dates and personalize it.  tell them at the end of the summer that you are interested- Check out  and let us know that we want you to come back
Holiday party - invite them back - food and treat bag and open staff applications
Turnaround of hiring is quicker  - in a week that they know -  Quick Hiring!  Get them quick.
Staff are waiting ... seems to be slower to apply now
*some having to take summer classes
It is not your whole summer

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Articulate Mission/Expecations:  Group interviews - team building games, leadership staff, come with 1-2 games to lead

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Articulate Mission/Expecations:  Group interviews - team building games, leadership staff, come with 1-2 games to lead

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Highlight to potential staff how a job at camp benefits them, during and post-camp!

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Survey staff to see how they want to communicate- top 3 were what's app, groupme, and facebook

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https://www.acacamps.org/resource-library/jobs-recruitment/project-real-job

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Get assistance with communicating the career-enhancing benefits of working at camp to prospective employees and their parents.

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Interviewing return staff - condensed
Salary increases for some
Incentives for returning staff
Allowing alumni staff to come back as volunteers for a week
Allow to use camp van on days off or offer staff bonding experiences
Offer snacks to staff

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Mental health - are you helping during the process and once at camp

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Mental health - are you helping during the process and once at camp

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how to help people with knowing they will be supported

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Use slack as an open communication structure. Get so many questions and emails don't seem to be getting the answers communicated

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Using groupme instead of facebook group for staff hired facebook

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Trying to move away from Facebook group- staff think it is old school.
Used an app called Band- create an account and could move away from it after the season.

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To interview or not interview returning staff

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To interview or not interview returning staff

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Mention early on that the job is tough, physically and mentally, and as much as it is fun, the days are often long and stressful. Asking how do staff manage stress is a great lead into that conversation!
Lead with non-negotiables.

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Prepare candidates for success by letting them to know what they can expect, potential questions, dress code, ways to prepare, etc.

Helps diversify your camp as well as those with people with out help in interview prep are at a disadvantage.

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Asking folks about stress and managing it

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Letting them know when you want the reference check in. Putting this out there can help.

Sometimes asking applicants to send reference forms help.

Camps very whether they do them before or after and interview.

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Company-provided interviews are a great screener, but doing your own interviews are a must

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from application to interview to offer (contigent)

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Schedule interviews with Calendly- it's awesome, and removes the back-and-forth!

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Easy to find
fewer questions

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We've been trying to reduce time between interviews and sending offers to avoid losing folks to other opportunities. Like one week or less- basically as soon as we can clear references for folks we're interested in onboarding!

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We've been trying to reduce time between interviews and sending offers to avoid losing folks to other opportunities. Like one week or less- basically as soon as we can clear references for folks we're interested in onboarding!

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Moved to Technology - QR code to link to the job applications

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Adding phone screening before in person interview

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Adding phone screening before in person interview

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Using this system for application.
Use a booking system to schedule interviews

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Our cause is strengthening the foundations of community through youth development, healthy living... 311 S West St, Carlisle, PA 17013

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Putting salary ranges in job advertisements may give employers a competitive advantage when trying to attract candidates. That's because most job seekers look first at a position's compensation and benefits when scanning a job posting, then at the job's required qualifications and duties, according to new research from LinkedIn.  https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/salary-most-important-part-job-ad.aspx

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​Putting salary ranges in job advertisements may give employers a competitive advantage when trying to attract candidates. That's because most job seekers look first at a position's compensation and benefits when scanning a job posting, then at the job's required qualifications and duties, according to new research from LinkedIn.

The professional networking site asked 450 users to look over an example job advertisement and then generated a heat map based on what captivated them. Not surprisingly, pay and benefits information immediately attracted a majority of the respondents.

"When people are looking at job descriptions, they are looking for the details that drive their motivations when changing jobs," said Monica Lewis, head of product for LinkedIn Jobs. "In our recent study on what candidates want during the job hunt, we found that over 70 percent of professionals want to hear about salary in the first message from a recruiter. With 59 percent of candidates stating that salary was the leading factor that contributed to feeling fulfilled in their career, understanding pay and benefits is clearly top of mind during the job search."

A new study from Glassdoor.com backs this up. Money is the No. 1 motivator for 67 percent of job seekers and employees looking elsewhere for career opportunities, according to a survey of 1,100 workers and job seekers. When asked what would make them more likely to apply for a job, respondents said attractive benefits and perks.

"Most people have choices in this job market. They don't want to waste their time with a role where pay and benefits don't meet what they're after," said Kara Yarnot, vice president, strategic consulting services, at HireClix, a recruitment marketing and consulting firm based in Gloucester, Mass.

Programmatic job-advertising technology company Appcast recently published the findings of its analysis of "over 50 million job ad clicks and 3.7 million applies during 2017 from more than 400 companies."

"Listing noncash employee benefits in job ads radically motivated candidates to apply," said Rob Green, vice president of marketing for the Lebanon, N.H.-based firm.

"There was a direct relationship between the number of benefits, such as health care and dental insurance, employee discounts, paid time off and others, mentioned in the job ad and the apply rate," he said. "Organizations that listed at least four noncash benefits found a 20 percent-plus improvement in the effectiveness of their online recruitment advertising."

Many organizations don't list the pay range for their jobs, but more candidates are expecting it, Yarnot said, because of the prevalence of finding the information on Google for Jobs, Glassdoor and other places online. Listing salary also helps recruiters by producing a better candidate pool, she added. "People will self-select out if the pay rate is not aligned, and it ends up being less noise for a recruiter to deal with."

Craft Job Ads That Focus on the Role

Job seekers primarily want to know how much they'll make, what they're expected to do and whether they can get the job. Other crucial areas of a job ad include the job's title, location and required qualifications, according to the LinkedIn heat map. Information about the company-like its mission and culture-is the stuff candidates care the least about.

