FINDING
and
INTERVIEWING
POTENTIAL STAFF
ROUNDTABLE
SummerCampProgramDirector.com
I work in a rural part of Ottawa, so we have local small communities that I have to work
with. The youth usually know each other as there are only two High Schools in the
area. I recruit them from the school (set up a table at lunch-time at school and be
available for Q & A, hand out job descriptions and business cards). I also ask the
teacher’s to “feel out” good candidates. I remind my current/returning staff that if they
suggest a friend to apply, then that person (character/behaviour) will reflect back on
them. So choose and refer wisely.
I prefer one-on-one interviews as most of our staff are young (16-24 yrs) and this is
sometimes their first job interview. I like to take the time to help them with the process
and turn it into a “teachable” moment. I interview everyone who is willing to work. I
may not hire them but I figure it’s part of my job to give the youth a chance at an
interview. I sometimes debrief them afterwards to help them improve.
During the interview, I spend a lot of time looking at my sheet and answering questions
(which is awkward and rude). So I have simplified the process by giving a score for
each question. I have possible correct answers for the questions on the side and tick off
the answers as they say them (see example below). I like scenario-based questions so I
can challenge their thinking, problem-solving skills.
I am also a fan of having Camp Coordinators/Supervisors/Directors come with a
program plan. This is a take-home assignment that has to be brought to the
interview. One question is where they present their plan to me and I can ask questions,
etc. If the candidate thinks it is too much work for an interview, then they tend to
eliminate themselves from the process. (Saves me time and energy).
(Please put together a week’s worth of programming that might run at our Day Camp (9am to
4pm). You will have 20 children from ages 6-12 years. Please make sure your activities are
varied and interesting for the children. Make sure to include a list of supplies that you might
need to run the activities for the week.
Don’t forget to create/plan a way to communicate your plan to the staff, children and parents.)
I always have someone else in the interview with me, writing down answers, assessing
and evaluating. That way, I can have help with choosing the right candidates and feel
safe hiring and refusing. This person tends to be at the same level as me or just a level
below (Camp Director).
I tend to “dress up” (like I was the one going for the interview). I think of it as sign of
respect. My theory is if I “dress up” to meet with my supervisors/managers then my
staff deserve the same level of respect at meetings and interviews. It sets the respect
tone with the staff as it is a two-way street.
Question 2 – Think back to when you were a child in camp or other organized activities. What did
you like best? What makes a program memorable for a child?
Competency/Experience/Skills-Leaders
-Activities
-Friends
-New experiences
-New skills

Unacceptable
Answer 0 Point

Acceptable
Answer 3.5
Points

Superior
Answer
Points
5
Question 4 – You had planned a soccer-baseball game outside. It is raining. No ball games are
allowed in the community centre. What do you do first?
Competency/Experience/Skills-
-Change game
-Instructions/ Explain rules
-Enthusiasm
-Equipment

Unacceptable
Answer 0 Point

Acceptable
Answer 3.5
Points

Superior
Answer
Points
5
Question 5 - You see Jessica fall and hit her head. She stands up and has blood running down her
face. Using your first aid knowledge what would you do?
Competency/Experience/Skills-
-First aid kit
-Gloves
-Rest
-Direct Pressure
-Check for major head injury
-Dressing/ bandaid
-Forms
-Advise parents

Unacceptable
Answer 0 Point

Acceptable
Answer 3.5
Points

Superior
Answer
Points
5
Question 6 - We strive on hiring leaders and role models in our programs; Tell us about things you
do that would be a positive influence on the children.
Competency/Experience/Skills-
-On time
-Presentable
-Respectful
-Plays fair
-Enthusiastic
-Fun
-Caring

Unacceptable
Answer 0 Point

Acceptable
Answer 3.5
Points

Superior
Answer
Points
5
Question 7 - Please name some safety precautions that you would implement during the program.
Prompt – what about when you went outside?
Competency/Experience/Skills-No boisterous play
-Wear shoes & equipment
-Hazard checks
-First Aid Kits
-Boundaries, buddies, head
counts
-Supervising, scanning
-Set rules

Unacceptable
Answer 0 Point

Acceptable
Answer 3.5
Points

Superior
Answer
Points
5
Question 8 - Please list five important things to keep in mind when you are explaining a
game/activity to a group of children between 6 to 12 years old.
Competency/Experience/Skills-
-Get attention
-Speak loudly
-Simple language
-Slow pace
-Use examples
(hypothetical &
demonstrations)
-Ask for questions
-Be enthusiastic
-Repeat

Unacceptable Answer 0
Point

Acceptable
Answer 3.5 Points

Superior Answer
Points
5
Question 9 – A child that uses a wheelchair is registered in you program. How do you make sure he
is fully integrated into the fun activities? (Prompt: How would you change a dodgeball game into a
wheelchair friendly game?)
Competency/Experience/Skills-
Tara
Tara.Charron@ottawa.ca
-check abilities/
interests before.
-Modify activity to
accommodate
-Use partners
-Change equipment
-Give activity choices
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Unacceptable Answer 0
Point

Acceptable
Answer 3.5 Points

Superior Answer
Points
5
We used WePow for doing video interviews of staff members which allowed us to
review applicants on our own time, share questionable interviews with colleagues and
even follow up at the end of the summer to see if there are any trends based on top or
bottom performing staff members that we could have / should have picked up on when
reviewing video interviews. Love them!!
David
3264760@gmail.com
How do you run your interviews?
I only do one-on-one interviews as this allows me the best opportunity to get to know
any new applicant. I have interviewed in person, over the phone, over Skype and also
over FaceTime. Usually for new applicants I like to be able to see their body language so
the latter two are preferable.
What are the best interview questions you ask?
I feel that I get the most out of scenario based questions. These will depend on the
position they are being hired for. Example for an in-cabin counselor "Your co-counselor
is on their day of, you are walking your cabin to waterfront and one of your cabins
sprains their ankle, what do you do?" I find these preferable to the Google style
questions which offer you nothing as an interviewer. If you want to know they are
creative ask them how to fill an hours worth of activity during a thunderstorm.
For returning staff I ensure to have their goals from the previous season and talk
through how they worked towards them and how they felt they grew during the year
since the summer. This shows that not only do I value them as a counselor, and person,
but also that their goals will undoubtably change. We then go on to talk about what
they want to work on this summer.
What tips and tricks do you have for finding and hiring awesome camp staff?
Have a CiT/JC program and invest heavily in it. I don't mean financially although that's
important but with your time, training and resources. Our finest counselors become CiT
Coordinators and our finest CiTs become JCs. It ensures we have a solid application
base for counselors for years to come. We also encourage a culture of referrals from
staff, whom we always offer an interview too.
Where are the best places to find quality staff applicants?
As we have an over 80% staff retention rate we don't use US based recruitment services.
We do allocate a proportion of our staff to internationals as we value the diversity and
culture they bring. We use 3 Adventures, Camp Leaders and CCUSA.
What mistakes have you made in the past and what do you do now?
If there is a red flag in the interview, don't ignore it, it may come back to bite you. If
there is something on their application that makes you think they wouldn't be suitable
ask them about it to give them a chance to convince you, don't assume. Finally if you
are interviewing returning staff put them through a similar process, consistency is key
and reminds staff that they are returning to a job, not to be a camper.
David
dseddon@frostvalley.org
The West Chester Parks and Recreation Department's Art Director forwarded your
email about Finding and Interviewing Potential Staff. After I read the email and
checked out the website I was extremely happy she thought to send it to me. I have
been the Program Coordinator for our department a little over a year now so I only
have 1 year of summer camp experience under my belt. I'm hoping this roundtable
experience will guide me into making our summer camp the best it can be! With that
being said I hope my submission is what you are looking for.
As far as our interview process goes:
Where are the best places to find quality staff applicants?
The assistant Director and I take care of the interview process. We have kept in contact
with our professors from the university we went too so that helps get our applications
out to people who are interested in our field. We also contact local universities
education departments to let them know about the job opportunities.
How do you run your interviews (one-on-one, panel or group) give details please
Both the Assistant Director and I do the interviews. We interview every applicant that
applies. During the interview we alternate asking questions. There are about 10
questions we ask for each position. If we can tell in the interview the applicant is not
capable of the job we skip some questions. Each interview last no more than 10 minutes.
What are the best interview questions you ask?
The interview questions we ask probably have not been updated in the past 10 years.
This year I would like to do some research and see what questions we should be asking.
Our best interview questions is probably "In order to have a positive summer camp
experience, what qualities or characteristics do you need to have while working with
children?"
What tips and tricks do you have for finding and hiring awesome camp staff?
With only one year of doing interviews I have no tips or tricks. The people we hired
that we thought would be awesome camp staff didn't turn out to be so awesome.
How do you deal with Skype or phone interviews?
We did not do any Skype interview last summer. I don't know if the department ever
has done them. As far as phone interviews only one of us interview the person.
What mistakes have you made in the past and what do you do now?
The biggest mistake I made last year is going off of someone else's judgment about a
camp staff instead of forming my own opinion. I think the way you treat your staff
helps gain respect and showing you actually care about the program will help get staff
to enjoy the program as well. This was not the case in the past. So I am trying to fix that
bridge between our full time office staff and the summer camp staff that have been here
for years.
Jessica
jwilhelmy@west-chester.com
Where are the best places to find quality staff applicants?
 University club advertising (some have job boards, mostly I have to email the
club execs directly and ask them to forward my job posting to their members)
e.g. outdoors club, rock climbing club
 We give our current staff a recruiting bonus if they send us good people (they
only get the bonus if their referral gets hired and completes the summer). I email
all of our returning staff and tell them what positions we need to fill and ask
them to tell their friends to apply. Generally like attracts like and they know best
who will be a good fit.
How do you run your interviews (one-on-one, panel or group) give details please
 When I review the applications, if I see the applicant has worked at a camp
before I call that camp first thing for insider info
 If an application looks promising, I’ll cold call them and ask how they found out
about us, what they know about us that they are attracted to and if they are on
board with our dates, salaries, and qualifications
 If all is good, I’ll set up an interview (one on one), in person if possible, on Skype
if necessary, NEVER on phone.
 I bring the applicant into the office, show them the camp video and some of our
literature (values, rules, job description for the position they are applying for)
and then call them into my office and start by asking if they have any questions
and what about us makes them want to work for us. By getting them talking here
I get a good idea of their social skills and can often I can weed out people who
are there for the wrong reasons
What are the best interview questions you ask?
 Tell me about a time when you put someone else’s needs before your own
 What is your favourite and least favourite thing about yourself?
 What did you struggle most with as a child and what did adults do that was
helpful and not? What would YOU do if you were an adult to support your
younger self?
 How have your own personal challenges guided your work with kids? (this is a
good way to find out about “issues” without asking directly and invading
privacy)
 What constructive criticism have you received in past jobs? Did you agree or
disagree with it? What did you do about it? (This question is great because you
can compare it to what their employers tell you when you check references and
assess their self-awareness)
 Tell me about a time you had to make a child do something they did not want to
do
 Tell me about a situation working with kids where you wish you could go back
and do it over again to do it better
 Tell me about a time you had to discipline a kid for misbehaving. Would you do
the same thing again?
 Tell me about a time you made a boring or unpleasant task into something fun
What tips and tricks do you have for finding and hiring awesome camp staff?
 I like communicating with other camps to see if they have good applicants for
jobs they have already filled (it’s a mutually beneficial relationship)
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Go to SUMMER job fairs (meeting the people in person is very helpful)… at
regular job/career fairs people are not looking for summer jobs but lots of
universities have specific summer job fairs
We contact schools that have outdoor recreation programs and ask to do
presentations in their classes
How do you deal with Skype or phone interviews?
-Same way as in-person ones except email them the material before (we don’t do
phone… I think it is very important to be able to see the person and their body language
and see if they treat it as professionally as they would in person). Once I had someone
eat cereal throughout an interview on Skype and was not impressed.
How do you find great international staff?
 They come to us! We get so many unsolicited applications from international
staff who want to come work in North America (it’s hard for us to get work
permits for them so we only pursue them if they are outstanding or we are
desperate).
 We use Nyquest/CCUSA when we are desperate but have not had a great
success rate
 Australians/New Zealanders tend to be the best fit (culturally similar, outdoorsy)
What mistakes have you made in the past and what do you do now?
 Not asking about gaps in employment. I hired someone who had great older
references but had been fired from a camp last summer and I had no idea… now
I always find out what they’ve been doing for their past few summers
 Wasting time by continuing to talk to someone after I realize they are not a good
fit just to be polite. I try to tell them as soon as I know and refer them elsewhere
(e.g. I’ll advise them to apply for a day camp that hires younger/less experienced
staff and re-apply with us next year… this seems like a kinder way to let them
down).
 Getting excited about someone and investing time in them and then having them
take a job somewhere else. Now I ask in interviews what other jobs they have
applied to and if they get accepted for all of them what are the chances they’ll
take mine. If they say something like “I’ll come to you if I don’t get a job at camp
____ I want to know why and see if I can sweeten the deal for them.
 Hiring people who are good “on paper” but their personalities don’t work at
camp. Too often either the kids don’t like them or they are unhappy at camp. I
used to think that giving the “right” answers and having the requisite
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qualifications was more important than being “campy” but after hiring lots of
people like this on principle I am starting to doubt that. That being said I am very
conscious of not discriminating against people who are culturally different that
our average staff. I always want to hire someone who has been away from their
family and adapted to new social situations before.
We train our staff very intensively on our methods and protocols so I don’t’
expect applicants to know our way of doing things. Ultimately what I look for is
someone who is kind, nurturing, hard-working, patient, a team player,
regardless of their formal training with kids
I am wary of hiring staff who are grossly over-qualified for the job. They tend to
either bail when they get a better job or not be happy and therefore not perform
well at camp.
Mara
mara@camparowhon.com
I had great luck hiring elementary school teachers who were off for the summer. The
male teachers, especially the PE teachers were awesome. They come with crowd control
experience, and a lot of tricks up their sleeves. And kids love them!
I am trying to locate a copy of the actual letter I sent to area guidance counselors. I
asked that it be posted in the teachers lounge or the office. There was a picture of a
counselor (STAFF written on shirt) getting shaving creamed by a bunch of kids. The
photo screamed FUN!!!! Caption was "Summer fun is NOT just for kids!"
Usually when I'd find a good counselor from a school, they were able to recommend
another teacher or two. My best counselors have been the male PE "coaches". I had to
pay them more but also paired them up with the younger high school and college aged
kids. Teachers sometimes weren't able to work the last week or two of the summer....
But by then everyone knew the routine. Often, they would return for a repeat summer,
and frequently with someone else looking for a summer position.
In my experience, maturity is a big factor in securing good staff. I've liked many young
high school aged applicants, only to find that they lack a good work ethic and don't
grasp the critical safety issues. Training is key, of course, but I find that some counselors
GET IT. And some don't.
When re-hiring returning counselors - I review challenging situations from the summer
before.... and determine whether they would handle things differently if they came up
again? I also utilize the returning counselors to assist with training topics, giving them a
boost of confidence.
Janet
jjanet1012@aol.com
-The best place to find quality staff applicants is through your current staff. We have
received some of our best counselors through word of mouth. That being said, at a
conference this summer, the idea of a hashtag came up. Creating one on Social Media
may attract some attention. I have not tried this yet, I need approval from my
organization, but I think it could work.
-Interview questions can be tricky. You want them to reflect the person but I personally
would like it to be fun, to reflect camp. I use a mix of questions such as "How do you
handle a difficult situation?" to "What is your signature dance move, your go-to move
when you are dancing?" I also like to ask "Are you a morning person?" This can help me
with counselor pairings, placing a morning person with a no-so morning person can
help.
-Skype/Phone interviews can be very awkward and misleading, positive or negative. I
try to avoid them but sometimes an in-person interview cannot happen. This is when I
try to do research on the person beforehand. This can mean Social Media or making
sure I touch base with their references. This can give me a better idea of the person I am
speaking with and help make a decision.
Monica
mking1087@yahoo.com
We’re a small operation here but one of the most important questions that I ask in the
interview process is as follows.
I know YOU as an applicant like children or aspire to work with children, etc. etc. BUT –since
our primary focus is the campers we serve, what I want to know is WHY children like YOU?
Why would YOU be the one they pick as their “favourite” this summer?
It forces the applicant to stop thinking of their own feelings to what others think of
them. It’s usually efficient.
An active part of the interview includes a box or tray full of items that sits in front of
them for the entire interview. Things like a rubber chicken, roll of toilet paper, etc.
strategically placed just within reach. It’s interesting to see if they choose items in the
box to fidget with or if their eyes travel to the box during the interview. As one of the
final parts of the interview, I do one of two things.
1. I ask them to choose items from the box and provide an activity that they think I
haven’t seen before. A good test of “on your toes” thinking.
2. I remove the box and ask them to name as many items from the box as possible.
It’s a test of being aware of your surroundings and details, especially worthy at
camp when there are a million conversations and interactions around you.
Caroline
recreation@ramara.ca
I deal with all the international staff that we hire for the summer, both returners and
new applicants. So I'll just list some pointers!
FINDING AWESOME INTERNATIONAL STAFF
 Use Camp America- they have the largest pool of staff
 Use other sponsors to fill the gaps- preferably reliable vendors (the kind who go
to camp trade shows with the ACA)
 Check online databases every day early in the morning- this is when applicants
are often released from other camps' exclusive review lists
 Ask for their academic scores and get to know their country's academic system
 Check their qualifications against the awarding body's learning & assessment
criteria to get a clearer idea of their skill level.
 Find out their experience level in concrete terms- what ages have they
consistently worked with? How often do they apply their skills? How many
years' experience do they have? Are they paid or volunteers? Who funded their
qualifications?
 As a general rule, catch them young (18) if you want someone for successive
summers, or older (21) if you want higher maturity or experience.
 Read all parts of an application that gets your interest. Their personal statements,
sponsor's screening notes and their references sometimes reveal more than their

