Staff and Social Media

Once camp enrollments are underway, attention shifts to hiring counselors and other staff for the summer. Hiring the right people to be counselors at camp is an entirely separate process of its own which requires another discussion completely. Particular to this analysis however, is that employers now have the ability to see their potential employees in a different light; through their online presence. It is no secret that companies will look up the Facebook page of applicants because it offers a look into what they are like outside of a job interview. It is a good idea for camps to do the same and get a feel for what kind of person they are on Facebook in addition to their extensive interviews and background checks.

After you have started gathering your ideal staff into place for the summer, there is another way that camps can utilize Facebook to prepare the counselors. Some camps are already creating staff groups where counselors can start compiling ideas for the summer. It is also a good place for veteran staff to connect with new staff and answer questions about packing, what to expect, or how to prepare. This ability to start forming connections can be really beneficial to the staff. Prior to arriving at camp they can start to memorize names, re-connect with staff from previous years, or generally start to get into the mindset of being at camp and getting excited for it. Another important part of having your staff on Facebook is specifically maintaining a relationship with them in the hopes of retaining them for another few years. It is difficult to find qualified counselors, and recruiting and retention are major concerns for camps (McCole, Jacobs, Lindley, & McAvoy, 2012) so it is important to do what you can to keep them around.

Making the counselors feel like they are part of a community means that they have boundaries, personal investment, a sense of belonging and identification, emotional safety and common symbol systems (McCole, et al., 2012). Even though giving them the chance to feel these elements before camp starts could give them a certain level of comfort, but it does not compare to the reail thing. The real sense of the staff community starts when they meet each other in person and go through staff training together. The online kickstart to community can provide reassurance to the new staff who may feel alone in going on a big adventure, and giving veterans a sense of responsibility in helping out those new members by sharing their experiences prior to arrival at camp.

The last thing to consider when connecting your staff members on Facebook is that they will be visible to everyone as linked to your camp. It is critical to talk to staff members about their online presence so they understand the impact that it has on their lives as well as that of the camp. A wise thing to do would be to include a code of conduct for employees, for example including details on expectations for “friending” campers and posting pictures. This includes before, during and after employment.

Camp Staff
Credit: forestlakecamp.com

References

McCole, D., Jacobs, J., Lindley, B., & McAvoy, L. (2012). The Relationship Between Seasonal Employee Retention and Sense of Community: The Case of Summer Camp Employment. Journal of Park & Recreation Administration, 30(2), 85-101.