Hiring great summer staff has become more challenging than ever. The competition is fierce, traditional job fairs are not as effective, and international hiring can be unpredictable. To keep your programs thriving, it’s time to get creative. Here are four powerful strategies — beyond the usual job postings — that can help you find the best team for your camp or seasonal program.

1) Social Media: Targeted and Community-Driven

Social platforms are where your candidates (and their parents) already spend time. Pair paid targeting with authentic community presence to reach both the 18–25 crowd and the people who influence them.

• Run geo-targeted ads (state and nearby college towns) with short day-in-the-life videos.
• Build reels during summer for WHY to work at camp to run on Facebook, Instagram, etc. during hiring season.
• Post in local Facebook community/hiring groups and reply quickly to comments.
• Give parents/alumni ready-to-share captions to amplify your reach.

2) Colleges and Universities: Relationships over Job Fairs

Job fairs aren’t the slam dunk they once were, but faculty champions are. Build relationships that turn professors and department heads into your advocates — and create for-credit pathways so camp work advances students’ goals.

• Ask faculty to email your flyer and link to their students. Think outside of the box — culinary, nursing, hospitality, recreation, therapy, education, business, marketing, etc. 
• Create free and paid internships to gain college credit — draws a whole other crowd.
• Co-design credit-bearing internships/practicums with clear learning outcomes.
• Present to Greek life, Resident Hall Association, and student clubs tied to leadership and service.

3) Online Hiring Platforms: Meet Them Where They Search

General job boards can be noisy; student-oriented platforms cut through the clutter. Use concise, student-friendly listings and keep them fresh so your roles stay visible.

• Post on Handshake, WayUp, Upwork, Fiverr, College Recruiter; refresh every 10–14 days.
• Highlight benefits students value (housing/meals, certifications, leadership, work/life balance).
• Use a 60-second interest form to reduce friction and boost conversions.

4) Community Connections: Grassroots That Still Works

Local visibility pays off. Simple, consistent touchpoints turn neighbors into applicants and referrers. We have had some great moments and opportunities that occur through the development of partnerships with local youth serving orgs that are helping with adjacent support: teens outdoors, BIPOC community groups, housing and homelessness, foster care groups etc. So many of these organizations are doing incredible work with incredible staff and volunteers that may be interested in applying and/or sharing your posting.

• Place hiring banners and yard signs (with QR codes) in high-traffic spots Mar–Apr around your community.
• Partner with schools, churches, and parks and rec to share your postings.
• Email your camp families every year and let them know you are hiring – ask them to share in their circle.
• Offer referral bonuses to staff, alumni, and parents for sending new applicants your way.

The Big Picture

Keep your tried-and-true channels (Indeed, international programs), but don’t rely on them alone — policy shifts like the J-1 visa pause this year can (and may again) disrupt plans. Build a balanced pipeline, respond to applicants within 48 hours, and review weekly KPIs (applications → interviews → offers → show-ups). A few focused tactics, done consistently, will beat a dozen scattered ones every time.

Photo courtesy of Camp Ton-a-Wandah in Hendersonville, North Carolina

This blog was written on behalf of ACA's Project Real Job, whose goal is to support camps in their efforts to recruit, hire, and retain staff. 

Raina Baker is a long-time camp professional, with over 30 years working in the camp industry. She holds a masters in Organizational Leadership and is the executive director of a camp for people with disabilities in Washington State. She loves hiking, traveling, spending time with her husband, friends, and two corgis Franklin and Gus. Raina can be reached at [email protected].