skill descriptions. Even desirable qualifications can be hidden deep in the
application!
"If you like it then you should've put a hold on it"- DON'T let your review period
with the sponsor expire. If you need more time to make a decision about an
applicant, get the sponsor to extend or renew your review period. And keep in
touch with the applicant- keeping them waiting too long may result in them
directly contacting other camps.
SKYPE INTERVIEWS IN GENERAL
You want to appear professional, approachable and positive to get the best responses
over Skype, so here's how!
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Use a good quality camera, mic, and hi-speed internet to prevent issues.
Check what is in the field of view. and position your mic securely at a good angle
Check your appearance and dress.
Check your mic and camera and speaker/earphone settings before making the
call
When the call connects, smile whether you can see them or not, they can see you!
Check that the interviewee can hear you and see you properly.
Courtesies help ease into the conversation- how are you, good to meet you, etc...
Explain the structure of the interview before you start. What you'll be talking
about, the position you're considering their application for, opportunities for
Q&A, etc.
Write notes, don't type. Keyboards are really loud!
Take snapshots using the Skype window or Print Screen key- it will be a good
memory aid to keep with their application
Ask what their personal goals are for camp and in the long term.
Follow what they say in their application to get the most detailed picture- clarify
exactly what their skill level, qualifications and experiences are.
Have a colleague join in or just say hi for a portion of the interview- helps break
up the flow a bit and you can get a second opinion on the applicant's personality.
For international applicants, spend some time talking about camp life and what
the benefits/potential issues are. They often are unfamiliar with the culture, so
this helps make them feel more included and ready for camp in general.
Remember, they are not just looking for a job, they are looking for a cultural
exchange experience. Tell them what the meal plan is, what activities and socials
you arrange just for them, what services and facilities you provide them, where
the best local attractions are, and why your camp is the best camp. Sometimes
international applicants are talking to another camp for one reason or another. So
by appearing professional, positive and caring you can convince the best
applicants to accept your offer, rather than hold out for another camp.
Ed
ed@gatehilldaycamp.com
Where are the best places to find quality staff applicants?
Friends of current/past counselors. We have great staff therefore they usually have
equally great friends.
How do you run your interviews (one-on-one, panel or group)
We attempted group interviews for two years and they were awesome however
scheduling them was difficult so now we do one-one-one.
If you run group interviews what does the day look like (rotations, games, tests, etc.)
Our group interview set up was as follows:
1. Intro to camp and us (camp director/asst. director)
2. Group Questions- one question at a time and answer in a circle switching it up
who starts.
3. Group Work- split up and give them 5 minutes to come up with an indoor rainy
day activity for 50 kids
4. Scenario Questions- written
5. Additional Question round table
What are the best interview questions you ask?
Favorite Interview Questions
1. What is a misconception people often have about you? Why?
2. If you had an endless supply of Legos what would you build?
3. Tell me about a time working with a child/or children that you didn’t enjoy.
4. You just won Camp Counselor of the Year, why did you win it above all of the
other staff? (what makes you stand out)
What tips and tricks do you have for finding and hiring awesome camp staff?
Just screening well and using references wisely to get the true feel for the potential staff.
How do you deal with Skype or phone interviews?
If I have to do a phone interview it is always followed up with an in person interview
before giving the staff member a position. We are a day camp so generally applicants
will come home for a weekend visit or holiday and we find time to meet briefly.
What mistakes have you made in the past and what do you do now?
Spending too long on interviews with applicants that I know will not work out. My
time is too valuable so now I just end the interview early.
Liz
ltully@campketcha.org
Something that we would do when hiring seasonal staff by phone interview, is ask
them if they would be comfortable e-mailing us a photo or two before we talked. It was
always optional, and I made clear to them that it didn't have to be a head shot or
anything, something that they thought was interesting would be great. The benefit of
this, in my eyes, was two-fold. Firstly, it seemed easier to connect with someone that is
only over the phone if you can look at a picture while doing it. (Internet connections in
the middle of nowhere are not always good enough for Skype) Secondly, the photo
content almost always gave us something interesting to talk about, and hearing
applicants explain the story behind the picture would often give me a better look at
their personality.
Janelle
willey.janelle@gmail.com
I’ve found that reaching out to local colleges yields some high quality applicants. I’m
fortunate to run my program in an area with a few commuter schools, so many of those
at the school live in the community.
In addition, advertising staff positions on our website allows those interested to see the
next steps, and many individuals reach out to us without much solicitation. This allows
us to have a large applicant pool from which quality applicants always emerge.
Finally, reaching out to current staff to recommend friends who they believe would be a
good fit has yielded some great results for us. Of course, it’s important to make sure
that the recommender is trustworthy and not simply trying to help their friends get
jobs, but coupled with an positive interview for the individual recommended, this
usually results in a great employee!
Daniel
danieljbacharach@gmail.com
I am not involved in the hiring of our Summer Camp staff; however, for our afterschool program and school break program staff our best resource has been connecting
with the local high school and college guidance departments. We have built great
connections with the school guidance counselors over the years and when they have a
student who is interested in pursuing a career that involves working with children, they
link us up with them.
Referrals are also a major recruitment tactic we use to bring in new staff. The staff you
have on board currently is your best resource. Chances are, if your staff member is an
asset to your team, is personable, reliable and resourceful, chances are they hang out
with people of the same nature. We are always asking our current staff to refer
prospects. Who knows what characteristics it takes to do the job right than the person
who does it him or herself?
When we first connect with a prospective hire, we always conduct a phone interview
first. Not only does it save time, but also prevents us from inviting unwanted guest into
our facility. If the phone interview goes well, we then invite them for a meeting in our
offices.
Brent
brento@jccrockland.org
Where are the best places to find quality staff applicants? We find most of our quality
staff in our churches. We are a Christian camp so we spend a lot of time in the churches
looking for both campers and staff. The other place we find quality staff is in campus
ministries. These students usually have similar morals that we are looking for. We have
gone to a few job fairs and camp fairs but we usually find these a waste of our time.
How do you run your interviews (one-on-one, panel or group)
We do one-on-one initial interviews. We few it gives us a better idea of the person. It
allows them to be more honest. It also allows us to adapt better. If the answer leads to a
follow up question we don't have to slow a whole group down. Once staff are hired we
do 2 weeks of staff training. We tell them this is like an extended interview. Not
everyone that starts training makes it to summer camp.
What are the best interview questions you ask?
We try to ask something to make them think on the spot. See how they handle under
pressure. We used to ask the worst thing they ever did. We decided that stressed people
out and didn't tell us much helpful. Now we ask how they would handle certain
experiences with kids or create a new game with something random in my office. I love
to ask them what they think their friends would answer about them. Like what would
your friends say is the most important thing to you?
What tips and tricks do you have for finding and hiring awesome camp staff?
Use your current staff to recruit new ones. They know what it takes better than we do
and everything sounds cooler coming from a friend than a random camp director. Don't
be afraid to try new things and look in new places for staff. Mostly you find nothing but
occasionally you find a gem.
How do you deal with Skype or phone interviews?
I try to limit these because I think it is easier to "fake it" over the phone than in person. If
I do have to do one, I try to get another staff leader to do it with me so we can talk about
what we heard. We takes turns asking questions so we can get a good assessment of the
potential staff member.
How do you find great international staff?
Be very specific in what you are looking for. All the exchange programs have ways to
search for skills, ages, countries, genders, etc. Know what you are looking for and don't
settle because these staff can be expensive. Also use your representative. Make sure
they know what you are looking for and they can help you search.
What mistakes have you made in the past and what do you do now?
Don't be fooled that a good personality is enough to be a quality staff member. Still ask
all the questions. Also, don't always hire the returning staff member. They may say they
have improved but find the proof before you rehire. Take notes AFTER each interview.
During makes them extra nervous. But do it immediately. You think you will remember
but you won't get it all if you wait a long time.
Mollianne
mollianne@campwesleywoods.com
Best Places to Find Staff
There have been a number of years where we have had a high number of returning
staff, which is great because they know what the expectations are. One of our new main
new counselor streams are getting new staff that are friends of returning staff. Usually,
you have to look at how the person did the previous summer. If they were stellar and
enthusiastic about camp, a person they suggest to come to camp will probably be
"good" as well. Interview questions will still be needed to dig further into what kind of
personality they have.
There are some departments where we bring in "ringers"; experts in their field but not
necessarily camp. For example, we sometimes like to use an agency for international
staff like CCUSA, where we can get an Australian or New Zealander to run our sailing
program or a guy from the Ukraine to run our riflery program. English speaking is a
must and you can skype to get to know them better. Kids love the accents.
Interview Styles
All staff, whether new or returning, are required to fill out a staff application no matter
what level of job is sought after. I'll be honest, if I get an application that is a messripped, errors everywhere, then I may discard it. It's the first impression I get. If the
application is not worth taking the time, then well look elsewhere. We are a New
Hampshire camp and most of our staff comes from out of state. For those in
neighboring states, I will sometimes visit areas and try to meet with a few people
throughout the day. I prefer the 1:1 approach. If too far away, I will use the telephone.
This year, we have begun using Skype, so that we can get a face to face meeting.
Questions to Ask
It is important to ask if they have any experiences as a camper and what where the
highlights. If there are "lowlights", I would ask them what they would so that could not
happen to one of their campers. (During orientation, I would circle back to this theme to
remind all that we will be having a lifelong impact on our campers and each other.)
I would be asking them to describe their character. I should have some sort of idea from
their reference letters, but how would they describe themselves. I am not looking for
them to give me a list of strengths and weaknesses, but I would like to hear such words
as hard working, good morals, trustworthy, dependable, flexible. (During orientation, I
would circle back to this theme to remind all that kids will be watching everything we
do.)
Another question I would ask is for them to describe a time in their life where they
faced adversity and how were they able to rise above it. (During orientation, I would
circle back to the theme that being a camp staff member is exhausting and tough and
that together we can meet the challenges presented to us by our campers.)
To me, I think it is important to ask them what they have learned lately. (During
orientation, I would circle back to the theme that each day at camp or even each activity
can bring new opportunities to learn from one another. We all must be willing to learn.
A week of orientation is necessary, but the real life application is key and we must
always be willing to seek new ways to make all facets of camp life better and stronger
on both a camper and staff level.
Mistakes in Hiring
Life isn't perfect and neither will anyone's hiring process be perfect as well. One mistake
we have made over the years is to hire counselors just because they are a friend of
someone on staff. Errors can be made also by hiring too many guys that are friends
throughout the year and have them in the same area. We have a counselor number in
the 50's and "the guys" will sometimes leave their activities to hang out with each other
and thus abandoning the campers and other staff members.
For those coming to camp that are not native English speakers, it is significant and not
mean to only hire those that can communicate.
Steve
spatterson@sau53.org
Tips and tricks:
The biggest tip is to try and get people who have worked at your camp to come back
and keep working there- they'll be the most passionate, committed, and beloved staff
most of the time. What is important- and becoming more and more important these
days- is to offer some sort of opportunity for staff to do something before the summer
that will benefit them and keep them away from giving up working at camp for
summer jobs and internships. If you can offer them your own type of internship or get
alumni of your camp to offer them positions working for them between when they
finish the college year and when the summer starts. It will go a long, long way!
Josh
joshsatok@gmail.com
Where are the best places to find quality staff applicants?
We've learned that the local Universities provide excellent staff because they are
passionate about recreation, skilled and have innovative ideas; patrons who have
assisted with park programs; and those promoting up. Other times, those that have
participated in the programs are good workers because they had the opportunity to
enjoy the programs when they were younger.
How do you run your interviews (one-on-one, panel or group)
Originally, its a panel of Supervisors - 2 per table. The HR people are also there on hand
and have provided instructions on what to ask, how to score the applicant, and
appropriate comments to write based on the facts, not opinion.
As a government (County) employee we are held to a strict, standard practice of hiring.
A notice goes out to the public with a detailed list of requirements. To qualify the
person fills out an application with the key words listed on the "exam" and meets the
listed requirements. I think the HR department uses a "key word filter" to ensure the
applications match. From there it goes through an internal process.
Once the applicant goes through the hurdles and meets the Assistant Regional
Recreation Director for their interview; the questions become much more specific to
meet the needs of the park. Depending on the responses, a grade of (+) or (-) is given.
The numbers are added up and the one with the most (+'s) gets hired.
If you run group interviews what does the day look like?
Group interviews allows a person to become "banded". Once they are placed in a
"band" they are called in for a 2nd interview with the department that has the staffing
needs. The interviewer asks very specific questions to meet the needs of the park sports, referee experience, crafts, day camps, marketing, etc. The interviewer asks
follow up questions - "What did that entail?", "What does that involve?", "Please discuss
more in-depth", etc. to ensure the applicant has an opportunity to explain themselves
thoroughly.
What are the best interview questions you ask?
Real life scenarios that actually happen while working at a park. These range from
customer service questions, safety, programming, kids fighting, and various situations.
This provides a window to learn how the applicant processes information, their
interpersonal skills, whether they can think for themselves, etc. At this point, active
listening is required to establish that they clearly understand the question and answer it
fully.
Leah
LeahLAF9@aol.com
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To find applicants, we post flyers at local colleges. A member of our leadership
team contacted the early childhood department of a local college and asked for a
meeting. He met with a department head and asked if he there would be a time
he could come in and present to students about summer jobs. He made an
impression on the Ed department because they asked him to be part of the board
of directors.
We also contacted the high school college and career center. Using a similar
approach, we set up a time to be in the College and Career center at lunchtime
and talked with students about applying. We made also made flyers that we
posted in the college and career center.
Some high schools hold job fairs, so that could be a possible option to recruit
staff. A lot of school districts and community blogs will also run ads for you.
We run panel interviews and ask each applicant the same exact questions. We
have added a couple of fun questions to the typical questions, to showcase
personality in candidates, such as “If you could be a Disney character, who
would you be and why? We also give each candidate an 8X11 page with a big
stick figure on it called “The Perfect Camp Counselor”. They are asked to create a
perfect camp counselor. It showcases their working knowledge of the job and we
get to see their creativity. During the interview they describe their “Camp
Counselor” in detail. At out kick off summer training, we post all the “Camp
Counselors” they created.
Because we ask the same questions to each candidate and do not deviate from
our question list, SKYPE and phone interviews are not difficult. If they are doing
a phone interview, they need to email the “Camp Counselor” drawing the night
before.
Because our Summer Camp is only 8 weeks, we only allow staff 5 days off that
candidate need to ask for in advance. That has helped with consistency.
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Our program has adopted some of the Disney model for hiring and training staff.
A great book to read is Be Our Guest and Creating Magic.
Katie
LangeK@issaquah.wednet.edu
Early on, we found that one of the hardest things to test for in staff interviews was the
ability to step out of one's comfort zone. That's why, in our first round of try-outs, we
usually get a pretty good feel for the candidates' tendencies, and then in the second
round we'll usually come with some very specific tasks that we want to see specific
candidate's lead, in simulations.
For example, we might have a candidate who is on the quiet side. That's okay - camp is
full of lots of noisy enthusiasm, but there's room on the staff for someone quieter - as
long as we know that we can rely on them, if necessary, to step up and help their group
when a loud cheer is really called for. So we might have a simulated Color War in the
second round, and assign this candidate to lead the team cheer. (And meanwhile, a
candidate who in the first round seemed really high-energy, but possibly disorganized,
might get a chance to organize the team's schedule).
This really gives the candidates a chance to demonstrate whether they're able to handle
specific areas, which we might have had questions about, as well as a chance to show
that we can count on them, with guidance, to carry out tasks even when the tasks do not
come naturally, and are outside their comfort zone.
Good luck to everyone this summer!
Dovi
dovrabinowitz@gmail.com
1. We do most of our recruiting at our local colleges (mostly Christian colleges
because we are a Christian camp, but not exclusively).
2. We will do pre-interviews with one or two of our staff meeting with students
face to face asking just some preliminary questions like 'why did you apply',
'what is your major' 'what is your camping experience'. If that goes well they are
invited to a group interview day which we hold at the camp. Applicants are
asked to do a number of things like learn some 'backpocket fun games', we then
3.
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6.
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have some surprise campers come in (usually staff kids) and the applicants then
play the games with the kids. We are watching for how they interact with the
kids, their group control skills, how quickly they learn the games , their
enjoyment of what they are doing. We also have them introduce themselves in
some sort of fun way to look for creativity. We have done small group sled
building since we interview inthe winter. They get cardboard and tape and need
to build, decorate, name and market their sleds. Shows us how they work
together with others, if they can take control but also take suggestions from
others, etc. We will have a final interview at the end of the day and we have done
personality tests on the internet before also.
For interview questions we have a grid with our main focus points: Spirituality,
Creativity, Enthusiasm, Fun, Responsibility/Trustworthy. We have one of these
for each candidate and we rate them from 1-5 throughout the day on these things
as we see them progress through the interviewing process. At the end of the
night, all four interviewers rank each candidate then we map that out to see
where we all stand. Sometimes obviously we are all on the same page and
sometimes not. We also have our head counselors join in for the day and give
their input as well. They are not in on the final decisions however. It is a long day
but our staff is one reason our camp is as successful as it is.
WE are pretty picky on our staff. We ask for references from 2 people and a self
reference. We also look at facebook which last year lead us to some insights into
what these applicants may be doing in their spare time. We follow up with the
references as well if need to.
We occasionally do skype/phone interviews and we have flown in applicants.
We ask the same questions on skype interviews. They have to do really well on
these to get hired....go mostly on the references and the personality we see on
skype.
We have not hired international staff in the past.
We are finding that sticking to our neighboring colleges may be limiting us.
Especially with male applicants which we are getting fewer of. We have a
Voyager program which is for our high school and recent graduate campers.
They learn many leadership skills on their trip then when they return they are
'junior counselors' for our 3 day program which is for grades 1-4. Many of these
kids will do this trip for multiple years and then become counselor staff or try for
kitchen staff which those kids often will go on to be counselors as well. (Kitchen
staff is 2 males, 2 females)
Deb Medendorp
dmedendorp@hotmail.com
I am fortunate to run a municipal summer camp in a small community in New Jersey,
which is only open to residents of our town. Therefore I hire from the local high school
and colleges. I have a very good relationship with the schools, and I hold my interviews
at the school. I find it’s much easier if I go directly to them.
In my experience the best counselors I have had have been previous campers. From
there I get referrals from those employees. Once I find an employee who has the type of
work ethic I am seeking, I try to develop that employee by giving them increasing
responsibilities, therefore keeping them as employees year after year.
Rosemarie
rlynch@boonton.org
Camp Staff Interview Sample Questions
EXPERIENCE
 Why did you decide to pursue working at a camp this summer? What
particularly interests you about Camp _________________?
 Tell me about your experiences working with children. Describe your most
rewarding experience.
 Tell me about other jobs you have had over the last few years. What would
previous employers (friends) say about you?
SELF-EVALUATION
 What was your childhood like? What do you best remember about it?
 Did you go to camp? Tell me about it. What specific characteristics did your
favorite counselors have?
BEHAVIOR DESCRIPTION – the reason behind this set of questions is that past
performance is typically a good indicator of what to expect in the future (the more
recent the situation is that is given in response to a question, the better). Hypothetical
questions asking about what a potential staff member MAY do in the future only gives
you hypothetical information that is at best a good exercise in answering in a way that
gives you what they think you want to hear.
*Important to ask for 3 parts to each of the following questions:
Describe the Situation, what did you Do, and finally, what was the
Outcome?
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Tell about a specific time when you were exhausted but had to maintain a high
level of energy.
Describe a specific time you were stressed or under pressure. How do you
handle those situations? What outlets do you use when you need a break?
Tell about a time you had to discipline a child.
Describe a specific time when you lost your patience with a child or peer.
Tell about a specific time when you had to entertain a child or group of children
to keep them occupied on the spot
Kim
kimdaycock@yahoo.com
Because I run a drama camp, we like to hold group interviews and play drama games
during them. One of the most successful is Party Guest:
Party Guest
 One participant is the host, and the others are guests.
 The guests are given quirks without the knowledge of the Host, such as fear of
the word ‘the’, allergic to feelings, etc.
 Once the Guests have been established, the Host returns and the improv game
begins.
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First, Guest #1 "knocks" on the door.
The Host lets him/her inside and they begin to interact.
A new Guest will arrive in about sixty seconds, so that in a very quick amount of
time the Host will be interacting with different "guest characters."
The Host wants to figure out the identity of each Guest. However, this isn't just a
guessing game. The Guests should offer discreet clues that become more and
more obvious as the improv game continues. The main point of the activity is to
generate humour and have fun.
It helps me see who doesn’t mind being a little bit silly and who is able to ‘roll’ with
new and unexpected situations.
Danielle
Education@magnus.on.ca
We have had good and bad experiences with some of our outcome of counselors that
we hired.
Our Park District provides Before and After School care along with additional care
during school days off. We are lucky to be able to observe the staff used for these
programs to see how they interact with the children. Many of the staff from these
programs end up becoming our summer camp staff in some area of need. With this
being said, the after school programs are supervised by a different person than our
camp, so we still interview these people the same way we do anyone that has not
worked for us before.
We start off our camp preparations by sending out a letter to offer some of our choice
counselors from last summer an opportunity to respond with their intentions of
returning or not. Next, we start the interviewing process. Applications will start
pouring in by February. Many are dropped off at the Park District and some will come
through the mail or email. We love finding some that are going into education.
The Interview
Last year was the first year that we added a coordinator assistant so our interviews
included the Camp Supervisor, the camp coordinator, and the coordinator assistant in a
panel. The supervisor starts with describing the layout, routine and expectations of
camp as a whole and on a daily basis. This year we are changing up our counselor set
up where we are looking at having a senior counselor and a jr. counselor to work with
that person. This will alter our manner in which we will be interviewing and what we
will be looking for. I will be very open to anyone that has experience with this that you
care to share. When we interview with a panel, we all take notes and interject any
questions or thoughts that we want included in the interview.
Questions
 We ask them about any prior experience, what they learned from it, if there was
anything that they didn't like about it
 What age would they like to work with
 What would they need more from us to know how to do their job
 What would their expectations be to take away from preforming this position
 Why did they choose this job and do they have any limitations that could
possibly interfere with the expectations
 We ask them to share an activity idea for sports and crafts
 We give them a scenario of a problem that could occur with the campers and also
one where a counselor is being inappropriate with another counselor or camper
to see how they would handle these situations.
What we have found that potentially happens
 We can have a really dynamic interview where we are ready to hire on the spot
and this person turns out to be not so good or we have had a very quiet, and shy
one that turns out to be outstanding.
 We learn that only one interview can’t necessarily be enough.
 We also have learned that if we wait too long to get back to them, we may have
lost that one that really stood out. Time can be tricky and now days, the youth is
very aggressive about securing summer work.
Annette
minkydoodle@yahoo.com
I run a small day camp for a community ski hill in their “green season”. Our staff is
very small so I find it easy to stick to one-on-one interviews. I like to start the interviews
in the office with the more technical questions and then we finish with a short walk
around the facilities/property. I feel like this helps ease any nerves the applicant has and
I can kind of get to know them on a different level (obviously a luxury afforded to me
by the size of our operation).
We live in a town with a College that runs a Recreation and Leisure program and find
that a great place to advertise for the position. Many students are looking for an
opportunity to fulfill their placement requirements. The College in general is a good
place for us to advertise counsellor positions.
As for questions, they change slightly every year based on my previous experiences and
new material that I stumble upon. I have two questions that I love and they are on
opposite ends of the spectrum and can get really great responses or the perpetually
uncomfortable blank stare!
1. Tell me about a risk you took in a previous employment, how it turned out
and/or anything you learned from taking that risk.
2. If you could be a super hero/have any super power, who/what would you
be/have?
The latter can help to draw out a more playful side and maybe ease some nerves
(however, I am surprise at how many young people do not know any superheros!). The
first question is a toughie but I like to have at least one question that critically
challenges the applicant. I have had some really boastful responses as well as some very
heartfelt confessionals; either way, on occasion a get a really great insight into a possible
employee.
Morgan
morgancasement@yahoo.com
One mistake that I made my first year hiring my own staff was when I had to do a
phone interview later in the evening one night while I was at a friend’s house. I hadn't
been given a work cell yet and of course since it was after hours the office was closed so
I couldn't use my office line. I called the interviewee from my phone and did the
interview.
The next day I start getting texts and photos of camp magazine articles and quotes sent
to me from this random number, and other various articles that had little to do with
camp. I asked whom it was and she replied with her name, then "you interviewed me
last night". I had already decided that the interview wasn't good and we weren't going
to make her an offer, but the texts and photos sealed the deal. After we sent her a
decline letter, I again started to get texts and voicemails begging me to let her volunteer
for the summer.
So lesson learned, don't call an applicant from your personal phone unless you want
them to potentially stalk you.
Erin
erin.hollen80@gmail.com
Finding and Interviewing Potential Staff
 Surprisingly, we get our biggest response of applicants from Craig’s List. We
have had success in the applicant pool
 There are many colleges in our area and have found that when we advertise in
the education department we have a positive response.
 Word of Mouth is one of our best resources. Of course, this doesn’t always work
at the time you need to fill positons.
 Business groups in our city have proved to be a good resource too.
 What is amazing to me is the alumni children that are now adults come back to
us and apply for positions. It is rather odd to be working side-by-side with some
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staff that you knew and worked with when they were five years old or schoolagers.
Staff referrals are good too. Our staff receives a monetary bonus if the person
that they refer stays on staff for 6 months.
What hasn’t worked for us…
 Hiring back “old” staff hasn’t not been a positive experience; not sure why.
 If you have encountered this problem too – You go through the interview, check
references, call and offer the job and they accept; then you go through orientation
with them. Then the day they are supposed to start they either do not show up or
they call and quit before they begin.
Janet
okydaymom@comcast.net
Finding quality staff is becoming more difficult than the last few years, now that the
economy is picking up. “Growing your own staff” is definitely paying off for us this
year. We nurture our CIT’s and Junior counselors through offering a quality leadership
program and offering opportunities for the young staff to gain certifications and
experience in different activities around camp, such as archery and taking them to ACA
conferences. Typically they are some of the youngest attendees there but it gives them a
wider perspective on camping in general and makes them feel that we are invested in
their development, not just for camp.
My favourite interview technique my passed director picked up at an ACA conference.
Unfortunately, I do not know who to give credit to. It is a grid process. Each column has
questions on one given trait/ topic and you keep moving down the column until you
feel you have a satisfactory understanding then move on to the next column. We have a
master sheet and type the individual’s responses in the box for that question so that we
have an electronic record for each staff member.
The questions can be found on the file titles Master Interview Questions at
http://summercampprogramdirector.com/pdfs-for-staff-hiring-roundtable/
Terrie
executivedirector@camphowe.com
Where are the best places to find quality staff applicants?
As a member based organization, our best staff for camps normally comes from loyal
volunteers and college students looking for summer work. I generally put a camp
teaser out through the volunteer departments at the two colleges in town before school
lets out. Not a lot of details – but the asking saying we are in need of help.
How do you run your interviews (one-on-one, panel or group)
The camp director does interviews one-on-one.
What are the best interview questions you ask?
 What are 10 uses for 2 pencil besides writing? This kind of shows if they are
creative – i.e.: drumsticks, chopsticks, exc.
 I really like scenario questions to see how the person would handle things. Like:
o Your campers are done with their art session, you have ten minutes until
the next rotation, what do you do?
o Your campers are hot and tired – ideas do get them cooled and refreshed.
 I love asking what their favorite silly camp song is… sometimes they will sing!
What tips and tricks do you have for finding and hiring awesome camp staff?
 Having camp staff is important, but placing staff in the right role is just as
important. At staff training I like to do so fun things has ice breakers like
marshmallow Olympics or relay races. It kind of will show you who will step up
and be leaders and who is good at following directions. People then bond right
away and you can kind of see who may work well together and who might not.
 One thing that I really hit on in training is that we are here for our campers, and
being able to recognize if they are enjoying themselves is the number one
priority. So we talk about signs to look for to make sure people are having fun
and what to do if they aren’t.
What mistakes have you made in the past and what do you do now?
 Not giving clear expectations and job descriptions has been my biggest killer. In
my earlier years, I would just hire “art” experts or “sports session” leaders – now
everything we do has a clear job description on what they are doing and how
many hours.
 Another thing that I’ve had trouble with is a clear payment timeline. Making
sure when they know they are getting paid and in what form in important to talk
about upfront.
Jennifer
JAman@gsdakotahorizons.org
Where are the best places to find quality staff applicants?
Our best candidates generally come from present and former staff referrals, and from
growing our own through leadership programs. We have sometimes found suitable
candidates at colleges with Outdoor recreation and teacher education programs. We
have tried Craig's List, the ACA/CCCA job banks, multiple camp job websites,
newspaper ads, college job fairs, etc., without much luck.
How do you run your interviews (one-on-one, panel or group)
All of our interviews are one-on-one, either face-to-face or via Skype. We are committed
to hiring individuals, not groups, and want to hear from each person in a very clear
way, with no distractions from others. We try to limit Skype to International candidates
or those asking to return for additional summers. We would only use Skype with
returners who are essentially being invited back.
Best interview questions we use:
New - Why do you want to work at a Christian camp?
 Working at camp is hard. The hours are long, there is very little privacy, we ask
you to be "on" (like a Disney cast member) whenever you are with campers, there
is not much time off, etc., so tell me why you want to do this?
 How do you handle stress? What do you do to relieve stress?
We also use a series of questions based on
Tell me about a time when you…
 stood up for an unpopular position
 disagreed with a supervisor or teacher
 worked with a child who you really liked
 worked with a child who pushed all of your buttons
 did a really hard job/distasteful task
 shared your faith in an awkward situation
 shared your faith in an easy situation
 put someone else's needs before your own.
We then ask follow-up questions like -- What happened after? Tell me more. How did it
effect you or your life? What would you do differently if you could relive it?
Returners - What were your top three goals for last summer?
 Talk about achievements and failures.
 What are your top three goals for the upcoming summer?
 What will you do to achieve them?
How do you find great international staff?
We have used Camp America for International placements and have generally been
pleased. We are looking for some very specific skills and so have a limited group from
which to choose, and we will only choose from candidates who are from Englishspeaking countries. We conduct at least two Skype interviews with International
candidates. We also have a friend who is a former International staff member (still
comes back twice a year to help with camp and a New Year's reunion we do) who lives
in the UK and helps us by following up with all references.
What mistakes have you made in the past and what do you do now?
Two mistakes we have made:
1. Giving in to the desire to make long-time campers (and their parents) happy by
allowing them to get "passed along" through a leadership program where they
don't truly belong, as well as hiring them when they are of age, but they don't
really have what it takes to make the transition to staff member.
2. At our present camp, we made the mistake of re-hiring the 2011 summer staff on
the recommendation of the 2011 program director (who was to be the 2012
program director) for the 2012 season (our first season at this site). My husband,
the ED, had been hired to make some sweeping changes to the program and the
way the summer youth camp was run. Most of these staff members had grown
up at the camp and their families had a long history of camp involvement; they
were NOT the people calling for change :). If we were to fall into this situation
again, we would have everyone re-apply and would start from scratch with reinterviews and re-hires. Those same staff might be hired back but with eyes open
to what would be happening and how they could help.
Tink
Trhccrm@aol.com
We have an 85% return rate of our staff. They become a family. We allow staff to bring
their kids for free. We pay a fair wage as well. We make it pretty easy, not demanding
tons of meetings and paying for the one or two they attend. Most staff are teachers in
the local high schools that other staff have recruited. We have a large younger camp as
we run a day school, child care center during the winter.
We have found that women make better counselors for younger boys until about 1st or
2nd grade. When they can finally keep track of their gear and dress themselves. They
still have lots of male interaction and they love the male assistant counselors, but the
women, mothers who usually are teachers or scout leaders or have leadership qualities,
run the group.
We hire specialists for most activities and require lesson plans from them for each week.
They have to get the specialty training needed and we pay for that. Ropes course, pool.
Nature Specialist has to come in on weekends and feed and care for the animals who
attend camp for the summer. These are adults with interest in these areas, but because
of past Specialist Books which the program director makes sure are kept up to date,
even a Math teacher who likes boating can make up lesson plans as long as he or she is
fun for kids and follows administrative rules.
Our program director does all the hiring and sends out contracts which the
administrative CEO assigns the pay. All staff are required to attend a few meetings and
read and sign a very extensive staff handbook and take a test. We put adds in our local
community college and on Craig's List when needed. The experienced program director
interviews and will introduce the new person to others in the office.
There is definitly an X factor which is ability to be cool with kids. If the dance instructor
is well liked, she can be helped with a program. Each director is assigned a specialist or
2 or 3 to oversee and help so that the specialty is fun and instructive to the campers.
Sometimes we take a chance and then find a better position for that person for next
summer. Hiring is not a perfect science. We have had one or two quit unexpectedly.
One specialist just returned the materials to our mailbox with a nice letter the Sunday
before camp started!
Gale
wiikster@aol.com
Where are the best places to find quality staff applicants?
 Summer staff are the best at recruiting others of like mind as they know the
culture of camp.
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Through Widji staff; word of mouth, extra application for a friend, poster to
place in church or school, emails to staff
Connect with youth pastors who are references for other staff applicants
Promotion to senior high and college & career retreat groups
Internet ads placed with: www.christiancareerscanada.com,
www.christianjobsearch.net,
Christian college & high school mailings: Tyndale, Heritage, Rocky Mountain,
Briercrest, Redeemer, Emmanuel, etc. Look for an opening to be present at these
schools.
Christian publications: e.g.: Christian Week
Church mailings: all churches that attend events at MBC (conference centre that
owns the camp) and a mailing to select churches in the database.
How do you run your interviews (one-on-one, panel or group)
All one on one, almost always by phone or Skype unless there has been an issue in the
past.
What are the best interview questions you ask?
Intro questions
1. How did you learn about Widji?
2. Were you a camper at Widji…how was your experience?
3. Tell me what you know about WIDJI?
4. Tell me a little bit about yourself – (life history, family background)?
5. Why do you want to work at Camp Widjiitiwin?
School questions
1. How is this school year going for you?
2. If you were given the opportunity to learn anything you choose, what would it be?
3. What's your "plan" for the next few years?
4. What types of activities are you involved in or Outside of school, what other kinds of
things do you do with your time?
5. Looking back over this past year/semester what would you have changed or done
differently? Socially? Academically? Athletically?
Work questions
1. What is it that motivates you to do a good job?
2. When are you not motivated?
3. Tell me about a time when you had to take charge of a situation because things were
getting out of control, and no one else was rising to the occasion.
4. Is this your first job? How will you make the camper to staff transition?
5. What does teamwork mean to you? How will you contribute to the team at camp?
6. What does the phrase "customer service" mean to you?
Kid experience
1. Describe your experiences working with children. How many hours, what did you
do, did you like them?
2. Tell me about a special child that stands out for you. Why?
3. Tell me briefly about your most challenging experience with a child – what did you
learn from this?
4. When you eventually become a parent, what positive characteristics do you want to
instil in your children? How would you accomplish it?
Personal questions
1. What qualities do you possess that would make you a successful staff member at
WIDJI?
2. If you could improve one thing about yourself, what would it be?
3. Tell me about someone you admire, you would consider them a role model and tell
me why you admire them? If not, why not?
4. What is your life dream? How are you going to get there? How will your experience
at WIDJI help towards that goal?
5. Tell me about a time when you had a personality or lifestyle conflict with someone
and how you went about resolving it.
6. What do you procrastinate about?
7. What kind of energy do you usually bring to a group?
8. Not including stuff for school, what are you reading?
9. What is your "dealing with stress" mechanism and how do you knew when you need
it?
10. What frustrates you? (people, tasks, inanimate objects)
11. What is the most creative thing you have ever done?
12. What makes you remarkable?
Spiritual questions
1. Knowing that WIDJI is a Christian camp, what does that mean to you?
2. What types of things do you do in your life in order to develop your relationship
with God?
3. Which of those activities is most significant to your ongoing spiritual development?
4. Do your friends know that you are a Christian? How?
5. What has God been doing recently in your life?
Specifics
1. Tell me what you know and understand of the job you have applied for.
2. What would make you stand out from amongst your co-workers?
3. What would you find most difficult about the job?
4. Look ahead to the summer and describe for me how you will have to step outside
your comfort zone?
5. Pretend we are looking back at the summer of 2015 from Labour Day weekend, the
campers have all gone home and complete the following sentence for me. The summer
of 2015 was a success because I…
6. What do you think might be your most important contribution to camp this summer?
What tips and tricks do you have for finding and hiring awesome camp staff?
All applicants must have a good attitude. I can train for skills later, a heart for campers
and share our Christian values
How do you deal with Skype or phone interviews?
As a one man operation I do primarily these types of interviews. I listen for voice
changes, hesitancy and do a lot of follow up questions, asking, please define that,
explain what you mean, and why?
How do you find great international staff?
Every year I have staff that study abroad and they are the best recruiters of people who
will fit into the culture of camp. I have also had international campers come back as
staff.
What mistakes have you made in the past and what do you do now?
I have been hiring season camp staff for 30 years and I still get fooled by staff who
convince me of what they want me to hear. I have hired warm bodies only to have it
backfire in the community or on the job. I would rather go into the summer without
enough staff, than have the wrong people That said, I also give lots of second chances
and will take on a few "project" staff each summer
Mike
mike@mycamp.ca
Where are the best places to find quality staff applicants?
I find most of my new staff through my current staff. I ask my experienced/veteran staff
members if they have any responsible friends that may be interested in a position. If I
do hire a staff member’s friend, I never assign them to the same shift. I also find quality
applicants at the local Community College & University.
How do you run your interviews (one-on-one, panel or group)
We do panel interviews. The panel consists of a Human Resources representative, a
veteran staff member & me (Program Supervisor). The individual interviews usually
last 20 to 25 minutes.
What are the best interview questions you ask?
Our interviews typically consist of ten questions – some of my favorites are:
 Please tell us about your work experience & how it relates to the position.
 What does it mean to be a team player?
 What can you tell us about San Marcos (insert any program name/location) &
why you would like to work here?
 What do you do for fun?
 Please tell us about any experience you’ve had disciplining a child.
 What does it mean to be a positive role model?
 If you were stuck inside on a rainy day with a group of children, please name 3
activities/games you would do/play with them.
Tips/Tricks
I wish this were easier to answer, but I can’t put my finger on it exactly. I know I use try
to get a feel for the applicant’s personality & attitude. I ask myself, “Are they capable of
doing the job?”, “Do they fit well within our organization?” “Do they display
initiative?” “Were they able to answer the interview questions adequately?”
How do you deal with Skype or phone interviews?
We’ve never done a Skype interview, but we have done phone interviews. To be honest,
I don’t like them as much as in-person interviews. I like to see the applicant, observe
their body language, demeanor, etc. It’s hard to get a read on someone over the phone.
What mistakes have you made in the past and what do you do now?
As mentioned before, if I hire the friend of one of my current staff members, I never
assign them to the same shift at the same location. If you schedule friends together, you
are asking for problems and the job can be treated as a “hang-out” session. Also when
scheduling staff, I make sure to have a mix of experienced & new staff so there is at least
always 1 or 2 veteran staff to model positive work behavior.
Jennifer
JOverman@san-marcos.net
I've taken over this practice from the Program Director before me. We're a Christian
camp, so I contact campus ministries from nearby college campuses and ask to join their
worship. I can do music or be a speaker for the evening. After getting to know the
students a bit (and they know me), I just a mention that I'm looking for quality staff for
the summer. People like to go places where they already know someone. Don't forget to
make sure they know you're looking for them, but the point is to get to know people
more than to try to sell camp.
Tips:
 Be genuinely interested in them. For who they are.
 Ask questions about them. (Don't just talk about yourself or camp)
 Read "How to Win Friends and Influence People" - this book has loads of great
advice on how to relate to people and be likable.
Jeremy
rwbc.programdir@gmail.com
Favorite Interview Questions
 Can you tell me about a time when you were forced to decide between making
one supervisor happy at the risk of making another not so happy?
 Often, if “the way we’ve always done it” works OK, there is little reason to
become more efficient or change. Can you describe a time when you
championed a change when the old way was ok?
 What activities have you taught yourself to do out of curiosity?
 Who have you recently coached or mentored to reach higher success? How did
you do so and what were the final results?
Kelly
kjones@leisure-systems.com
Where are the best places to find quality staff applicants?
We use a lot of college students and put fliers up around the colleges, we post it in
newspapers, high school student worker are recommended by counselors. We also are a
before and aftercare program, with our opening and closing hours it’s a great way to
use our Kitchen staff and people in a Para positions who already work for the school
district for a few hours, this allows them to have full time hours with the school district.
How do you run your interviews (one-on-one, panel or group)
Once you have an appointment set up, we all ways have two people asking the
interview questions, alternating between us.
If you run group interviews what does the day look like (rotations, games, tests, etc.)
Interviews are conducted in a meeting room throughout the day as they are scheduled.
What are the best interview questions you ask?
 Situation: You observe a child who is not participating appropriately during after
school care. Describe the techniques, steps, or methods you would use to work
through the situation.
 If you were asked to be in charge of planning and implementing a craft project,
game, or other activity, what steps would you take to start and finish the task?
 Situation: Children are expected to arrive for after school care. How do you
picture the afternoon? What ideas would you have for gaining and maintaining
structure and control over the course of the afternoon?
 If I were to drop in and observe you in action, interacting with students, parents,
and staff during the after-school program, what might I see and hear?
 Define each of the following:
o Customer Service –
o Leadership –
o Classroom Management –
o Quality Standards –
What tips and tricks do you have for finding and hiring awesome camp staff?
Making sure to ask questions that will give you as much information about them. If you
can understand their personality and their needs, it makes it easier to place them with
the right group of staff. It’s about how they answer your questions watching and
listening for how much experience they have, how reliable they are, again to know
where to place them.
What mistakes have you made in the past and what do you do now?
Not having enough questions in the interview that pertains to direct situations that they
would experience while dealing with children at the sites.
We had to give some real thought on what questions would bring a situation that they
might experience while they are in live action with children. This way you can see how
they reflect on the answers. This gives us an idea of what level of experience they have.
Sherry
Ferguson.Sherry@cusd80.com
Camp Interview Questions
 I’d like you to think about a project or an accomplishment you’re very proud of.
This could be school-related, a volunteer activity, or something work related.
Try to select something that lets me see your ability to work with others, commit
yourself to a task, or something that gives me a sense of who you are and what
you are capable
 You were just voted camp counsellor of the summer. Why did you win?
 If you had to fill 30 minutes of your schedule with a impromptu activity, what
would it be?
 All camp staff have “duty of care” at camp. Define this phrase and give examples
that relate to camp.
 How would you make camp policy and rules clear to your campers?
 Camp can be very stressful. Managing your own stress and the stress of others is
important. Sometimes patience with the kids can wear thin, and even the best
counsellors can get annoyed. How do you manage stress? Can you give me a
specific example of the last time you were very tired, frustrated or angry?
 An important part of the counsellor position is capturing kids’ attention. We’ve
found that the best counsellors are playful. Can you give me a specific example
that demonstrates that you are fun to be with and your ability to start activities
spontaneously? Can you give me another specific example? Another?
 How would you handle conflict with your co-counselor?
 What personality traits make you a good fit for this job?
Amy
Amy.McSheffrey@ottawa.ca
We typically only get 50 applications for 10 part and full time day camp positions.
Our interview process is as follows:
 3 members on the interview panal.
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Groupings of 2 candidates per interview.
We keep new applicants together and previous camp staff together.
All previous staff must re-apply for a job each year.
Interviews are 30 minutes in length.
We narrow the field to approximately 20-24 interviews based on resume.
Questions:
 General questions about experience and education.
 Lots of scenario questions including lost child, unconscious child, bullying, etc.
We would obviously train them in our procedure but we like to see what their
gut reaction would be.
 Can you swim!
 Candidates must provide a daily plan with games/activities, snacks, etc and
reasoning for each game (why they think that age group would like it).
 During the interview candidates are given a random list of supplies (ie. 6 hula
hoops, 24 bean bags, 4 cones, 2 ropes, 6 scooters, 50 balloons) and they have 5
minutes to must create a game and present it to the panel.
Recruitment:
We have been fairly lucky and word of mouth has worked great for us. However this
year we are taking the social media approach creating a fun video of previous staff
encouraging people to apply. That will be posted on facebook. We will also try a
twitter campaign.
Mistakes:
We hired a staff that was afraid of water. Problematic since we swim daily. Hence the
can you swim question!
Tara
Tara.Nickerson@msvu.ca
What tips and tricks do you have for finding and hiring awesome camp staff?
Usually I find awesome staff by having my awesome staff find me more awesome staff.
Normally my best staff have had friends that are a lot like them in terms of liking kids,
being responsible, etc., so when I need more staff, I ask them to ask friends who they
think would be good potential staff. That is basically a pre-screening for like-minded
counselors, and is free. I also pay and treat my staff well, so they come back, and so they
can recruit more easily! When I have to start from scratch, I start talking to people that
are part of groups most likely to have quality potential staff---pre-service teachers,
current teachers with traditional summer breaks, religious groups of college students,
college student leaders, graduate students in leisure/recreation fields, etc. and ask them
to think of any suitable candidates that I can reach out to. It helps if you can find
someone this way, because they are more likely to be the kind of person you want, and
it makes them feel almost hand-picked, which boosts their confidence and honesty
during the interviews.
What are the best interview questions you ask?
To narrow the field, I ask them situational questions. . . “What would you do if this
happened?”, etc. to see how they think and whether they make good choices. I also ask
them what makes a good camp counselor, and if they had a good camp counselor in the
past. If they have someone that was good that they can model themselves after, it really
helps new counselors get a feel for what to do and what is expected.
Shelley
shelley.mitchell@okstate.edu
International Staff:
I use Camp America for my international staff. My tips: first know what your needs
are. If you need special skills they go fast so look early. Then, when I have decided
on the positions I need to fill, I screen applicants by those skills. It takes a lot of time
but I read their entire application and watch their video. I read the interviewer’s
report as well before setting up a Skype interview with the applicants. I also try to get
applicants from different countries for the diversity they will bring to camp.
My Favorite interview question:
What 3 personal things will you bring to camp to make your cabin feel more like
home/family? They have to pick 3 and cannot use things like clothes, toiletries and
things that they should be bringing. I have gotten some interesting answers but cell
phones, laptops, game systems and answers such as this cause me to do a couple of
follow-up questions. Why are these things so important? What is in it for the campers?
What do you think the mission of camp is? When prospective staff talk about bringing
family photos, or books to read to their campers, or items that they can use and share
with the kids then I feel that we are closer to a good fit. This is not a make it or break it
question but it gives me a place to start a conversation.
Marie
mew27@cornell.edu
Interview Questions
 Where are the best places to find quality staff applicants? Colleges, County
Schools, Private Schools
 How do you run your interviews (one-on-one, panel or group) give details
please 2 interviews one-on-one, a panel interview . First interview is with
Director(me), 2nd interview is with COO, and then panel is made up of
Counselors who have been with our program for 3+ years
 If you run group interviews what does the day look like (rotations, games, tests,
etc.) Don’t do them, used to but it was not through enough
 What are the best interview questions you ask? When would you deny a child
restroom privileges? The difference between yelling and raising your voice. The
difference between childish and childlike.
 What tips and tricks do you have for finding and hiring awesome camp staff?
Just spend a good amount of time with them, if I am on the fence about a new
hire I suggest that they volunteer for 10-15 hours so I can see them in action
 How do you deal with Skype or phone interviews? Do not do them.
 How do you find great international staff? N/A
 What mistakes have you made in the past and what do you do now? Letting
other staff help with the hiring and going by their standards versus the standards
that are set
Melissa
melissa.stricklin@goldsboroymca.org
Here is what we use for our summer staffing. We are a smaller city in Northern
Minnesota and have trouble each summer finding help. Here are the things we use to
help us fill our multiple positions.
We normally find our staff from the local college. A great tool we use is the college’s
career website. It is an easy way to post our positions and we can also direct our
positions to certain majors. We also reach out to other colleges which offer park and
recreation degrees as to help get employees that are interested in the area and are likely
to return year after year. We will be trying our first college job fair at the local college to
help draw in some applicants.
Since we don’t receive a ton of applicants interviews are done one-on-one with two
people interviewing. In the past we have done Skype interviews if the applicant rates
high and is unable to attend the scheduled interview days. The best questions we ask
our applicants include scenario questions. Such as if you had 2 balls, a few hula hoops
and a rope what kind of game would you create or if starts to rain how to do you keep
the campers happy indoors?
In the past we have offered summer positions before the background check has been
completed. We have a disclaimer stating this position is contingent on clear background
check. We have had to let some people go before they even start their first day because
of their background. We have now waited until the background checks are clear before
offering any positions.
Jamie
jamie.jacobson@ci.bemidji.mn.us
Where are the best places to find quality staff applicants?
To ensure that you have the right staff, it is first critical that you understand what kind
of staff you are looking for to lead your camp. Are you looking for self-starters, gogetters, staff that follow orders, motivating staff, cheerleaders, methodical thinkers,
organizers, game-leaders? You need to know the mixture of individuals who will be
responsible for not only the safety and care of the children under their supervision, but
also, it is critical to get staff that represents your camp.
Where do you find those individuals? That indeed is an important question.
1. Look at the staff members that were a part of your prior year’s camp team. If
there are individuals that you think would be important to invite back, do so
early. Do not make the mistake of waiting too long into the recruitment season to
determine valuable staff that you have a history with and were a part of your
camp program in prior years. Over the course of the year, these individuals have
hopefully matured and can add even more to your camp leadership team.
2. Chart out the type of individuals you need; this will help in recruiting your
desired staff team. That will help determine the direction that you take to recruit.
If you are looking for a college level team, go directly to the area universities –
career center, student union and often times, directly to the Dean of Student
Affairs may be a good lead. There you can post your positions. If possible, see if
there are possibilities to do onsite interviews. If that is an option, post the date
and have a team of existing staff available to stage a career/camp fair for your
camp. You may have to repeat this to get the talent that you are looking for.
Don’t be afraid to talk to a lot of students from various majors. A hidden camp
leader may be amongst the crowd and you would never have met that
phenomenal camp counselor/director if you solely posted in the normal places.
3. Use web-based recruitment to access potential camp staff. Be specific in your
description of the positions that you are looking for. That will assist in gaining
just the right staff.
4. School teachers are often looking for the opportunity to engage with children at a
different level. Strongly recommend getting to know if the interested teacher has
the ability to be playful and less structured than the norm of most classroom
settings when placed in a more relaxed, yet organized camp setting.
5. And of course, all the normal places: newspapers, radio and word of mouth are
good sources to fill the camp staff roster. You just need to start early and be
patient. Do not select a warm body, rather someone that is going to be an asset to
the camp leadership team that will offer the best experience for children
attending your camp.
Janice
Janice.Williams@ymcadc.org
Where are the best places to find quality staff applicants?
As a general rule, I try to use my after school staff that works during the school year,
however, I have been able to tap into our local college students as well.
How do you run your interviews (one-on-one, panel or group)
I have done both one-on-one and interviews with a senior staff and myself. I prefer the
interview with another staff present, as we can bounce off of each other and often times
one of us may think of something that isn’t on the initial interview questions, but an
answer by the applicant prompts one of us to ask for a more in-depth response or
examples.
What are the best interview questions you ask?
 What does a quality program or class look like to you, and how will you
demonstrate this in your class?
 You have 2 students, yelling at each other in your class or in the hallway. How
would you handle this situation?
What tips and tricks do you have for finding and hiring awesome camp staff?
We generally have low turn-around, so most of our staff are repeaters from previous
years. Oftentimes once our past camp participants are too old to continue as a
participant, they will ‘volunteer’ for the summer at a small stipend rate of $1/ hour and
they receive a check at the end of the summer for their services. This system helps these
youth to continue to be a part of our program and to experience what it’s like to be a
Junior Leader. Through this system when we do have a staff leave, we’ve been able to
slide a Jr. Leader into the role after a couple of summers of working as a ‘volunteer’.
What mistakes have you made in the past and what do you do now?
My biggest weakness is that I have a tendency to hold on to Jr. Leaders that don’t seem
to grasp the role a little too long. I want them to succeed and do my best to make certain
this happens, and at times it may be more of a learning curve for them if I were to let
them go when they’re unable to grasp the ‘fine line’ between being an actual participant
and a Jr. Leader.
Sandi
Sandi.McDonald@mpls.k12.mn.us
Creative Interview Questions:
One way to help a potential candidate express their creativity (or lack there of) is by
asking a few questions that catch them off guard. Ask the candidate to sing a song they
would lead the kids through, whether it is while en-route to lunch or around a camp
fire. (A friend of mine was asked to do so when she applied for a year-round position.
When she responded by saying, "This is a repeat after me song..." she heard silence on
the other end of the phone. Politely she repeated herself, hoping the interviewers would
catch on and respond to the "call back." The interviewers realized what was going on
and they joined in with a laugh. Be prepared in case a repeat after me song is started by
your candidate!!)
I have also ended interviews with "If you were a part of a bicycle, what part would you
be and why?" to get a sense of the candidate's ability to think and reason quickly and
creatively to an off beat question.
Becky
rebecca.siok@gmail.com
Where are the best places to find quality staff applicants?
Our best applicants are our returning staff that have come up through the program as
campers, then to high school staff and then on to our college summer staff.
As far as finding NEW staffers, the best resource we have found is to recruit through
returning staffers, Facebook posts and local churches.
How do you run your interviews (one-on-one, panel or group)
Interviews are mostly done face to face, in a one on one setting on camp property. Since
many of the staff are people I know, and are generally in contact with on social media
and through camp events through out the year, it is a chance to get to know them
better, hear how things have gone since they’ve been at camp, allow them feedback
from previous summers and ask them questions based on what they would do
differently, pin point trouble areas from previous summer and challenge them to
continue to pursue excellence and their relationship with the Lord.
What are the best interview questions you ask?
Returning staff:
 If you were to come back to camp in the same position you were previously in,
what would you do differently?
New staff:
 Who is your greatest role model and why? (I feel like this really gives me insight
to a few things – who ARE their role models, their relationship with parents,
what kinds of people are they associating with and the depth of their observation
of others.
What tips and tricks do you have for finding and hiring awesome camp staff?
Take care of the staff you DO have and they will want to continue to come back year
after year. They will also tell their friends that your camp is the BEST EVER and will
bring back droves of friends that will feed your camp program. Pour into them, give
them gifts, give them time, give them resources, invest in them and train them, not just
to be great camp staff, but to be amazing PEOPLE that can impact their world after
camp.
How do you deal with Skype or phone interviews?
I usually go through a list of prepared questions, try to small talk with them, and help
to get rid of the awkward tension of these kinds of interviews. Definitely not my
favorite way to interview.
What mistakes have you made in the past and what do you do now?
Biggest mistake in hiring staff is NOT trusting my gut (my conscience and the Holy
Spirit prompting!) when those little red flags go off during an interview. Giving the
“benefit of the doubt” has not really EVER worked. Almost every single staffer that I
KNEW I shouldn’t have hired but did anyway turned out to be a train wreck. I am
learning (even now) that when my heart warnings go off … that I really need to take a
second look and realize that it’s probably for the best. EVEN if they are a nice guy
counselor type and it seems like no one else is applying. They always do in the
end…and God always works it out for the best! I am learning to TRUST.
Kimberly
kimberly@campgilead.org
As for the best staff, I feel I always get good quality staff through word of mouth from
current staff. We have a private facebook page which we only add current staff
members to. Every few weeks I post an update on the page asking my current staff if
they have any friends interested, or if they can post something on their school boards.
As for interviews, I do not do group interviews, my staff are from all over the country
and world, the I mainly do phone interviews, but also skype interviews with my
support staff, from non speaking English countries. My first question that I ask all my
counselor staff is "Why do you want to work at a camp?" In their answer if they do not
say because they want to work with kids, I do not hire them.
Mistakes I have made in the past is not going with my gut feeling after I have already
hired someone. for example, someone not getting their contract in on time and not
responding to my emails. they finally sent in the contract a very long time later, and my
gut said I shouldnt take them, but I did and they turned out to be terrible.
My trick when interviewing staff is to make them feel comfortable when we talk,
friendly, that way they tell you so much more, and sometimes I have found out things
which has ended up me not hiring them. I also request to be friends with them on
facebook before hiring them. I check out their page, as a facebook page tells you really
who they are. We are very big on hiring non smokers, yet on facebook I have found
many pictures of staff smoking a lot.
Colleen
colleen@kennybrook.com
I have made up a questionnaire that I ask in an interview. I change the questions each
year. I do not give them the questions before hand and since some of the people I
interview know each other I ask them not to share the questions. Some they can answer
and some they just do not seem to understand.
Examples of what the applicant found hard to answer are:
 List three personal goals you have for yourself this summer.
 Give me one talent you think you could share with the community.
 What are you most proud of?
I changed some of these the next year to see if I could get better answer's or get a look
like "what are you talking about" Example instead of what are you most proud of I
asked
 Give me something you feel is a personal accomplishment.
 Give me an activity you could run or teach this summer.
I also do one for my returning counselor's. Questions I ask them is
 How did last summer's experience benefit you as a person?
 Give me a new activity you would think is fun to plan this summer?
 What did you learn about being a "team" player last your?
 Tell me something that you learned from being at camp last year.
 Give me a "memory" good or bad about camp last year and why?
Bernadette Keegan
bkeegan@abschools.org
We have found that some of our best summer staff comes from referrals from other
summer staff! This way, the new applicants have a clearer picture of what to expect
since they have been briefed by their friends. In order to encourage this process, we pay
a referral fee of $100 to the current or former staff member who refers a new staff
member. The referral fees are paid with the August payroll, so if the referred staff
member does not actually work summer camp, we do not pay the referral fee.
We simply send out a group email to last year’s summer staff and voila, we always get
several leads from it. Small price to pay for a pre-qualified staff member who truly
understands the job parameters! This $100 cost is more than made up in fewer training
costs since these new staff members tend to be more conscientious since they want to
make a good impression.
Jennifer
jhroberts66@comcast.net
What are the best interview questions you ask New or Returning Staff?
I am a Camp Director at a Recreation Sports Camp In Central Massachusetts. I look for
new staff that are experienced, talented, and dedicated people who truly enjoy working
with children.
Our Camp staff are local high school students, college students as well as education
professionals who have a genuine interest in providing a fun and safe place for kids to
be themselves. We have a very high summer staff return rate every year but are always
excited to welcome new applicants.
Like other camps, one practice that we have had much success with in regard to
recruiting new staff is using our returning staff member a “recruiters”. If one of their
“recruits” is hired, we provide the retuning staff member with a swag bag-extra Camp
T-shirt, and water bottle, and some treats*. “Returning Staff are our best recruiting and
marketing tool.”
My best interview questions for new and retuning staff have nothing to do with Sports.
I like to ask questions that give the applicant a chance to display their true character
and personality.
Returning Staff
 Explain specifically about a camper you built a “camp relationship” with:
 Please describe your greatest challenge last summer, and how you dealt with it.
New Staff
 What 5 words best describe you?
 Have you ever had a role model? What made them special?
 What are some characteristics that you have that makes you a good role
model/counselor?
 Describe a recent stressful situation did you encounter and how did you handle
it?

