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TSG team members are joined by Sean Gundersen to discuss strategies for recruiting summer camp staff such as relationship-based recruitment, year-round engagement, and creating multiple pipelines including teen leadership programs, international staff, alumni networks, and incentive-driven referrals.

Recruitment Strategies & Best Practices:

Teen Leadership Programs

• Develop multi-year leadership programs that serve as primary staff pipeline.
• Programs should transition campers from being served to serving others.
• Some camps produce 75-100% of summer staff from their leadership development programs.
• Provides pre-trained staff who already know camp traditions, culture, and operations.

International Staffing

• Recruit through J-1 visa programs via sponsoring organizations.
• Provides cultural diversity and exchange opportunities for campers and staff.
• International staff can return annually if desired.
• Critical timing: Begin process in September, not March, due to visa requirements.
• Should supplement, not replace, domestic staff due to lower retention rates.

Alumni & Relationship-Based Recruiting

• Staff hiring begins before summer ends - discuss returns before current season concludes.
• Ideal timeline: leadership team and returning staff confirmed by Thanksgiving.
• Leverage existing relationships with alumni, board members, volunteers, and professors.
• Alumni who worked at camp can recruit their children and grandchildren as potential staff members.

Pizza Party Recruitment Model

• Host pizza parties at colleges where current staff attend.
• Current staff invite 4-5 friends each to informal gatherings.
• Provides pre-interview social assessment of candidates.
• "Good people hang out with good people" - leverage existing staff networks.

Untapped Networks

• Nurse volunteers and other year-round volunteers know potential staff candidates.
• Retreat groups served by camp may have college-age staff or connections.
• Campus ministry leaders, professors, and coaches can make introductions.

Tactical Approaches for March/April Hiring:

Immediate Actions

• Reach out to alumni, volunteers, and camper families by end of March before appearing desperate.
• Make specific asks: "I need 3 male counselors, 2 female counselors, waterfront specialists".
• Use multiple channels: phone calls, newsletters, personal lunches.

Incentive Programs

• Offer $200+ per successful hire to returning staff - significant enough to motivate college students.
• Provide camp fee reductions for families who help recruit.
• Consider raffle system where each referral earns entry to win something substantial.

Social Media & Communication Tools

• Create pre-written posts with archival photos for alumni to share.
• Send specific images with copy-paste text.
• Make sharing effortless - provide exact wording and visuals.
• Utilize platforms like Camp Tree for structured incentive programs.

Campus Representative Program

• Hire dedicated staff recruiters on different campuses in your region.
• Provide tools: t-shirts, hats, giveaways, and promotional materials.
• Pay representatives to actively recruit throughout the school year.
• Similar to sports drink brand ambassadors model.

Overcoming Common Barriers:

Flexibility with Candidates

• Offer half-summer contracts for younger staff or those with scheduling conflicts.
• Create internship opportunities at camp (e.g., pottery internship for art major).
• Allow staff to miss one week for family vacations if they're valuable for remaining weeks.
• Keep conversations open with interested candidates who have initial conflicts.

Making the Ask Effectively

• Be their friend first - show genuine interest in them as people.
• Spend less time describing facilities (climbing walls) and more time discussing camper impact.
• Focus on experiences staff will have, not just activities camp offers.
• Help candidates feel comfortable in first interaction to reduce fear of commitment.

Year-Round Engagement:

Building Recruitment Community

• Stay connected through newsletters, emails, and camp events throughout the year.
• Only showing up when you need something damages relationships.
• Host alumni reunions and work days to reconnect former staff.
• Volunteer at college ministries or campus organizations to build relationships with target age group.

Timeline for Next Summer

• Recruiting for 2027 starts now
• Position yourself in communities serving college-age and upper high school students.
• Build relationships year-round, not just during hiring crunch.

Additional Resources

The Sherry Group's podcast archive contains many other useful episodes!