For most summer camps, preparation for the season begins long before prospective campers begin enrolling. If you’re responsible for staffing and training, you understand the challenges of finding the right people to create a qualified team of counselors and outdoor educators. A 2024 report from the National Recreation and Park Association (NRPA) found that 60 percent of camp staffing agencies say the biggest challenge is finding qualified candidates able to work the full summer. The potential squeeze in talent and the mad dash to recruit can create significant business and safety risks. Delays in hiring or poor staffing decisions can impact camper safety, program quality, and your camp’s reputation.

What’s the key to building a strong, reliable team that provides campers with a safe and enriching experience? Prioritize hiring early, thoroughly screen candidates, and implement a comprehensive training program.

Hiring Early — Why Does It Matter?

While over a third of agencies begin the earnest search for summer staff in April and May, there are major advantages to getting a head start. Starting your hiring process at the beginning of the year, in January or February, allows your camp to:

Attract the best talent. The most experienced counselors are hired quickly. Starting early ensures you don’t miss out on top candidates, including those with specialized skills your camp may need, such as lifeguarding or ropes course management, which are critical for camper safety and program quality.

Avoid scrambling at the last minute. Filling positions late can force camps to compromise on quality, putting camper safety and satisfaction at risk.

Allow time for training and screening. Early hiring provides the opportunity to vet candidates carefully and implement early training programs. These initiatives prepare staff for a successful and safe season.

Screening and Certifications

Staff recruitment isn’t just about finding warm bodies to fill roles. You’re looking for individuals who you can trust with camper safety and well-being. That starts with a solid screening process:

Background checks. Background checks are a critical first step in recruitment, but camp leaders should evaluate whether their processes utilize the most current tools. Beyond initial screening, continuous monitoring of background-checked employees can notify organizations of changes in an individual’s criminal history in real time. This eliminates the need to wait for scheduled rescreens. Partnering with a comprehensive and adaptable screening service ensures every candidate is properly vetted, helping reduce risks and comply with state regulations.

Certifications in priority areas. Screening processes should incorporate verifying certifications in essential areas such as first aid, CPR, and child safety — all critical for handling emergencies and protecting campers. Proper certifications are essential for staff who are responsible for high-risk activities like lifeguarding or rock climbing to mitigate potential hazards.

Screening helps camps meet their legal obligations by adhering to state regulations and laws specifically designed for camp operations. Partnering with reliable screening providers that prioritize compliance with regulations strengthens security and streamlines the hiring process.

Safety Training: The Foundation for a Safe and Fun Summer

Hiring the right staff is just the beginning. Comprehensive training, particularly in child safety, is what transforms a good hire into an outstanding camp counselor or activity leader. As someone responsible for training, here’s how you can prepare your team:

Scenario-based training. Role-playing and practice drills help staff prepare for real-life emergencies, camper conflicts, or unexpected situations. Whether training a new employee or giving a returning staff member a refresher, offering actionable strategies to guide campers will translate into a more positive camp experience and working environment.

Child safety awareness. Unfortunately, 90 percent of child abuse happens at the hands of adults children trust. Training staff to recognize and respond to physical and behavioral warning signs of abuse is essential. This includes understanding how to support campers who may have experienced trauma and properly reporting incidents in compliance with camp policies and regulations.

Training is also an opportunity to build your camp’s culture. By instilling a sense of responsibility and teamwork, staff are properly prepared for their daily duties while also developing a sense of pride and investment in the camp’s success. If a training program is needed, consider utilizing external resources that offer child safety training to ensure all staff are well prepared to keep campers safe and know the signs of potential abuse.

Why Reputation Is Everything

Your camp’s reputation is built on trust. Parents send their children to camp expecting a safe, fun, and enriching experience. When your staff is properly screened and trained, you contribute to building your camp’s legacy of excellence and quality. Families notice when staff are engaged and well-prepared, leading to positive word-of-mouth referrals and increased camper retention.

A strong reputation also helps attract top talent. Counselors and activity leaders want to work for camps prioritizing safety and professionalism. By ensuring that training and screening are central to your hiring strategy, you’re creating an environment where staff want to return season after season.

Long-Term Benefits of Proactive Hiring and Training

Beyond immediate results, a proactive approach to hiring and training pays off over time. Experienced staff are more likely to return for future seasons, reducing turnover and maintaining consistency. This continuity enhances your camp culture and strengthens the bonds between staff and campers.

Moreover, investing in training reduces risks of accidents and misconduct, protecting your camp’s reputation and financial stability. It also demonstrates your commitment to the camp’s mission and values, building trust with parents and staff alike.

Practical Tips for Implementation

Here are a few key takeaways to help you get started:

• Start early. Create a hiring timeline that hits the ground running in Q1. Post job openings widely, from college campuses to social media platforms.
• Invest in screening solutions. Partner with established service providers that can streamline running background checks for applicant history and certifications.
• Develop a comprehensive training program. Include scenario-based training, behavior management strategies, and rigorous safety courses in your organization’s training plan.
• Evaluate and improve annually. At the end of each season, gather feedback from staff and campers to refine your hiring and training practices.

As a camp leader, your hiring and training decisions set the tone for the entire season. By thoroughly vetting candidates early and equipping them with the skills they need, you lay the foundation for years of growth, safety, and excellence.

The steps you take today can be the difference between a great summer and a season filled with unnecessary challenges. Don’t wait to start building the team that will make your camp thrive.

Reference

National Recreation and Park Association. (2024). Summer seasonal hiring report. NRPA. nrpa.org/contentassets/152821287b8448f09aad756c941283e6/summerseasonalhiringreport_final.pdf

Bryan Snow is the vice president of sales at Shield Screening.