An important part of the counselor position is capturing kids’ attention. We’ve
found that the best counselors are playful. Can you give me a specific example
that demonstrates that you are fun to be with and your ability to start activities?
Sarah
smallard@twcenters.com
Interview Questions
Some of my favorite Interviews questions are:
 What is one reason we should not hire you? ( I actually had someone tell me they
really don’t like kids, lol)
 Come up with a quick 10 minute game for kids ages _____.
 What would you do with an endless supply of legos?
 Describe what your job duties would be and what a typical day would like.
 It always amazes me how many applicants don’t understand what a camp job
entails!
Our plans for Group Interviews This Year
1. We are having them complete the Lost At Sea Team Building Exercise (please
email if you want a copy) (we are hoping to see who steps up lead discussion,
who is domineering, etc.)
2. Staff will be paired up and asked to lead a new game to the group (we are giving
them a game to lead, so hopefully they won’t know how to play already) (tests
leadership and preparedness skills)
3. We are going to divide into teams and play a song game where we give them a
word and they need to sing a song and perform an action with the word in it and
keep going until we can not do any more words, then choose another word. (we
want fun/silly staff!)
4. We are going to give them a completed lesson plan and have them write a
newsletter to pass out to parents (can they plan ahead, catch important items.
Etc. Staff need to complete the back page of the weekly newsletter passed out
specific to their group while a leader does a generic front for everyone, we have
been amazed how staff have struggled with this)
5. They will complete a written portion (found on the next few pages) while they
cycle through individual interviews. In the past, I have really found value in the
written packet we ask them to complete.
Meghan
Meghan.Fenlon@tinleyparkdistrict.org
2015 Summer Day Camp Interview Worksheet
The theme of the day is We Belong in a Zoo.
As a counselor you will be expected to create lessons plans for the kids based on a variety of
themes. Not all activities need to be themed based, but the more creative our counselors are, the
more fun our campers will have!
 Please complete the lesson plan below for this day. You may use ½ hour for playground
play.
 Please list the supplies you would need for the day also.
 Please write 2 activities per time slot. Include a minimum of one from each of the
following categories: craft, games, science, drama, nature based & team sports to keep
the kids busy.
 Please remember that unless the weather is severe, camp is held outdoors and you should
plan accordingly.
 Please list what age/grade the campers are, you may choose one age/grade from the
following: 1st-6th grade (please specify grade planning for), tot camp or Teen Camp and
the activities should be age appropriate.
 Please keep in mind you will be working with a partner counselor over the summer, and
planning the lesson plans together, but you need to be able to complete them
independently in emergency situations.
AGE/GRADE: _____________
Activity/game
9-9:30 am
9:30-10
10-10:30
10:30-11
11-11:30
11:30-Noon
Noon-12:30 LUNCH
Supplies needed
12:30-1
1-1:30
1:30-2
2-2:30
2:30-3
The day’s theme is Pirates & Princesses, its pouring rain outside. All you have available to you
is 2 balls of yarn, popsicle sticks, colored paper, Paper plates, paints, 4 bean bags, 2 scooters, 1
playground ball, glue, straws and beads. Please give several examples of what you could make
and or do to occupy the campers, who are 7 years old.
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
Please respond how you would handle the below situations:
1. You have a rowdy group of 10 and 11 year old campers who are complaining they are
hot. They do not want to play games or do crafts. All they want to do is go inside in the air
conditioning, you have 2 hours left of camp and nothing planned on your lesson plan has
worked. You may not go inside except for water breaks. What would you do?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
2. You’re at Brookfield Zoo on a field trip and one of your campers becomes lost. What steps
would initially take to handle this situation?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
________________________________________________________________
3. You have a camper is consistently left out of group games. They are routinely sitting in the
shade not joining the group. Please list some ideas on ways to help them establish friendships
and feel more comfortable playing with the other campers.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
________________________________________________________________
4. You have an autistic camper in your group who has a 1:1 aid. Please list any experience you
have in different ways to incorporate this camper into your group. Please list your experience
working with special needs children or adults.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
________________________________________________________________
Other then tag, baseball, soccer, football, dodge ball, tag, kick ball or basketball, please list 3 or
more games you can teach children to play and you would feel comfortable playing with them:
Name of Game: __________________________________________________________
How To Play: _________________________________________________________________
_____________________________________________________________________________
Name of Game: __________________________________________________________
How To Play: _________________________________________________________________
____________________________________________________________________________
Name of Game: __________________________________________________________
How To Play: _________________________________________________________________
_____________________________________________________________________________
Each camp day, unless it is a swim day or field trip, will have a theme. Activities played and
done during the day are expected to fit the theme, or at least attempt to. A change can be as
simple as converting Duck, Duck Goose to Pizza, Pizza Sauce on pizza party day.
We have a wide variety of craft, game and sport books with a variety of themed activities you
can use to help during the summer, and groups can combine for activities. Please covert these
games to fit the theme, you can change the name of the game or how it is played. Please explain
the new game or any changes you made.
Activity
Drama
Tag
Kickball
Theme
Circus Carnival
New Idea
_____________________________________
_____________________________________
Harry Potter History _____________________________________
_____________________________________
Science Wonders
_____________________________________
_____________________________________
Duck Duck Goose
Science Activity
Everyone’s Birthday _____________________________________
_____________________________________
Animals Around
_____________________________________
the World
_____________________________________
Please describe your most creative thing you have done that you are most proud of.
_____________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Please rate yourself in each of the following areas on a scale of 1-10 (1 is low / 10 is high):
Creativity _________
Safety Orientated __________ Follower ________
Leader ________ Humorous ________
Spontaneous__________
Like Crafts ______
Adaptability_______
Nature Loving _______ Like Games _______ Like Sports _______
What do you expect to get out of a job as a summer camp counselor? What are you hoping
to learn, what skills or knowledge are you hoping to gain?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
____________________________
From start to finish:
1. We begin by emailing posters and sample announcements to all the high schools
in our area. Each year we have our administrator call the high schools to get the
correct person’s email address.
2. Once staff apply online and choose an interview date and time from our
available drop down lists, we contact them via e-mail confirming their interview.
One day prior to the interview we send staff a text message to remind them of
their interview.
3. We conduct interviews usually between 3pm and 7pm every other week starting
in late February and then every week in June. We bring in approx. 16 potential
candidates for each time slot.
The process for our actually interview is as follows:
1. 10 minute video to all potential candidates introducing our camp and the
highlights of working on staff
2. 20 minutes where one of our Directors speaks to all potential candidates about
working at camp, the requirements, dates and important information.
3. For the remaining 30 minutes staff are divided into 4 groups and in their groups
the potential candidates are interviewed by one of the Directors at the camp.
Some key questions:
 Why do you want to work at a summer camp and what interests you about our
camp?
 Tell us about any volunteer experience you have done
Skype/Phone:
 All of our returning staff are interviewed by phone - we do not bring them in
unless they are applying for a Senior position at camp or we need to actually
meet with them. Otherwise we conduct a 10-15 minute telephone interview.
 Any potential new staff that cannot attend one of our group interviews because
they are out of town we will schedule a Skype interview with them. They would
miss out on the video but otherwise we would still do the 20 minute information
session and then the interview questions.
Darren
darreng@campgreenacres.com
I work for a local government agency that runs After School Programs and Summer
Day Camps. We do a pretty good job of maintaining a ‘core’ group of counselors that
work year round with both programs. We do, however, have to hire a great deal of
seasonal staff for our Summer Day Camps. Here is what we’ve found works best:



