Staffing Practices: A Discussion of Strategies that work

Camping Magazine, Nov-Dec, 2001

The theories to hiring maintaining; and training camp staff are only that -theories - until they are successfully put into practice in a camp setting. In the following round table discussion, four camp directors answer questions and share their approaches to the universal concern of how to recruit, nurture, and keep quality staff, including international staff.

How have recruiting practices changed for your camp in the last five years?

Nancy Frankel -- We still find that word of mouth and "growing our own" are our best sources for quality staff. We used to send printed flyers to 200-300 colleges. Now, we are using the Internet and are working to use this tool more effectively. Potential staff find us randomly, and we use Internet staffing sources. We are definitely using fewer newspaper ads than we used to -- the Internet has changed that.

Vance Gilmore -- I agree, the use of technology has radically changed our recruiting practices. We e-mail specific groups at several of the major colleges, and this has been a tremendous resource.

Anne Derber -- We still visit colleges, but now focus on a smaller number of college campuses and spend more time on each of these campuses. The traditional job fairs don't work, so we revisit colleges several times during the school year to cultivate lasting relationships. Getting involved with campus outdoor clubs is also helpful, because these groups already have an interest in the outdoors. Additionally, our Web site and other Internet sources have proved productive.

Mike Schneider -- We have not been able to rely on college hiring as we did in the past. There is less emphasis at colleges and universities on "summer camp fairs" or even "summer job fairs." Now the norm is "job fairs" at which businesses are enticing our potential staff with internships and higher paying jobs. As it becomes more and more of a "chore" to fully staff our camps, we've come to rely on word of mouth, our in-house trainee program -- growing our own, as Nancy said -- and international staffing. Female staffing still seems a bit easier to accomplish. We, too, have begun to rely on the Internet now that there are such a variety of sites available -- although the Internet has certainly not proved to be the answer to our staffing needs, as yet. We've found that many of the potential staff who contact us through the Internet are "grocery shopping" -- looking for the perfect camp and the perfect fit. I have no problem with this, because we clearly support those who carefully choose a summer position. Ho wever, follow through on the inquiries we receive and to which we respond is not exceptional -- 5 to 10 percent, at best. In addition, the Internet places us in the difficult position of having to turn down prospective staff because they are too young for our staffing needs -- a very time-consuming issue that needs to be carefully checked out with each potential applicant. Although we are clear in what our requirements are, applicants who do not meet these requirements still apply.

With all the changes, what are your three top sources for quality staff?

Nancy Frankel -- Returning staff and our solid CIT program; word of mouth with a $50 incentive paid to any previous staff member who recruits someone who is hired and stays for the season; and international agencies.

Mike Schneider -- In-house training programs, international recruiting programs, and staff referrals.

Anne Derber -- Growing our staff through the ranks and word of mouth from existing and returning staff and alumni continue to be our best sources. We provide incentives to returning staff who get their friends to submit applications.

Vance Gilmore -- Since our camp is unique in that we serve chronically ill children, our hiring practices are a bit different. We use e-mail to contact pre-med students in the health-related fields. We e-mail these students at determined colleges and tell them about our program and that we are hiring for the summer. We usually have one of our former staff members who is a graduate of that college and is currently in medical school or already a doctor write the letter. For example, at Texas A & M, they have an e-mail group for all pre-med students called Aggie Doctors. We had an excellent response to our letter to this group, scheduled on campus interviews (all in one day) and hired eleven people. We also hire volunteers from our previous summers. We track over 500 volunteers who come to camp and recruit the ones we feel will work well in our program. Additionally, as with other more traditional camps, we encourage current staff to recruit and provide us with referrals.

Some of you are using international staff Why is international staff important and what do they add to your programs and environment?

Mike Schneider -- This past summer, between our two camps, we recruited over eighty international staff members, the highest amount ever. Our international staff provide the skills we need for specific sports, and especially for outdoor living and swim. Were most fortunate in that our international staff is an exceptional group. From sharing their cultures with campers and co-workers to a fine work ethic, they have been an exceptional part of our program since we first started recruiting internationals in the early 1970s.