Every camp season comes with big dreams…unforgettable adventures, new friendships, and a staff that brings the magic to life. But finding that perfect team? That’s where things can get tricky.
Between managing camper registrations, planning activities, and keeping up with the daily demands of running a camp, it’s easy to rely on the same old recruiting timeline. It’s familiar, it’s reliable, but maybe it’s time for a new game plan.
What if this year could be different? Imagine heading into summer with your staff already hired, prepared, and genuinely excited to start. No last-minute scrambling, no emergency hires. When you kick off your recruitment early, you’re not just filling roles; you’re finding the right people who’ll make the whole summer run smoother.
Here are 5 tips to get a jump on hiring, recruit the best camp staff, and say goodbye to the springtime hiring rush.
1. Recruit Staff Early
Why start early? Simple. It puts you ahead of the game, gives you a bigger pool of candidates to choose from, and best of all – it buys you time. Time to get picky. Time to vet each candidate thoroughly and make sure you’re hiring people who get your camp’s vibe.
Plus, there is the bonus of less competition. By starting your search in the fall or winter, you can snag those superstars before they’re wooed away by other camps (or become Starbucks baristas).
With all the staffing challenges camps are dealing with these days, starting your hiring early is more important than ever. Check out our Summer Camp Employment Study, it highlights effective recruitment methods and provides insights into what today’s staff really want. It’s a super handy resource to help you shape your hiring strategy.
2. Curate a Winning Candidate Pool
Think of staff recruitment as a year-round job. Your best asset? A stellar database of staff alumni and potential hires. These are people you already know, or people who came close last season and just didn’t make the cut. Keep track of everyone. Send them updates. Keep them engaged. Who knows? The perfect team member might be a past camper or someone who’s been eager to work for you.
And don’t stop there, turn those connections into an ongoing conversation. Whether it’s through alumni newsletters or fun camp events, stay on their radar.
Once you’ve built a solid database, don’t forget to tap into your network of schools, universities, and local organizations. Make friends with career centers, set up referral programs where your existing staff can recommend friends (and get rewarded for it). Word of mouth is key when it comes to finding people who fit your camp’s culture.
Have you reached out to your camp alumni lately? They might just be your next best hire or know someone who is.
3. Create Job Descriptions That Spark Joy Interest
Yes, money is important, but today’s potential staff aren’t just looking for a paycheck. They want to work somewhere that matches their values and has purpose.
Are you the camp that fosters creativity? The one that’s all about community and outdoor adventure? Make it crystal clear in your job postings, on your website, and in every single social media post you put out.
Let your camp’s culture shine. Share staff stories, post videos of camp traditions, and give potential hires a behind-the-scenes look at what it’s really like to work with you. Highlight the experiences that make working at your camp more than just a summer gig.
Once you’ve shown what makes your camp special, make sure your job descriptions seal the deal. Your job descriptions need to do more than just rattle off responsibilities. Show what your camp really values and why working there is, honestly, pretty awesome.
Make sure to include benefits like leadership and mentoring opportunities, team building, and the chance to spend the summer outside (way better than sitting in a cubicle, right?). People don’t just work at camp; they grow there. Make it clear that working at your camp isn’t just a job, it’s an experience.
4. Spot Camp Staff Who’ll Shine
Sure, experience is great, but you know what’s even better? People who can roll with the punches, communicate well, and bring energy to every situation. Look for candidates with strong soft skills: adaptability, empathy, and teamwork. You can always teach them how to run a ropes course, but you can’t teach enthusiasm.
Past job experience is probably not a huge deal here. Most candidates are high school or college students who haven’t exactly climbed the corporate ladder yet. What really matters is how they’ll handle the chaos of camp life. Ask them how they’d tackle a homesick camper or smooth over a team conflict. Get them to walk you through real scenarios so you can see how they problem-solve in the moment. It’s the best way to figure out if they can keep up with the wild ride that is camp.
Are you focusing on personality and problem-solving? How can you tell if someone’s ready for the camp adventure?
5. Staff Onboarding That Sticks
Onboarding doesn’t start the first day of camp. It starts the minute you hire your team. Get them excited and involved early. Send over camp info, set up virtual hangouts and give them a taste of what’s to come. By the time they roll into camp, they’ll already feel like a part of a team and they’ll be ready to go.
But keeping them engaged throughout the season is just as important. It’s not just about bringing them in; it’s about keeping them invested. Offering leadership training, professional development, or even workshops during the season will not only build their skills but also make them more likely to return next summer.
What training opportunities can you offer that will keep staff coming back year after year?
Conclusion: Hire Early, Breathe Easy
Hiring doesn’t have to be a last-minute scramble. Start early, and you’ll have your team ready long before the busy season kicks in. With your staff hired and trained, you can focus on what really matters: creating an incredible camp experience for both campers and staff! Give yourself a head start, and you’ll have the breathing room to make this summer one to remember!
