September means it’s time to adjust those rearview mirrors and take a look back at the last season of staffing. As you begin thinking about next year, what did you learn from the people who said yes to working at your camp? 

And what about the people who didn’t?

Before moving too far down the road, consider one question we may not ask often enough: What barriers make it difficult for someone to say yes to working at your camp?

What could possibly keep someone from this life-changing, character-building, experiential-learning place so many of us call home?

What feels like a simple path to employment from inside the camp gate may look very different from the other side. And sometimes the barriers are ones we have unintentionally created ourselves.

A barrier doesn’t necessarily mean your camp has done something wrong. It means you’ve discovered something worth examining.

Now is a good time to take a look at your hiring process from the potential staff member’s side of your gate:

• Job descriptions: Do applicants understand the job? Campy titles and jargon might be fun once you’re part of the community, but they can be confusing from the outside. Use clear, professional titles and descriptions that help someone understand both the work and how the experience translates to a future résumé. Fun manager might be accurate, but it doesn’t exactly scream professional growth.
• Pay: I know, I know . . . the topic we hate discussing. Start by posting the pay rate. Transparency allows someone to decide whether working at camp is financially possible before investing time in the hiring process.
• The application: Have you ever applied for one of your own jobs? Try it, preferably from your phone. How long does it take? Is the language clear? What information do you require before it is actually necessary? Where might someone give up?
• Hidden costs: Transportation. Required clothing. Shoes. Gear. Certifications. Physicals. Meals on time off. What does someone have to spend before earning their first paycheck? Add it up. You might be surprised.
• Time: Does your employment calendar work with college schedules, internships, graduations, athletics, family responsibilities, or other employment? When someone cannot commit to your entire season, is it a commitment problem or could the structure of the job be the barrier?
• Culture: Look at your website, photos, social media, traditions, and hiring materials through someone else’s eyes. Saying “everyone is welcome” is easy. What evidence shows a potential staff member, “I can belong here”?

And don’t just guess where your barriers are. Look back. Who declined an offer? Who backed out? Who left early? What surprised your staff about the cost or expectations of the job? Better yet, ask them what almost kept them from saying yes.

You don’t have to remove every barrier today.

Start by finding one.

Change the view. Find the barrier. Then get to work opening the gate.

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.

Kendra Perkins, MA Ed, cofounder of Innovative Camp Company and co-chair of the ACA Staff Recruitment and Retention Committee, is a people-centered leader with more than 25 years of experience in youth development and experiential education. As a consultant and facilitator, she helps organizations translate strategy and mission into day-to-day operations through intentional facilitation, team development, and practical solutions.

Photo courtesy of Alford Lake Camp in Hope, ME.