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We participate in job fairs at local Colleges and Universities
We facilitate a CIT program (7th – 9th Graders) in which we have the
opportunity to train potential staff for several years in the camp setting
We have 4 separate Summer Day Camp Locations in which the site Director’s do
initial interviews (based off of one-on-one interviews) – the Director is asking
background questions, interests, hobbies, and scenarios that determine if the
applicant would fit our ‘mold’
Once the site Director’s approves of the applicant, our Department Head and I
(Program Coordinator) will conduct a second interview – we ask more specific
camp questions, game ideas for a group of kids, what they would do if they were
Director for a day, etc.
We have also found several staff at local ice cream shops that have employees sing on
the spot for tips. It’s great to see how creative and willing the employees are to sing in
front of complete strangers. Those types of individuals tend to be great staff because
they tend to give more of themselves to the programs.
Justin
justin@lcrac.com
Our camp does an interview weekend with other similar ministry organizations. We
have a worship time and then each ministry leader---gives a blurb on their ministry or
camp. This allows the students to see the opportunities that are out there. We then have
a game time—where we do team building activities for those that are interviewing with
us. We also have a group time—where we talk about our camp, the application process,
what is expected, etc. Former staff also come to this. We re interview them, but they also
take the prospects on a tour of our facility and then they also help answer questions. We
then do individual interviews with each of the students.
We find staff through churches, college ministries and former campers.
Some of my favorite questions to ask are:
 Tell me a time when you have had a conflict with someone (relative, roommate,
friend) and how did you handle that situation?
 If you were to be on staff what would you add or bring( skills, characteristics,
talents..etc.)?
 What is your favorite scripture verse or passage? (We are a Christian mission
based camp. This question often leads them to open up and we learn more about
their relationship with Christ.)
 What are some characteristics that you think make up a good role model?
I do have a separate section a questions that I ask returning staffers. The questions may
vary depending what may have happened the previous summer. One question that we
do ask them is to name a highlight and a difficult time from last summer. We also ask
how they would improve from the previous summer.
One item I struggled with were my interview questions. I have learned to ask more
open ended questions…instead of yes or no. I ask ---tell me a time when you have had a
conflict and how did you handle it? Instead of do you handle conflict well?
One time because of circumstances—we interviewed at a restaurant. That did not work
at all. It was very loud and so many distractions. I will not do that again
Tammy
TTate@wmunc.org
Where are the best places to find quality staff applicants?
We use camppage.com – we have got a few staff from them and it is reasonable priced
$175 for a basic ad. We have a lot of local staff apply but I like to have a diverse staff
from all over the country.
How do you run your interviews (one-on-one, panel or group)
We do one on one interviews. It varies year to year how many staff I need and I like to
hire as I go. I also like to get an impression of the person I’m talking to and not sure
how well you get to know a person in a group interview setting.
What are the best interview questions you ask?
I like to mix up my questions. So I have a how have you dealt with a past situation
question, a how would you deal with a situation question, and a game or entertainment
question, and an instructor question.
Past Situation question
Tell me about a time…when you put somebodies needs ahead of your own, when you
had a conflict with a person of authority (employer, coach, teacher), when you stood up
for something you believed in even though it was not popular, when you were in a
stressful situation and how you handle the stress. I sometimes need to ask further
questions to get exactly what I want, I also ask them to reflect on their feelings and
others feelings depending on the situation
A deal with it situation
Give as many details as possible and try to make it applicable to the age of camper they
said they would like to work with. For example, instead of saying how would you deal
with a homesick camper I try to set a scene that is typical for my camp saying, “It is
right before bedtime and Sally who is 10 is sitting on her bed crying and saying “I want
to go home” the other girls are reading and making bracelets – what would you do?” I
use bullying, excluding, back-talking and fighting depending on age of camper they
said they wanted to work with.
Game Question
The bus breaks down you have 30mins to entertain 30 kids in their seats. It is raining
and you are in the raining day room with 16 kids what do you do? You get to the field
the instructor isn’t there what do you play?
Instructor questions
For my counselors who are going to be instructors tell me what you would do for
whatever it is they will instruct for 30mins with 6 year old kids? How would you
change that for 12 year olds?
How do you find great international staff?
We use Camp America to hire our international staff. They are a little pricey but we
have been using them for years. I go to their Camp director fairs overseas and get some
great staff. Also, if somebody quits or a need a last minute person a call/email my rep
and say I need x,y,z she will put a few staff resumes up for me to review – they have
been pre-interviewed so I can read those statements, they have videos the staff member
made and personal statements. I review all that info call to personally interview the
one(s) I like best and hire them. I have gotten staff who can fly within a week and have
worked out great.
What mistakes have you made in the past and what do you do now?
My biggest mistake is hiring people that I have a gut feeling that they won’t be a good
fit but feel bad or pressured to hire them by other admin staff or because I feel bad for
them. I have been getting better at reminding myself just to say no and encourage them
to look else where for a better fit.
Laura
LWallace@lynn.edu
Though we are aware that hiring summer camp staff is crucial, I find that this is an area
we struggle with.
Unfortunately, we do not have the staff or resources to participate in extensive
recruiting at college campuses. (We did carve out time and money to do some campus
recruiting last year, but did not receive a single application as a result.)




