It's strange to start thinking about the summer when we haven’t even eaten our Thanksgiving turkey yet. Parents usually start thinking about summer childcare in January. Before I was a parent, I started thinking about the summer when the snow melted.
But leaders who support summer programming should start formulating a summer plan now, and start recruiting in January. Here is how to do it;
What do you expect enrollment to look like? What was it last year, and how many kids were on a waitlist?
What is your estimate on the number of staff who will continue working throughout the summer? If you are based in Minnesota, take into account the 2023 unemployment law update (see my previous LinkedIn post).
What is the gap between your expected enrollment and your returning staff, based on your typical staffing ratios?
Build your recruiting plan month by month.
Develop a summer specific value proposition. What is your candidate persona and how will you differentiate your offering against other organizations?
Start advertising in January!
Half of all candidates who Radar placed for last summer applied in January or February. Organizations that wait until March or April to start hiring will miss out on returning college students and other candidates who solidify their summer plans early.
Are you ready for summer?
Contact us for a free Discovery and Diagnosis. We will present you with a customized recruiting and retention plan with no obligations.