Are you struggling at finding lifeguards? If so, part of the problem is your recruitment model.
- Cool down and get a drink. Every pool season gets tougher with new training requirements and bather code policies.
- Mid September, you need to meet with your full time staffing directors and managers in the field to find out what worked and what didn’t work. If your field supervisors are at college, give them a brief phone call to get their professional opinions.
- End of September- start looking at the budgets for staffing and recruitment, and drafting a plan.
1. Talk with your clients at your pools to find out what worked well and what didn’t .
2. Start letting go of any seasonal staff that you will not be asking back.
3. Plan a meeting with all stakeholders/senior administrators/ investors etc. To discuss your plan and go over any potential issues or funds that might be needed.
4. Draft training courses needed, timelines of the courses, trainers, supplies, and vendors if needed.
- Reach out to the vendors and start planning the training courses. Depending on where you are located, this might be to early or late. However, if you are using an outside vendor to do your trainings, they may need to reserve training rooms and pool space.
- Keep finessing your recruitment plan with senior officials/stakeholders/investors.
- Plan your plan for senior management training, positions, or needs.
- Send out thank you and holiday post cards to the staff.
- Early bird or discounts on training.
- Interviewing/ hiring your pool managers.
- Keep in contact with your training programs to make sure you are ready to go.
- Reach out to colleges, high schools, job fairs, swim teams, swim coaches etc. and book your recruitment fairs.
- Get your marketing materials and pay that bill.
- Provide a small #inexpensive giveaway.
- Set up a system to track all your recruits Information. This should take 2 minutes. ( first name, last name, phone number, email)
- Draft your plan for follow up.
- Your calendar for the next 8 weeks should be filled with weekly visits.
- Your table should be filled with Marketing materials or short videos as to why it’s fun working with your company.
- The staff that you choose to attend these fairs need to be high energy and highly communicative. If they look tired, withdrawn, or look like they came off the street, you are leaving your prospective staff with a feeling that your company has no core values.
- A senior manager or you as the owner need to be at these recruitment sessions to monitor, coach, and data track the success of the events.
- Always recruit more than you need.
March-May ( before Memorial Day weekend)
1. You should be having your lifeguard trainings, NSPF CPO trainings, and in-services.
2. A staff member should be actively communicating with the guards answering questions, scheduling for trainings, and monitoring numbers of recruits who choose to not continue or not pass the course.
3. Continue your school visits, job fairs, and advertising for staff.
4. Hold meeting with your staff to prepare for the opening weekend.
5. Have a rewards program ready for your staff.
6, have your uniforms ready to go and be prepared to answer questions.
You should be actively looking, checking in on staff, and evaluating the needs of your team.
2 thoughts on “What lifeguard recruitment should look like”
Love it! Thanks for posting Justin.
Your welcome! Let me know if it’s working for you!