We use facebook to announce staff opportunities and provide links there.
Facebook has become one of our greatest tools for promoting programs,
recruiting volunteers and communicating with constituents. On the flipside, I do
also pay careful attention to what counselors post on facebook!
Many of our summer camp counselors come from out-of-state. They attend our
denominational colleges in in the Midwest and Virginia so we end up doing the
majority of interviews (one-on-one) over the phone. We connect with most
candidates by word of mouth. I usually connect with past staff who may be
college graduates and not available to serve, to provide names of students they
would recommend. Having a sense of personal accountability for the hire,
usually leads to quality candidates. However, phone interviews are not ideal! We
have found it challenging to get a good sense of a person's flexibility and desire
to work cooperatively just by talking over the phone.
As far as hiring practices, we try to have an equal balance of new and returning
staff. Returning staff are great for simplifying the running of activities, but too
many returning staff can make any kind of change or new policies difficult.
Having new staff is great for new energy, but also good as a reminder to pay
attention to details and thoroughly cover instructions, even if long-timers get
bored with it...
For international volunteers, we work with a couple of organizations. We rely on
our denomination's network of service coordinators to bring individuals to work
at camp. The upside is that IVEP and SOOP (the organizations) carry all of the
insurance, work through all the paperwork and legal side of things....but the
downside is that, for example with IVEP, we get volunteers at the end of a year
of service, usually at a school. So we are at the mercy of the school's schedule-which varies across the country--so the arrival time of those volunteers varies
which means that sometimes they miss staff orientation. Due to that, we can't
always fit those volunteers into counselor roles, especially if their English skills
are not mastered. The success of the international volunteer placements has been
hit or miss....Some have worked out GREAT, while others have been incredibly
challenging. The SOOP placements are usually domestic so there is not language
barrier, but often those folks can only serve for a couple of weeks so we just try
to fit them in where we can....
Brenda
bkauffman@driftcreek.org
Where are the best places to find quality staff applicants?
Church is a great place to find great staff. Word of mouth is also great but I always do
extensive interviewing no matter who suggests who. It could be a really nice young
adult who wouldn't be best suited for the daily riggors of life at camp. Local college
bulletin boards is also a great place to advertise. Past team members, those you wish to
call back, that is. It is always good to retain counselors as much as you can.
How do you run your interviews (one-on-one, panel or group)
We require that everyone complete an on line application. This gives me a chance to
review general information and do an initial sort. I take the time to print each one out
and to make notes on each of them with a post it note. I will then call those people
who I think we might be interested in hiring. Sometimes I will even get a feel for them
over the phone. If I have any hesitation, I note that even if I have already set up an
interview with them. Trust your gut.
Even though our positions are just for 10 weeks in the summer, every staff member is
vital to our success. We want to make sure each personality is a great fit for our camp
as well as the individual campers that come through our doors. Not all teachers or
education majors are good with kids. Some like the idea of teaching or are the type who
hide behind a desk. We are a highly interactive camp. It gets busy and is quite
exhausting at times. We need highly energetic staff who have a big heart for kids.
Period. ...even when it's hot. ...even when the kids are crazy. ...even when ________.
;)
I first filter through the applications and set some aside to call for interviews. I
personally do the initial interview. I have a new hire profile that they complete and
send to me prior to the initial interview. If I think they are a good fit for our camp, I call
them back for a second interview where at least one other person on staff attends.
In addition, as part of the interview process, I set up a time for all potential hires to go
out to a lunch or dinner. Preferably over spring break when they are home from
college. In the past, we have changed our minds about some candidates after seeing
how they interact with the other potential hires. You can tell a lot about someone by
how they react to others in a casual social setting. We realized that this person looked
down on the other people and it was clear he thought he was better than them. Crisis
averted! Humility is a great strength in dealing with peers and campers. Had we hired
that individual, the atmosphere of our entire camp would have changed.
What are the best interview questions you ask?
Some of the best questions come from just getting to know the applicant. Learning their
likes and dislikes, what they give as their strengths and weaknesses all tell a story about
them. It's not what happens to us, it's how we handle what happens to us.
What mistakes have you made in the past and what do you do now?
Not taking enough time to do multiple interviews. When we do this, the applicants
realize their importance to the team. In todays' world, it is so difficult to find good,
dedicated, hardworking staff! Sometimes the shy interviewer can really connect with
kids too. Placing the interviewer in different situations really helps. This year I plan on
bringing some kids around to our potential hire dinner. We gained a lot by watching
how they interact to the kids.
Rhoda
rhoda_derose@comcast.net
There are three questions I always ask new employees
For the seasoned interviewee who knows how to "answer" all of the questions correctly
I try to ask some questions that will open up about who they are and how they will "fit
in" to our camp



