Recruitment and Retention Strategies
Summer is just around the corner, and you know what that means…it’s time to build your team. Finding the right people to support your youth program is one thing, but keeping them engaged and committed throughout the season? That’s where the real work begins.
You’re not just hiring staff; you’re creating an environment where they feel valued, supported, and inspired to make a difference. And in the world of youth development, leading with empathy is your most powerful tool.
Think about the best summer staff you’ve ever had. Chances are, they didn’t just show up and do the job, they felt a deep connection to the work, to the kids, and to the team. That kind of commitment doesn’t happen by accident. It starts with intentional recruitment and continues with meaningful retention efforts.
So, how do you recruit the right people and ensure they stay? Here are some strategies you can put into action today:
Recruitment Strategies By Finding the Right People
Hire for Heart, Train for Skill: Technical skills can be taught, but empathy, passion, and a growth mindset? Those are harder to instill. Look for candidates who genuinely care about youth development and are willing to learn.
Show (Don’t Just Tell) Your Culture: Your recruitment materials should reflect the energy and purpose of your program. Use real staff testimonials, engaging photos, and videos that highlight what makes working with you special.
Tap into Your Networks: Your best staff often come from referrals. Encourage returning staff, alumni, and even parents to recommend great candidates. Offer incentives for referrals to keep your pipeline strong.
Get Creative with Your Outreach: Don’t just rely on job boards. Visit college campuses, attend job fairs, connect with local organizations, and leverage social media. A compelling Instagram post or LinkedIn message can go a long way.
Be Clear and Honest About Expectations: Transparency builds trust. From job descriptions to interviews, set realistic expectations about the role. Let candidates know the challenges they might face, but also the impact they can make.
Retention Strategies By Keeping Staff Engaged
Make Onboarding an Experience, Not a Task: First impressions matter. A strong onboarding process should help new staff feel welcome, informed, and excited. Pair them with a mentor, host an engaging orientation, and set them up for success from day one.
Communicate Often (And With Purpose): Your staff should never feel like they’re in the dark. Regular check-ins, open-door policies, and clear communication channels help foster trust and connection.
Foster a Culture of Recognition: A simple “thank you” goes a long way. Celebrate wins, acknowledge effort, and make recognition a core part of your leadership approach. Whether it’s a shoutout at a staff meeting or a handwritten note, appreciation matters.
Support Their Growth: Invest in your staff’s development. Offer leadership opportunities, provide feedback that helps them grow, and encourage them to take on new challenges. When people see a future with you, they’re more likely to stay.
Lead With Empathy: At the end of the day, your staff are people first. They have good days and bad days, just like the kids they work with. Listen to them, support them, and create a space where they feel valued, not just as employees, but as individuals.
Your ability to recruit and retain staff isn’t just about filling positions, it’s about building a community. When you lead with empathy, invest in your team, and create a culture where people feel seen and supported, your staff won’t just show up for a paycheck, they’ll show up because they believe in the work.
Which strategy will you implement first?