"We've been advising clients for a long time to put that paragraph about the company at the end of the job ad instead of at the beginning," Yarnot said. "Talking about how great your culture is in an ad can feel canned. A better way to get culture across is through video."

Many respondents mentioned that they prefer to research the company through its website and employer review sites. HR could save candidates the trouble of finding that information by including their review ratings and profiles in the ad.

"Most candidates will seek out that information anyway, so you may as well embrace your reviews," Yarnot said. "Your scores on Glassdoor and Indeed may not be where you want them to be, but if you are actively responding to reviews and managing your branding and reputation, you should want job seekers to visit those sites. For candidates, it feels more transparent."

Appcast and LinkedIn data revealed that brevity is best when it comes to job ads. "Keep job titles to essential words only," Green said. "Jobs with shorter titles have higher apply rates."

Many companies are guilty of advertising job titles that may reflect compensation inside the company but mean nothing to the applicant, like "program analyst III."

"What is that?" Yarnot asked. "This is an ad, and HR should be using their marketing hat to come up with a title. You want the title to match what the candidate thinks the job is, not what you call the job internally."

She added that qualifications should be short, bulleted and easy to scan. The number of applicants you get may depend on the number of qualifications you list, she said. "You may want to ease up on the qualifications if the job is hard to fill and add more if you're getting deluged with applicants."

Regarding a job's responsibilities, respondents to the LinkedIn study were most drawn to the exact metrics they would be measured by at the end of their first year. Yet very few employers include these goals in job posts, Yarnot said. One participant noted that "the fact that the posting showed success criteria for the first year was impressive. That information is super helpful to me as a potential candidate, so I can know what my targets are, but it also shows a level of seriousness that the company has defined that up front."

Straightforward Tone Works Best

LinkedIn tested three versions of the same job description with different tones-straightforward, formal and casual.

The straightforward approach did the best with respondents, followed closely by the formal, jargon-laden ad, while the casual posting with conversational language and goofy jokes ended up being a turnoff. Readers of the casual post were four times more likely to view the employer negatively and two to four times less likely to apply.

"Job seekers told us they don't mind a human approach, but it can come across as unprofessional if it's overdone," Lewis said. "While a lighter tone could help you attract people who are a fit with your team, it can also limit your ability to bring in new and diverse perspectives."

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​Putting salary ranges in job advertisements may give employers a competitive advantage when trying to attract candidates. That's because most job seekers look first at a position's compensation and benefits when scanning a job posting, then at the job's required qualifications and duties, according to new research from LinkedIn.

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Example of staff landing page on camp website

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Example of staff landing page on camp website

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https://campzeke.org/join-our-staff/overview/

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Our campers have made thousands of friendships, millions of memories, and lifelong skills in athletics, cooking, and joyful Judaism. We are proudly supported by:

We are fully accredited by the American Camp Association

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Our campers have made thousands of friendships, millions of memories, and lifelong skills in athletics, cooking, and joyful Judaism. We are proudly supported by: We are fully accredited by the American Camp Association

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Message students on handshake prior to a career fair and inviting them to visit with you and come see your table (and free stickers)

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want some samples? email colson@gsutah.org.

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Great descriptions on ads, flexibility, what the experience is really like , website that walks through everything - Camp Zeke

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doing staff posts on Instagram has been the most successful for us staff wise. We do "Why We Work Wednesdays" with staff quotes about why they keep coming back. They like to see real staff working

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Be flexible with staff; hire an extra person as a break to allow staff to do family vacation or Senior trip (approved within reason and at time of hire)

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Be flexible with staff; hire an extra person as a break to allow staff to do family vacation or Senior trip (approved within reason and at time of hire)

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No student job fairs in our area this year- contacted colleges we've had success at in the past to set up a booth at their student union for free!

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Staff appealing to friends and colleagues

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Room 7 - Recruitment
colleges  (get into campus student orgs sites,  share staff recruiting videos with classes,  send colleges email blurbs to blast out,)
Note about being flexible this summer
Handshake problems- students not going into it.
Posts on social media  - camp brand ambassador
Success with Indeed?  only 5 staff  - a lot of $  (maybe more specific jobs ex.  need someone with a CDL)  or people that are applying for unemployment
Referral bonuses?   not too much success
Career fairs - not generating as much traction
Have former/current staff help market on campus
Share this post on your snap 'story' or insta - take a screen shot and if you do it then you get a prize (contests and who gets the most likes)

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Video interview system- candidates can submit a video application. Great introduction!

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Look to developing relationships with individual college departments to send materials out through there

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Look to developing relationships with individual college departments to send materials out through there

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Bonuses halfway through the year to retain staff.
Going into high school classrooms to recruit

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Recruit directly with camper parents- ask them to put their occupation on health information, reach out to parents who have relevant jobs who might be able to make a connection with potential staff

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Trying to get people to recruit their friends

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Reach specific departments that tie into the industry, post in different news letters through them if possible, meet with them, Zoom, video introductions, etc.

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Postcard and/or emailing to former campers now eligible to staff

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Postcard and/or emailing to former campers now eligible to staff

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Lots of candidates, but not a lot of active applicants

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Incentivize another department to hand out/post flyers, and take winners to dinner!

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TV monitors at facilities and referral information

# data[].attributes.subject
TV monitors at facilities and referral information

# data[].attributes.headline
Workbright for job applications.  It pushes our jobs to a few job sites

# data[].attributes.subject
Workbright for job applications.  It pushes our jobs to a few job sites

# data[].attributes.body
Indeed - Sponsor ads to keep them on top