Tell me about your best friend-I ask this because I want to know about how they
describe someone who is very special to them. I want to see if there eyes light up
when they talk about their best friend
Tell me about your family-I want to know how close they are to their family
members. When you work at camp basically you are living with a large family so
I need to know what type of relationships they have with their parents and their
siblings
How much have your traveled and what is the furthest who have been from
home-I ask this to find out how far they have lived from home and if they can
relate to our international kids who travel to our camp. Can they relate to those
kids who may be homesick and also if they can handle being that far from home.
A lot of college kids go to school close to home so being away working at a camp
may be too much for them if they have never lived too far from home
Patrick
directors@4starcamps.com
I have found the best applicants from word of mouth. I give my former staff an
incentive that if they apply and recommend a friend applies and both are hired and
survive staff training the former staff member gets $100 bonus in their first paycheck.
I also check the references from Pastors as they know the kid’s faith stories the best.
My favorite question to ask is tell me a time when you failed and what you learned
from that experience.
I don't like phone interviews, but on occasion that is what works best. I ask similar
questions to my in person interviews.
I generally have candidates come to camp and we walk while we talk. I have found that
this puts them and me at ease and it gives me an idea of their physical stamina. Plus it
gives them a chance to see the facility and they can decide if it is a good fit for them as
well.
Kelley
kelley@lomc.org
We do panel interviews since we have 4 other area camps going on. So the supervisors
from all the camps come together and interview the candidates.
The panel has a copy of the applicant application and when they walk in we ask if they
mind if we take a picture of them. This help reminds us who the candidate was, so
when were at the end of the day, we can pick the staff of our choice.
Once we have chosen our staff, it is up to the supervisor of that camp to contact their
potential staff and set up a 2nd interview. At the 2nd view we do a field test. The field
test consist of choosing an activity, game, craft, etc. to do with a group of kids.
Depending on the program, they may have to actually work with a group of kids, since
we also have afterschool care during the school year. This is where a supervisor can tell
if this person will work with their program. If everything works out at the 2nd
interview the supervisor will offer them the position. For those that we didn’t hire. We
either, call, mail or email them a letter regretting not being able to hire them this year
but to apply again in the future.
Natasha
NAWatkins@menlopark.org
Where are the best places to find quality staff applicants?
Referrals from current excellent staff
How do you run your interviews (one-on-one, panel or group)
Either –preferable though not always available is w/3 people who have extensive
backgrounds in 3 different areas of what I am looking for, I like to include former
directors in the panel too.
If you run group interviews what does the day look like (rotations, games, tests, etc.)
Great suggestions but we only have 45 min-1 hour and paperwork takes about 20 so
mostly a series of questions the relate to behavior management of children, situational
type how to handle ?s and creativity gauging questions, theme week planning, etc…
What are the best interview questions you ask?
 If I were to ask 3 of your friends in 3 words to describe you what would they tell
me?
 We operate with theme weeks that we pick and do sports, games, art, music,
nature, and a large event around each week-tell me if you were to plan this what
would you do?
What tips and tricks do you have for finding and hiring awesome camp staff?
Referrals from good staff are always helpful, but be sure to interview them yourself and
see where they really fit.
What mistakes have you made in the past and what do you do now?
Not to go on someone’s word and a good interview, also if there is time, test them out
in the afterschool program before camp to see how well they interact with the children
and if they understand how to program plan.
Linda
Linda.Panagoulis@montgomerycountymd.gov
School Spring and Craigslist usually generate the most responses for us because they
are checked by a wider array of people. However, we use our local Front Porch Forum
Site as well as local newspapers when hiring.
I like to pose situational questions and ask how would you respond.
Example: Two children are building when an argument develops over who had which
block, what would you do?
I also like to observe candidates in action for a few minutes. Candidates who insert
themselves right into the mix of children are usually more of what I am looking for
rather than someone who stays to themselves waiting for the children to introduce
themselves.
I always look how long has the candidate stayed at previous jobs. Do they tend to stay
or leave often?
Lastly, I speak to them about professional development and ask how they feel about
giving up weekend time to attend professional development throughout the year.
Kathy
masp.program@gmail.com
We do one-on-one interviews in person for potential staff members looking to join our
team. I usually run the interview with my assistant sitting in on the interview. I like to
ask question that help me understand who the person is that I'm interviewing and how
their beliefs, attitudes, & actions could correspond with the mission of our day camp.
Some of my favorite interview questions are:
 I’d like you to think about a project or an accomplishment you’re very proud of.
This could be school-related, a volunteer activity, or something work-related. Try
to select something that lets me see your ability to work with others, commit
yourself to a task, or something that gives me a sense of who you are and what
you’re capable of doing.
 What do you think are the 3 major challenges to success in this role? *follow up
question* How do you think you will overcome these challenges?
 Another important part of the community center program aid position is
capturing kids’ attention. We’ve found that the best counselors are child-like
without being child-ish. Can you give me a specific example that demonstrates
that you are fun to be with and your ability to start activities spontaneously?


When you eventually become a parent, what positive characteristics do you want
to instill in your children? How would you accomplish it?
Tell me about a time when you had to take charge of a situation because things
were getting out of control, and no one else was rising to the occasion.
Kelly
kellywilson656@gmail.com
I run a day camp, so we tend to have a lot of applicants. A personal, one-on-one
interview works best for me-- it gives me the time to really listen to their answers and
their way of thinking. My favorite questions are the "what would you do if...", and I
use problems we encounter often. For example, "how would you respond to a parent
that is complaining to you about some aspect of the program?" I need to get a sense of
their interaction with parents, as we see them every single day.
I also try to get a feel for their understanding of typical child development. A favorite
question for this is "what type of discipline do you feel is appropriate for..." and then I
use an age group and a very specific "infraction". For example, a Kindergartener who
called someone a name, an 8th grader that is refusing to participate, etc.
Our returning staff members have to interview too. While I already have a sense of
their performance last year, it's important to me that we check in with each other again.
I ALWAYS ask them to think back on something that happened last summer that you
don't think you handled well, and tell me what you would do differently now. We
all have those not so shining moments, so my question isn't really for them to discuss
their mistake (most of the time, that was already addressed when it happened last
summer), but for me to know that they know they didn't respond well AND that they
know how to fix it.
While I never had to ask this question before, I've had to add questions about social
media and technology within the past few years. My new favorite is "how and when
do you think cell phones should be used at camp". It's a trick question, because they
shouldn't be used in camp EVER (barring emergency, of course). Some interviewees
respond really well, and some blow their entire interview with this answer alone. (I
had a returning staff member go on a 10 minute monologue about how antiquated our
no cell phone policy is, and kids don't know how to socialize without a phone, and we
really need to reconsider forbidding them, and on and on and on)
Denise
denisesecor@gmail.com
Some of the places that we have found quality staff is at schools (teachers sometimes
like to make extra money during the summer or teacher’s aide that need summer work).
We have also gone to colleges during career fairs and talked to students. Education
majors are a great group to talk to.
We have tried one on one, group and skype interviews. My favorite would be group
style interviews. It is nice to see how people mesh together and how they interact. If
someone is hanging back and quiet, that is not someone that would fit at our camp. We
need outgoing, loud and fun, and does not hesitate to talk to the campers and parents.
We have done a couple Skype interviews and I think they are ok for applicants that are
out of state at school or not able to come into an interview, but in person is best in my
opinion.
Dawn
duskdl@aol.com
We are a traditional day camp serving children ages 7-12. Each week we feature a
different theme so our activities need to fit that theme.
Typically we would post our ad in the local colleges, sending it directly to the education
department. This our ads are being run through neogov.com and as of today the
amount of applicants is WAY lower than past years. We also get a lot of word of mouth
from previous/current staff and even some referrals from teachers/school personnel. It
seems to be getting harder to find qualified male applicants.
I prefer Skype interviews or in person, I’ve had some not so great experiences with
phone interviews – for me I need that face to face contact.
Our interviews are one on one…upon occasion, if an applicant has applied for a camp
staff position and a parkee (playground supervisor) position we MIGHT do a team
interview with the supervisor of that program.
During the interview I ask for specifics – kind of hot seat if you will, toss out a theme
and have them give me ideas. Our old applications listed their areas of interest, I would
always ask them to expand on that which caught a whole lot of people off guard (ie: I
love reading! Who is your favorite author? Long silence……….you mean the person
that writes the books?)
Cindy
clee@mail.de-pere.org
From our Cub Scout leaders I always hear "can we move day camp somewhere else?"
So..... I call those who want it moved to help look at different places. There are quite a
few people who don't know what is required to have a good program and make it fun.
After we research the place they thought was awesome, we look at what was going to
be fun and I get their thoughts. If I get a good feel from them then ask them to be on the
camp staff.
Karen
kceagle79@ptd.net
Where are the best places to find quality staff applicants?
We post ads in our brochures, and newspapers, but also reach out to our local colleges,
to get education majors, and the sub lists from school districts, so we can grab young
teachers that may be interested in plumping their resumes.
How do you run your interviews (one-on-one, panel or group)
One on one or panel with camp supervisor
What are the best interview questions you ask?
I like to ask some situational questions to see how they handle quick thinking, or multilevel problem solving scenarios. I also ask personal questions to get to know them a
little, ease them off nerves, and help to connect their likes/dislikes to the program needs.
What tips and tricks do you have for finding and hiring awesome camp staff? Sub Lists
are a great way to find teachers, I try to require experience in leadership, we strive to
encourage current staff to word of mouth promote the program, brings their
enthusiasm out in referrals.
How do you deal with Skype or phone interviews?
Yup so some of our college kids we skype in interviews. It works fine, we just huddle
around one computer, and proceed.
How do you find great international staff?
Connecting with Rotary, or Kiwanis, or Key Club groups/organizations help to connect
with exchange students, and their requirements. Generally we start them on a volunteer
basis, paired with a veteran staff member to assist in transitions or language issues.
What mistakes have you made in the past and what do you do now?
I never hire the perfect interview. The one who nails ever answer, and is smooth as
cucumber and never cracks, there’s flaws in everyone, and it’s backfired on me every
time. My perfect interview is always my yeller, my non participator, my uninterested
by week 4 employee. I know look for the balance. Nerves and confidence. Excitement,
passion and enthusiasm. Those are my best traits in employees now!
I also dislike the perfect answer, or the text book answer, and strongly discourage my
candidates from relating college coursework as their only applicable experience on a
topic/answer. I prefer life experience answers, and feel they hold more weight in a
candidate for how they’ll handle a situation when I comes across versus what a
professor suggested in a classroom.
Below is our interview sheet. We are a 11 week summer day camp, running M-F 7a6pm, we staff 14 employees on average, 1 camp supervisor, 2 lead counselors, 8
counselors(college age) run all main activities, lesson plans, main schedules, 3 high
school support staff (they assist with swimming, field trips, park trips, setup).
We have over 120 kids participate in some or all of the program throughout the
summer, and average 50-60 per week. Our program is housed at the Rec Center, we use
our local park system for outdoor play, go on regular field trips etc.
Maureen
mdowell@mcrc.medinaoh.org
Name: ____________________________
Date/Time:________________________
Counselor Interview
Tell us a little about yourself:
_____________________________________________________________________________________
_____________________________________________________________________________________
School________________________________________________________________________________
Major: _______________________________________________________________________________
Likes/Dislikes outside of school:
_____________________________________________________________________________________
Favorite things to do in your spare time:
_____________________________________________________________________________________
Favorite music, color, food, movie:
_____________________________________________________________________________________
_____________________________________________________________________________________
What made you apply for this position? ____________________________________________________
What from your background or experience do you think makes you qualified for a position like this?
_____________________________________________________________________________________
_____________________________________________________________________________________
Please expand on your previous experience to let us know what age groups you’ve worked with, what
camp/supervisory experience you possess, and any additional kid specific experience you feel relates to
the position offered.
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Our camp is broken up into age groups for various activities: 5-7, 8-9, 10-12. Which group is your
favorite and why?
_____________________________________________________________________________________
_____________________________________________________________________________________
Throughout the week in our schedule we break into smaller groups to do stations to focus on subject
enrichment, physical activity, music, movement and more. We expect each of our counselors to bring
new ideas and activities each week to go with our themes for camp. What do you feel makes an activity
successful? How do you keep these activities new and fresh over the 10 weeks?
_____________________________________________________________________________________
_____________________________________________________________________________________
What school subjects, activities and programs do you feel comfortable teaching and preparing?
_____________________________________________________________________________________
_____________________________________________________________________________________
There are many times when the kids need a quick game to fill times between activities. Give us an
example of a game you would play. (indoors/outdoors)
_____________________________________________________________________________________
_____________________________________________________________________________________
Working with kids can be stressful, how will we know you’ve reached your limit, and what do you do
regroup?
_______________________________________________________________________________
_______________________________________________________________________________
Describe your disciplinary action plan. What steps to you take to get a child back on track? Give us an
example of when you’ve had to implement this plan, describe the situation and how you handled it.
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
During a craft activity you have an 11 year old child who refuses to participate. He continues to argue,
and gets other kids distracted from the activity. How do you handle this behavior?
_______________________________________________________________________________
_______________________________________________________________________________
The child then goes home and claims your discipline was unfair, making the mother irate. She then
approaches you the next morning in front of the campers, and other parents. How do you approach this
situation?
_______________________________________________________________________________
_______________________________________________________________________________
We hope that all of our counselors get along throughout the summer, but understand that sometimes
personalities may clash. Have you ever worked with another employee that you didn’t get along with?
How did/would you handle it? What steps would you take? What if it were your supervisor?
_____________________________________________________________________________________
_____________________________________________________________________________________
What do you feel is your strongest trait and weakest trait?
_____________________________________________________________________________________
_____________________________________________________________________________________
Are you intending to need any time off this summer, due to conflicts, vacation etc?
_____________________________________________________________________________________
When are you available to complete training, and assist in general camp prep?
_____________________________________________________________________________________
Any additional Questions, Comments?
_____________________________________________________________________________________
_____________________________________________________________________________________
Our camp hires a small co-ed staff of around 30, we are located in a national forest near
a major city, which is a huge selling point for a lot of staff. Over half of our staff come
from out of state, so we conduct a majority of our interviews over the phone. We have a
very low budget, so we do our best to spend very little on recruiting staff.
Recruiting Places
Most of our recruiting happens at college job posting websites. Not every
college/university has a job posting website, but most do, and very few cost anything.
Posting for free on all the college/university websites is time intensive, because you
have to go to all the school’s websites, but we have found that it works much better
than posting just on craigslist.
Recruiting Times
We hiring earlier, starting in Mid-November. The idea is that when the college kids are
at home for the holidays they are going to realize that they don’t want to spend the
summer home with their families… we actually get quite a few during the holidays.
Also the staff we hire earlier tend to be people who are better at planning, and looking
ahead.
Last Month of Recruiting Staff
Craigslist. Craigslist postings all over the nation, college cities, major cities, ski cities,
pretty much everywhere. You are going to get weirdos, people who have no idea what
a summer camp is, and again weirdos, but some of my favorite staff have come from
craigslist. Also you have to make sure that you change up your craigslist posting, or
you will get flagged down everywhere, you are still going to get postings flagged
down, but if you change up the wording of the post then you won’t get flagged down
everywhere.
Tips for Hiring Staff
All of our staff interviews are done over the phone, so before they arrive for their first
day of staff training all we have to go off is the interviews, application and any research
we did about them (aka stalking). Got to stalk them a little online, facebook, twitter the
usual, helps you get a sense of what they are like. One thing I always look at on
facebook is the t.v shows they watch, I don’t know why but it they like a couple
cartoons it makes me feel better. However we have had more than a few amazing staff
who had their facebook private, or didn’t have any sort of online presence.
Interviews
What to look for in an interview? Awkwardness. Seriously. You want someone who
maybe talks a little much, who takes long pauses, who might trip over their words a
little, who gets really excited when asked what is their favorite game to play with kids.
Too much awkward can be a bad thing, but when there is just a little bit it is perfect, to
me it signals that they are a real person. We have hired some very smooth talkers and in
the end what we get is staff who usually quit early because they can’t handle the
constantly changing camp schedule.
When interviewing I use my “phone voice” and try my best to get the person relaxed, I
don’t want them to be putting on a show for me, I want them to be honest, cause that is
who I am going to be working with. Usually if I can tell they are really nervous, I will
mess up asking a question on purpose, it helps them feel more relaxed when you stop
in the middle of a question apologize for messing up the question and then start again.
Plus people who are really nervous tend to ramble a lot, and that’s not easy to keep up
with when you have to write everything down.
Alexis
camp1@nwi.net
One thing that stands out to me in my interviews that many of my junior staff
applicants have never done an interview before. Often times they don't understand the
seriousness. This partially is a result of the face we hire a vast majority of applicants
because they are volunteer and don't stay for the whole summer. Some questions I ask
to help them understand the seriousness of the interview are...



Tell me something (insert specific reference name) would say about you?
Tell me of a time that you did not follow through with a commitment
Give me a specific example of a time you encountered conflict and how did it get
resolved?
Tyler
tyler.pagel@yahoo.com
Where are the best places to find quality staff applicants?
Looking for people with high energy that is available for summer only. College
students! Contact local colleges to look for applicants. Students involved with theater,
orientation, student government. And organizations and clubs that have high
involvement from students, public speaking skills.
How do you run your interviews (one-on-one, panel or group)
I have given individual interviews. Have also been part of group interviews. This has
worked with seeing how people work with a group and who stands out as a leader.
In a group setting I give scenarios for group to complete. Give group scenario and large
paper with markers. Example: #1 plan a high energy activity for ten 8 yo. List
equipment needed and instructions. #2 it's raining, you have no supplies. You are under
a covered picnic area. Plan an activity to entertain your campers.
If you run group interviews what does the day look like (rotations, games, tests, etc.)
Something to eat during a break is always a plus. Also shows you have respect and
appreciation for your potential staff.
What are the best interview questions you ask?
 Why did this job seem interesting to you?
 How do you handle children that seem to want to do the opposite of what you
are asking?
 Tell me a moment you were most proud of yourself?
 Explain your experience working with children.
 Do you work better with children on an individual basis or in a group setting?
 How many children do you feel comfortable working with?
 Have you ever been given a nickname you were not fond of? How did you deal
with getting rid of the nickname?
What tips and tricks do you have for finding and hiring awesome camp staff?
Occasionally awesome former campers will turn into your best staff.
 How do you deal with Skype or phone interviews?
 How do you find great international staff?
 What mistakes have you made in the past and what do you do now?
Jenn
Jennjoyce1@yahoo.com
This is our second year of doing group interactive interviews and have found great
success with them. We have a total of four supervisors who help with the interactive
interviews. We host interviews two Saturday mornings, typically one over spring break
and one near the Easter holiday. We interview 24 candidates each day. If a candidate
absolutely cannot make these dates, we will do an individual interview or skype
interview. We do encourage candidate to attend one of the days and explain the
benefits of it.
Our group interactive interviews look like this:
1. Large group hat question game: as a large group, pull a silly question (what kind
of ice cream flavor would you be and why). Say your name and provide an
answer. Shows great creativity.
2. Divide into three groups and rotate
 One group does an improve game where they are given a bag of
typical craft supplies and must come up with a craft (fun to see who
does the bracelet and who creates something unique)
 One group does a maze/sculpture (partner up, sitting back to back.
One person guides the other to complete a drawing maze on paper OR
one person has a picture of a sculpture and must explain to the other
how to create the sculpture with clay)
 One group plays either Catchphrase or charades (amazing how you
seem personality and teamwork come alive, or not).
3. Break/snacks
4. Divide into three groups and rotate
a. One group does a 3 minute video tape where they simply need to
sell themselves to us.
b. Essay questions
c. Speed questions---three leaders, candidates rotate among them
having 2 minutes to answer a variety of interview questions.
Essay Questions:
1. It is the second day in a row that Mrs. Miller has dropped Sally off 15 minutes
before the start of the program. Our policy is that participants can be dropped off
5 minutes before the start of a program. How do you confront Mrs. Miller
regarding this situation?
2. You are working with a participant who does not want to do the activity that the
group is doing. What do you do? Please be specific and detailed.
3. Your co-worker is consistently not engaged with the program (i.e. standing on
the sidelines, sitting on a chair while everyone else is on the floor, low energy,
unaware and inattentive). This directly impacts the program. How do you react?
Speed Questions:
1. Share 3 attributes that describe your personality
2. Define customer service as it relates to the position you are applying for
3. What would you do with the 15 minutes of prep time you are given before each
program?
4. How would you make our programs excellent rather than just good?
5. What are 3 things you believe parents want their child to gain from a recreation
program?
6. Tell me how you take initiative
7. It is raining outside and Pee Wee Sports has been canceled 3 hours before it
begins. You are making cancelation calls. Please give us a mock call.
8. Please tell me one way a Supervisor can encourage and motivate their staff.
Elizabeth
eowens@ci.woodbury.mn.us
At our camp, we always advertise our postings in December. Our current staff has until
Dec. 1st to decide if they are coming back the next summer or not. Since we only have 8
core staff members, we don't usually need to hire a lot of people each year.
Our interview date is set for the third Saturday in January. The date for interviews is
listed in the job posting. On the interview date, we book interviews for approximately
20 minutes each. In the past we interviewed each candidate with the whole Summer
Camp Committee, about 8-10 people, but that was very intimidating and we didn't get
the best out of our candidates because they were so nervous. Now we split up and only
a few people, 2-4, interviews each person and then we all get together to discuss each
candidate after the interviews are complete. We can get a lot more interviews done in a
day and we can learn a lot more about each interviewee.
Kim
kim_koopman7@hotmail.com
Let Them Do the Work for You
I’ve worked at multiple camps and currently working at one which we hire over 100
staff members each summer. This is a lot of staff to try to find on my own. We all know
that good staff have good friends and they can do a lot of the recruiting for you. What
we have created is an incentive that is unique to our camp.
We started a “Refer a friend Bonus”. But this bonus is not based on money or store
items, it’s based off the resource that is around us. We are located very close to a major
city which is a draw within itself. We offered to pay for you and your friend that are
hired to go “out on the town on us”. Being close to Seattle, WA we gave them the
option of a Mariners game, Space Needle, Ferris Wheel, or the EMP. All of these items
were less than $20 a ticket. This is actually less than giving a monetary bonus and gives
them more of an experience.
I realize that not every camp has this option, but look at what resources are close to you.
Get them excited about coming not only to your camp, but to the area. They will do the
recruiting for you! They want to enjoy their time and they will get excited about
recruiting their friends.
Commitment Bonus
Building off of the referring a friend, we created a commitment bonus for staff who
verbalized the previous summer that they wanted to return. Now, they usually are on a
“camp high” and have no idea what next summer looks like, but start getting them
excited as they head back to their schools. We offered certain staff an extra bonus of a
week’s pay on their first paycheck the following summer if they would commit at the
end of the summer. This got the buzz going about getting returners and they now went
back to school excited. They told all their friends right at the beginning of the school
year that then got us new applicants and possibilities early.
Let your staff to do the recruiting for you
Liz
liz@sambica.com
In finding awesome summer camp help, I do a variety of things:
They must submit a resume. After I review that, I do check Facebook to see what the
candidate shows off to their friends. This is important as it shows me what the
candidate is like... it shows me what is important to that person, what they think is fun
and if they seem to be a good role model.
The initial interview is one done by me, the director. After that, I often have them meet
with the team. During a team interview, I have the candidate volunteer to work with
our afterschool students. I watch how the candidate interacts with the students, what
activities he/she might engage with the students and his/her overall attitude.
Also important in the interview:
Experience with elementary students – Here are some questions we ask…
 Describe an example where you were responsible for children and what did you
do to demonstrate responsibility.
 Describe one of your favorite activities to do with youth.
 Describe something goofy or fun you do.
 What would you do if..... (kinds of questions).
 Name 2 books you have enjoyed and why. (tells me their interests)
If I am strongly interested, I would ask them to plan an activity and do it with my
afterschool students. If he/she feels comfortable with them, then he/she will be
comfortable with my summer camp kids.
Tamila
tami@watchmegrowcdc.com
I've learned a lot about hiring camp staff from a lot of trial and a LOT of error. I'm still
learning but I think what I'm doing now is pretty close to good.
1. I have a very specific Job Description with the Job Posting.
2. Once they apply, they get an email with a choice of 3 dates for a group interview.
3. At group interviews they gather in a large room to play a few ice breaker games
and introduce themselves.
4. We break them into groups of 4-5. *1 member of each group is a mole; someone I
have pre-selected to be there as a fake applicant. The mole's job is to report to us
about how the members of the group function together and to alert us to anyone
that "doesn't participate or shows apathy" once we leave the room.* At that point
they are given the option to make a craft from a grab bag of supplies or perform
a skit. We give them 15 minutes or so to prepare.
5. The groups present what they have prepared.
6. We then have question stations with a YMCA staff person at each station.
Applicants must rotate to all the stations for interview questions and then they
are free to go.
Those that we decide to hire receive an email with the link to our on-boarding software.
Those that we decline to hire also receive an email thanking them for coming.
Mary
mchamberlain@ymcachesapeake.org
I have used the "Power Hiring" questions from the YMCA. I think they are excellent
because it is a way to learn who your potential counselor is rather than asking them
what they would do in a certain situation. The document can be found at
http://summercampprogramdirector.com/pdfs-for-staff-hiring-roundtable/.
I have also conducted group interviews, and I do like these! I like these to weed people
out either before their formal interview or after their formal interview. You definitely
need more than YOU to help with this. Separate the potential staff into groups and have
them rotate from one area to the other completing different tasks. Tasks can include
team building games, impromptu skits, a mini one on one interview, traditional camp
games, a craft, etc. I also like to leave some trash out to see who is willing to pick it up. I
like the group interviews to be done AT the camp area. First thing I do is sit them down
in the grass and see who actually sits with out any problem. You learn a lot about your
potential staff right here!! I like to incorporate high impact activities and low impact
activities and also something that makes them look ridiculous. ;)
During the formal interview I always like to have them sing a song or cheer. How good
they are at singing doesn't determine if they will get the job or not, but whether they
want to cheer will be a determining factor. Most times I don't get any objection. Most
times they are just shocked. This shows you how well they take instruction on the go,
how creative they are, how silly they are and more!
Recruiting staff is done on the website, in magazines, news papers, job fairs, word of
mouth....a lot of that is done through the marketing department.
Nikki
tortolita82@gmail.com
Where are the best places to find quality staff applicants?
 Contact local college/university Parks, Recreation & Tourism academic
departments, Campus Recreation departments, and Career Management
Centers.
 Participate in college/university job/career fairs. You may find students who
need to complete an internship or practicum and in many cases these can be
unpaid as they are getting college credit for the experience. I have use interns as
camp counselors for 2 years. In both cases they had to complete 400 contacthours and I got them more involved in some behind the scenes stuff so they had
a good understanding of what camp management is truly all about.
How do you run your interviews (one-on-one, group, panel)?
We hold panel interviews with one applicant at a time. The interview panel consists of
our Assistant Camp Director, and professors from out Therapeutic Recreation,
Recreation & Tourism and Physical Education academic programs. Because most of our
applicants come from these disciplines, I know that these professors truly “know” these
students. Before I brought them on I hired someone to be a counselor and the professor
told me “If I had known you were considering ____, I would have told you “no”. As it
turned out that counselor was LAZY!!!
What mistakes have you made in the past and what do you do now?
Not listening to my “inner-instinct!” Last summer I hired a counselor that I didn’t really
feel comfortable with. Can’t really put my finger on what the issue was at the time of
the interview. However, once camp started I knew – Life was ALL about HER! She was
okay with the campers, but she was an instigator with staff – liked to stir the pot of
conflict.
Jean
JHolt@odu.edu
Summer Camp Hiring:
We are a small day camp. A lot of our applicants are students who came to our school
and or camp when they were younger. However we do hire from the outside. Here is a
list of some of the questions we ask:
 Did you attend a camp as a child? What were your likes and or dislikes.
 What age groups did you work with. (if worked at another camp)
 Tell me about yourself. How would you describe yourself.
 What is/was your major and why did you choose it?
 List three word that describe your personality.
 Why do you want to work at our camp.
 What do you personally hope to gain by working with us.
 Tell me what you you feel your participation will benefit our camp.
Marianne
quackers4334@yahoo.com
Where are the best places to find quality staff applicants?
We have been very fortunate in being able to grow our own staff for the most part. I
have had the same seasonal Kitchen Manager for the past four summers. I have great
difficulty in finding nurses or even nursing students for my health center.
How do you run your interviews (one-on-one, panel or group)
We do single interviews with 1-2 of my seasonal administrative staff a part of the
interview. I think it is important to have an extra set of eyes and ears to get impressions
and opinion of how the applicant will fit into the staffing pattern and personalities.
If you run group interviews what does the day look like (rotations, games, tests, etc.)
Don’t do but am interested in this concept. Not sure how to overcome the roadblocks of
applicants not being in the area during the school year.
What are the best interview questions you ask?
Interview Outline 2015
Part 1 - Tell me about yourself
What do you know about Camp Pendola?
Explain:
 What a day looks like
 What a week looks like
 If you’re not a counselor…
 Pay
 Time off
 Training…tentative dates
 Food Handlers Certificate
 Date out of school and in Sacramento Area(Diocesan Orientation)
 Can you detach yourself from electronics
Do You have any questions?
Part 2 - Interview Questions
Summer Staff Interview Questions (Revised 2015)
1. ENERGY/EXCITEMENT - Tell me about an activity or cause that you are
passionate about. PROBING QUESTIONS: When was the last time you were able
to pursue your passion? What did you do and how did you feel at the time?
What gets in the way of your involvement/commitment to your passion?
2. LEADERSHIP - Explain to me a time when you were a leader. PROBING
QUESTIONS: What was the situation? What was the leadership role? How did
you become or assume the leadership position?
3. LEADERSHIP/TEAM WORK - What does being a team player mean to you?
Explain to me a time when you were a team player. PROBING QUESTIONS:
What did you do to promote the sense of team? What is easy for you in being a
team player? What is difficult for you in being a team player?
4. WORK ETHIC - Tell me about a project in school, or something you had to do
around the house or some job you’ve had or volunteered for, where it took much
more effort than you originally thought it would. PROBING QUESTIONS: What
was the situation? How did you deal with it? What things did you actually do or
say that helped you through? What was the outcome?
5. CREATIVITY/SPONTENAITY - If you could bring anyone to camp with you (as
a co-staff) dead or alive, real or fictitious, who would it be? PROBING
QUESTION: Why?
OR
6. MOTIVATION/SPONTENAITY - You have been given the opportunity to learn
anything you choose. What would it be? Why?
7. DID THEY LEARN/REACTION/WILL THEY MODIFY - Tell me briefly about
your most challenging experience with a child. What did you learn from this?
8. INTEGRITY AND TRUST sometimes involve admitting shortcomings and
mistakes. Share a situation in which you did this.
9. LEARNING FROM FAILURE: What is the best mistake you ever made? Why
was it the best?
Part 3 - What happens Now
 Receive a letter offering position or on a waiting list
 Keep one copy and return one…signature indicates you have accepted the
position
 If you choose to decline the position please notify me.
 Facebook group
What tips and tricks do you have for finding and hiring awesome camp staff?
I put the word out early to former and returning staff. They know the job AND know
their friends as to who might be a good fit.
How do you deal with Skype or phone interviews?
I follow the same procedure and interview questions for both SKYPE and phone
interview. First option is always Face to Face, then SKYPE, then phone interview only
as a last resort. The person doing a phone interview really has to WOW me to get hired.
How do you find great international staff?
Even my international help recruit in the home countries and we do direct placements. I
don’t hire a large number of internationals, but usually 2-3 each year.
What mistakes have you made in the past and what do you do now?
In the past I didn’t “clump” my interviews…just did them whenever I could fit them in.
Now I begin by setting aside 2 days…send out an email so applicants can sign up for
when they are available. They also indicate if it will be an In Person or SKYPE
interview. Then I send our an email confirming the day and time, include a sample
schedule and job description for those doing a SKYPE interview, driving directions to
our office and contact information for me during the day of the interview since I am not
in my office proper.
The main reason for the change is I felt I needed to be able to make decisions and had to
have interviewed a pool of applicants before I could make informed decisions.
Lori
LRosene@scd.org
I can honestly say I enjoy staffing. Here is why!
We are a Lutheran Program and it occurred to me one year that this is not my program
it is God's and it is not my problem it is God's. So I pray and then start casting a net and
look for His choice. We have never had such a great staff! It has been years of staffing
this way and there is proof in the pudding (8 of my 13 years!).
I also focus on staff with Christian values so I seek out Concordia College Students, our
own Lutheran School kids who have grown into young adults and after 13 years,
former students from the program.
Also, when I have great staff I ask them first if they know of anyone. They often have
great friends or siblings. I was nervous to hire friends as first but outside of a little
clicky nature once in a while it is great. I tend not to put friends in the same tight
working circle though.
I look for education majors or other related fields (speech pathology, music therapy,
sports trainers...).
Diane
dshippell@hcl.org
We offer camps for individuals with disabilities and our best resource for finding staff
has been hooking up with a local college. We talk with their Recreation/Therapeutic
recreation classes about what we do and then plug that we are always looking for staff.
Sometimes these students need volunteer hours during the semester and we have been
able to use them at our community recreation program (for individuals with
disabilities) that we run throughout the year. We have gotten great staff from these
students. This works way better than the camp job fairs at schools because we don’t’
run a residential program all summer long.
As far as interview questions – I like to ask them to give me an example of a time that
they had to think on their feet to make changes to something to make it work. Camp is
crazy sometimes and I need staff that can make adaptation as needed. I also like to ask
them to give me an example of a time when they had to go out of their comfort zone.
Learning how a counselor can stretch themselves gives me an idea of how they might
handle different aspects of camp.
Elizabeth
emueller@eastersealscentralpa.org
We implemented a group interview for our Leaders-in-Training (teen volunteers) 3
years ago. It has been very successful. We do different activities during the 2 hour
audition to observe their leadership skills, communication and creativity. I believe the
activity that gives us a lot of insight is “Choose Your Staff”. Our LITs divide into groups
of 4 with a mix of new and returning applicants. They come into the room where cards
with different celebrities are spread out (20-30 count). We ask that the group decide on a
supervisor, 3 recreation leaders, 2 therapeutic aids and 2 additional LITs to work at the
camp site.
I love hearing the discussion on the attributes of each celebrity and what they could
bring to the camp. It is very interesting to see how the group can persuade each other to
go with the staff they want at their camp. The first year every group wanted Flo from
Progressive Insurance to be on their staff. The teens thought she would be “fun”.
MaryAnn
mstamey@hanovercounty.gov
We hire around 125 summer camp staff each summer for our 14 summer camps. A
couple of years ago, we came to the conclusion that it didn’t make much sense for each
director (along with 1 staff member) to have to hold individual interviews. It was taking
up a lot of our time. So we decided to start holding Group Interviews. Our interview
process has evolved over the past 4/5 years, but our current process is as follows:
1. We go through all camp applications, choose the ones that we think may be
qualified candidates and phone screen them. Some of the questions include:
What do you think working at day camp is all about? What would our campers
remember about you the most as a counselor if you were hired to work at our
camp after the summer is over? Do you like to swim? Would you be comfortable
teaching children how to swim in waist deep water? Why the Y? And then, of
course, all of the logistical questions about availability, etc.
2. If we determine that the applicants qualifications meet our needs- comfortable in
the water, a commitment to working all/most of the summer, (depending on our
needs) and meet our current age requirements (over 18/under 18) we will invite
them in for a group interview.
3. Our group interviews are held on Saturdays in 3 sessions. Junior Counselors in
two sessions from 8:30-10:45 and 11:15-1:30 and Senior Counselors from 2:004:15.
4. We invite between 15-20 candidates to each interview session. The group is split
into 2 and each group meets with 3-5 directors/senior staff for the first 40
minutes, then we gather everyone to play some group games (which helps us
determine who is a leader/follower, who will be fun and silly with the kids, etc.),
give them a short break and then the candidates meet with the directors/senior
staff that they haven’t met with yet. At the end of the interviews, we gather
together again and give the group an overview of our camps and our mission.
We end the interviews by asking which camp(s) each candidate would prefer to
work with- while also explaining to them that they might not get their choice.
5. We then meet as a group of camp directors/sr staff and figure out who each of us
would like to hire. Sometimes we need to ‘duke it out?’ LOL
Jenn
Macafee@metroymcas.org
We are closely connected with a college nearby so recruiting is easy for me. Since I meet
several students during the year I can already see how they are with children and
adults. When I am impressed I ask them to consider working at camp.
I look at their Facebook page as I believe it shows exactly what they want to show off
about themselves; a community worker, risky behavior, good person or something in
between.
I interview them with one other person on my team. We ask them to tell us their
favorite experience from camp growing up, what meant the most to them regarding
their counselors, and other questions to get them thinking about what this job will be.
I give them a handbook and have them think about the position for a few days,
allowing them time to "really want" my job before it is offered to them. If they get the
job too easily they will not appreciate it as much.
Because I have so many international students (over 200) I recruit from the college's
"English as a second language" department to help. They gain experience and do a great
job.
Vicki
vicki.lepick@gmail.com
One of my best tricks for finding great staff is taking the job to them. Instead of waiting
for great people to apply and be interviewed, find them first. For example, look in your
local paper and find young people who have received volunteering/service awards, are
valedictorians at their schools, won a large scholarship, achieved something impressive,
dedicated themselves to a cause, etc. Reach out to them and see if they need a job for the
summer and get the conversation started. It's active recruitment at the highest level!
Some of the best staff I have worked with have come from this strategy.
Leah
leah@kidscanceralliance.org
I believe the best place for staff applicants are from your veteran counselors or recs from
parents. Typically do a 15 group overview of camp culture and job description followed
by one on one. I believe the best predictor of future productivity is past
accomplishments with specific examples of leadership. I have made the mistake of
rushing to judgement to quickly if an applicant isn't as outgoing as others. I now call
them back for a second look and have someone else do the interview.
Mark
mark@fredscamp.com
One thing we do is look at essay applications systematically against a "Red" and "Gold"
flag checklist, which can be found at http://summercampprogramdirector.com/pdfs-forstaff-hiring-roundtable.
Another is our returning counselor reflection questions, which can also be found at
http://summercampprogramdirector.com/pdfs-for-staff-hiring-roundtable.
Finally, a question that ascertains maturity, selflessness, and creativity at the same time:
If you could have any super power you could possibly imagine, what would it be?
Then, say it is super bonus power Tuesday, and you can have a second power.
4 levels of answers
1. Fly, or something like it = a real need for freedom and exploration.
2. Anything silly/creative -- shoot boogers at the speed of light.
3. Helpful to others, but not specific or actionable "create world peace"
4. Specific and service oriented "I'd like to have the ability to have people truly
understand one another in a deep and profound way, as if I could do that, I'd be
able to end conflict."
Randy
randall@visionrealization.com
So basically because we are a Jewish organization that is orthodox we only hire those
that would be comfortable in our environment. Everyone is interviewed by phone and
skype, multiple references are given and then depending in answers to specific
questions and the personality that comes through the interview we make our decision.
I'm not so sure I can say they are all successful but I usually try to make part of the
interview "light" so we will have some joking time, funny story they want to share . I
ask them for a memorable camp activity they participated in as kids and what made it
memorable. We also do something called Jewish geography which is basically like 6
degrees of separation and invariably we find people we know in common so between
knowing what type of people we both know, responses to the light time and responses
to camp specific questions on how they would react in specific situations generally give
me a pretty good clue as to who they really are.
Ettie
ettiecohen@yahoo.com
One of the key tools I use for international students is NYQUEST (www.goNYQUEST.com) they deal with International staffing and full work permit support.
They have the ability to view their current available staff online at: portal.gonyquest.com. I used them last year and found them excellent and cost efficient. ($250) to
bring a family from Britain for the summer.
I also have an interview/profile sheet that allows me to look at peoples lives beyond
merely their job role. I let them know that these are questions are voluntary to answer
as I am looking for how people will fit in a situation where living together for an
extended period of time will come into play, they are not under any compulsion to
answer any question that makes them feel uncomfortable.
Here are my questions:
Tell me about your Family and what you would do together for vacation growing up
What other Job Experience do you have
Tell me about your camp experience
What are your future goals
What are some of the highlights and low lights of your last 6 months
Why do you want to work at camp
Can you relate to me any time when you have undergone a disappointment/ trauma/ or
challenging experience into your life
What would you say are your strengths / weaknesses
What are 3 words someone else would use to describe you
What do you feel you offer to camp
Do you have any child abuse or police record
Your best place to find excellent quality staff is the friends of your existing quality staff.
My worst mistake was to allow my board to choose (forced on me) my next program
director. You need to ask questions regarding past camp experience and ascertain if the
person is mature enough to adopt your new camp philosophy. Camp loyalty runs deep!
I do not do group interviews and I schedule at least 1 hour for a normal interview. I also
like to meet in a very public place like a food court or coffee shop just to make sure we
are both protected from any awkward situations. I will use Skype interviews but prefer
to talk in person if at all possible.
Wayne
wayne@kawkawa.com
Group Interviews have been a very effective way to create a first screening and weed
out those applicants that may not be a good fit for the counselor position. I have used
both the group interview as a first screening / first impression and I've also used a
phone interview as the first screening / first impression followed by a group interview. I
like having the group interview first, followed by a one-on-one interview because
personality and creativity play a big role in the ideal counselor. My group interview
invitation to the applicant is structured as follows:
We always start the group interview off with an ice breaker game. Then the candidates
go through a series of activities (as listed above). Each candidate teaches and facilitates
a camp song of their choice, a group game / activity based on the criteria provided and
answers scenario questions (Ms. USA style). Following these activities we always
throw in a "surprise" on the spot game - we split the candidates up into groups of 3-4
candidates and provide them with a RANDOM prop, and I mean random! We give
them 2 minutes to create a game that would incorporate 30 7-8 year old campers. This
challenge really shows which candidates step into the leadership role, those who are not
afraid to present and talk in front of everyone, etc and the plus is that they don't see it
coming!
We always have a panel of other staff from the YMCA who rate the candidates on the
following criteria and rating sheet:
This rating scale helps to offer an even playing field and provides an overall rating
using multiple points of view!
Following the group interview, candidates that we are interested in moving forward
with are asked to attend a one-on-one interview. Below are the questions we have used
in the past!
CAMP COUNSELOR INTERVIEW
Candidate’s Name: __________________________________________ Date:____________
1. First, tell me a little about yourself. What are some work or volunteer
experiences you’ve had?
1a) What experience do you have working with children?
2. What do you know about the YMCA?
3. Knowing what you know/don’t know, why do you want to work for the YMCA?
4. What are some hobbies or activities you like to take part in on your free time?
What is something you’re passionate about?
5. What do you consider to be your strongest quality? Why?
6. What do you consider to be a weakness of yours and how do you overcome that
weakness?
7. If your friends or coworkers were describing you, what would they say? Why?
8. How did you hear about our Day Camp; Camp Boomerang?
9. Tell me why you applied for the camp counselor position?
10. What do you think is the best part about being a counselor? What do you think
may be the worst part?
11. At our camp, we feel it’s Important for staff to be mentors for campers as well as
other staff members. What does being a mentor mean to you?
12. An important part of the counselor position is capturing camper’s attention and
keeping them engaged. Tell me how you have done this in the past or how you
would do this in this position.
13. Working with children involves encouraging good behavior and correcting
inappropriate behavior. Give me an example of when you’ve done this in the
past or how you would do this?
14. When working with children, name 3 qualities a person must have and why?
1)
2)
3)
15. Do you consider yourself a person who is capable of taking charge of a situation
and give me an example of a time you have done this in the past?
16. Camp can be very stressful! How do you manage stress in your life?
17. Tell me about a time you had to resolve conflict, either with a friend, coworker,
or supervisor? How did you handle the situation?
18. Our camp has a strong emphasis on the YMCA Character development traits of
Caring, Honesty, Respect, Responsibility and Faith. Can you give me a specific
example of how your personal values are consistent with these goals?
SITUATIONAL / FUN
1. A parent had a complaint regarding an activity that your camp team planned.
They felt it was unsafe. How would you handle this situation?
-What steps would you take if they didn’t want their child participating?
2. You are given one basketball for your group of 15-30 campers, but no basketball
goal…what are 3 fun activities you could do using only the given equipment?
3. You are working with a group of 30 9-11 year olds in the gymnasium. If you had
1 hour, what would you do to fill the time? Be specific about games and
activities.
4. While waiting in the hallway for a program area to open up, your group of
children are getting restless. What would be a fun and engaging activity that
could be done in that moment?
5. As a camp counselor, you will on multiple occasions need to gather the groups
attention. What are 3 techniques you would use to do so?
6. Name 5 ways to use a pencil without writing or erasing?
POSITION SPECIFIC QUESTIONS
1. If chosen for this position, you would be required to work from the last Saturday
in May through the last day of camp, which is August 22nd with limited to no
time off. Is there any reason you would not be able to meet these requirements?
2. Our camp is divided into age groups; 5-7, 8-9, and 10-12 Which of these age
groups would you feel you could be most successful working with?
ENDING QUESTIONS
1. Do you have any questions for me about the position?
2. Before we conclude, Is there anything else you would like me to know about you
that might help me with my decision?
If the candidate appears to still be a great option, we usually have a second one-on-one
interview that focuses on availability, age group interest, commitment and scheduling.
This method of hiring has worked great for our program. Every year we tweak it a bit to
add to the process. I look forward to seeing what other summer camp programs are
doing to find THE counselor of the summer!
Shawna
shawna.spencer@ymcagreensboro.org
Some of our best staff come from recruiting at University and College campus summer
job fairs especially those who offer outdoor, recreation and education degrees or
programs. Targeting specific program streams helps narrow down students who are
more likely to be interested in a camp job. Online job postings on those institution job
boards brings us staff and are mostly free to post. We take advantage of our provincial
camping association and other similar organizations like AEE for posting jobs.
We use Skype over phone interviews as much as possible. It is really nice to be able to
have the in person experience when we interview folks not in our local area. They are
really easy to setup and can have other camp management staff on the interview if
needed. It’s also nice to be able to set them up wherever we may be, could be out on the
road after a recruitment fair or at either of our camp locations.
For International staff, we started using Nyquest at www.go-nyquest.com last summer
and really enjoy the service. They provide a ton of detail and information about the staff
who apply, pages of profile information. They are awesome for finding staff for us
based on our specific needs. Had a visit from them on our site so they could see exactly
what our camp does. Highly recommend them.
A few of our favorite interview questions are:
 Imagine you are a camper. What three things would you consider important to
making your week at camp a success?
 Imagine I was speaking with your best friend about you. If I were to ask them
what they think are your three unique/ special traits. What would they say?If
that same friend were to tell me what one thing they would like to see changed
in you what would they say?
 In this position, you will be working very closely with the other program leaders.
What sort of person would you prefer to work with, and what areas of weakness
or challenge in yourself might you want to see as strengths in your partner?
 Youth today are faced with many challenges as they grow up. What do you think
are the greatest challenges facing young people in our community?
Blake
bedwards@scouts.ca
Some of the best applicants, I’ve found, are from inner city organizations. These staff
members are trained and adept at dealing with all kinds of issues, as well, they tend to
be some of the most creative people I know because they have to program on a
shoestring budget. That being said, I’ve also recruited from the local (and sometimes
not so local) college/university recreation students/grads.
We start out by inviting our returning staff back for a group interview where we ask
them to make a 2 minute presentation on what they have been doing since last summer.
We chat with them as a group and get them to complete a survey regarding what
positions they are interested in. We also arrange a private meeting with our returning
leadership team to ensure they would like to stay with their position.
For new staff we start with a group interview. This is for us to get to know them and
their thought processes. They give us a two minute presentation about themselves, their
hobbies, and interests. We then sit them down with various scenarios that they could
experience on any given day. Once we’ve met with them then we sit down and bring
back our top picks for individual interviews.
While we ask situational and career based questions…some of my favorite questions to
ask let me get to know how the candidates think. Questions like:




What’s your favourite crayon colour?
Who’s your favourite super hero and why?
What do you do to handle your stress?
What is a creative activity or game that you can run during Leisure Nights?
Describe the game/activity and then run me through the process you would use
to lead it.
This was not necessarily my mistake but one of the biggest problems I faced last year is
returning staff thinking that they were given a free ride and didn’t have to work as hard
because they were guaranteed a job. Don’t hire staff because it means less paperwork.
Trust your gut. If you don’t feel that they are truly right for the job or if you have any
doubt at all bring them back for another interview. You have an opportunity to throw
some curveballs their way to see how they react. If at that point they don’t give you the
answers you are looking for then you have a legitimate reason to not hire them back.
Jennifer
jennifer.kerr22@gmail.com
We do group interviews for returning staff and individual interviews for new staff.
In our returning staff interviews…
 We play an icebreaker and talk about what the counselors want to see changed
for next year.
 We ask what worked for the staff and kids and what didn't.
 We ask counselors to tell us these things throughout the summer as well but find
that a reflection a couple of months after summer camp ends pulls out more
ideas and the group setting allows staff to brainstorm ideas together.
 Then we have a couple of group activities based on things that the counselors
said they wanted to see change during the summer.
 We have had them create their ideal schedule, plan a theme day, create camp
rules & a discipline procedure, etc. We use ideas from this in planning for the
upcoming summer.
For new staff we advertise that we are hiring at all of the local high schools and
colleges. We also send out an email to all members of the recreation center. Once in the
interview we ask questions such as tell me about yourself, how would your friends
describe you, why do you want to be a counselor, how do you deal with conflict, etc.
Kaitlin
campcoor@ridgefieldct.org
I truly believe in recruiting. Think about a college or professional sporting team. They
don't just wait for potential AMAZING players to come and ask to be part of the team,
they RECRUIT! The same should be happening with staff. I use CampStaff.com a lot
and send out interest emails. Making my camp sound as cool as possible and setting the
bait. We also go to career fairs at college, and use some job advertising sites.
The interviews are completed one on one. As many that can be in person are, but I try
to make it convenient for the potential staff as well. I utilize satellite offices and offer the
potential staff member an interview at the closest office to them, not making them travel
more than an hour. For staff farther away I utilize Skype and phone interviews. I am
way more worried about and interested in the potential staff member's interest in
working with children and helping children grow, then the way they look. That can
come through in a phone interview without a problem.
Asking questions like "As a staff member, what kind of goals would you have for
yourself?" and "What do you think the most meaningful part of camp might be for
you?" and then really listening for child centered answers, versus me centered answers.
This will help to filter out the people who are there for the kids versus themselves.
Listening for the "smile" in their voice, when they get excited about things also helps.
I also ask a question that does not seem to have anything to do with camp, "What is the
greatest challenge you have ever faced in your life?" with the follow up question "What
helped you to meet that challenge?" That question can tell you a whole lot about a
person. And yes, I totally read into their answers!
A mistake that I have made in the past is not recruiting enough. Thinking that I am not
getting the applicants that I need, but feeling like I have done enough and they should
be. The MORE you recruit, the better pool of people you will get, and you can pick the
RIGHT people for you!
April
ape_rule4128424@yahoo.com
It's very important to find qualified camp staff. The best places to find them are usually
specific camp websites (acacamps.org, camp staff.com, etc..), applications that have
come in, college job fairs, school districts, and/or other child care facilities.
In the past, my camp has had in-person one on one interviews as well as phone
interviews. The interviews take place with the camp director first, followed by a second
interview with the assistant camp director. The directors share the information and
decide whether or not they think the staff member is a good fit.
Great interview questions often include asking about
 what you'd do with a camper who is homesick
 how you'd deal with a sensitive situation
 what your strengths and weaknesses are
 how you'd deal with bullying, someone being left out, or a lack of enthusiasm
from other staff members
It's important that the staff you hire are enthusiastic about working with kids and in the
camp environment. It's also important that they want to learn and grow from their
camp experience.
For phone interviews, we have used a call in system in the past so no phone numbers
have to be shared and we make sure there is a specific time when prospective staff must
call in. I think this helps us see if they are serious about applying and whether or not
they will follow through with the interview.
Mel
chickenlittle25@hotmail.com
Interview question...
 Who is your favorite superhero and why? Gives a interesting look at the
personality of future staff. Find out if they have a fun side.
 What are you better at now than you used to be? Shows areas staff has
developed in.
Jeri
MyJeri@aol.com
One thing we did last year (and are perfecting this year) that already seems to be
making a big difference is creating a flow chart of our staff application process from
start to finish. I created a map showing every step, starting from when a potential staff
member visits our website all the way to arriving at the first day of staff training.
Creating this visual representation has helped us to do a couple of things:
1. Identify touch points in the process that we can use to better communicate the
realities of working at camp as well as our expectations for staff;
2. Find steps that can be automated to save time and prevent missing information
(our application is made with google forms and we have now added Ultradox
scripts that create interview forms, email confirmations, and send reference
requests automatically when the appropriate form is filled out);
3. Make the process more seamless while at the same time slowing it down a touch.
I remember reading somewhere that the application/hiring process is a bit like
dating and you have to carefully cultivate that relationship with the right
candidates. We used to do one long interview and then make our hiring decision,
and when we did it that way we had a lot more staff who “changed their minds”
before camp started. By creating the flow chart and breaking things down into
manageable chunks, with multiple opportunities for the candidates to
communicate with us, we have been able to better cultivate a relationship with
candidates before offering a position, which leads to a better understanding of
“what they’re getting in to” and has reduced the number of people who accept
and then reject. (Breaking the application into steps also makes the initial
application less daunting. It also weeds out the serial-applicants - people who fill
out the form and move on, never bothering to follow up.)
Kristen
director@maplekeydaycamp.com
Some of the best places to find staff include community college job fairs, posting
openings on your website, connecting with National Honor Society students at local
high schools, and recruiting part time staff that work in before and after school
programs during the school year. Many of our campers came from programs that ran
during school and our staff had already built strong relationships with them.
Our interviews were usually one on one, although that sometimes included the
interviewee, Camp Director, and Camp Coordinators/Site Supervisors in a panel
format. We would take turns asking questions about their previous experience, future
career plans and any other interactions they have had with children or teens. Many
times, a college-aged staff member would let us know about their experience nannying
or caring for younger siblings, which was excellent preparation for the job but didn't
necessarily appear on their resume. We look for individuals who are enthusiastic,
positive and willing to learn.
I have also conducted group interviews that focused more on giving applicants a
"situation" and having them answer how they would solve or address the problem.
Each applicant could build on what the previous person said but needed to add their
own perspective. During a group interview, a new person would be able to answer the
question first in each round before we moved down the line. At the end, each
interviewee is called in individually to give us some feedback on how they feel it went
and the time to add anything else.
I have found that panel interviews provide the most accurate representation of a
potential staff member, as multiple people can interpret the results while the
interviewee is more relaxed and not feeling anxious or competitive.
Courtney
court.blomberg@gmail.com
I have a unique situation with my staff members because I run a horseback riding camp
so my staff members not only have to be good with kids but also have experience
working with horses. Finding someone who is skilled in both areas is tricky and it
makes my selection much smaller.
I've found that my best counselors are the ones that have either been campers for many
years or year-round students. These people don't need to be trained in how we work
with the horses and all of the rules that deal with them so that makes things much
easier in that area. In general though, the staff that have been with me more many years
as campers/students really understand what it's like to be a camper and because of that,
they make great counselors.
In fact, that's one of the leading questions on my interview list...."When you were a
camper what do you remember about the counselors that were there then?" This
question really helps them to understand what an influence they have on the campers
as the "role models." All of my interview questions basically focus around this main
topic. Almost all of the questions are "situational ones" where I describe some sort of
scenario and ask them how they would handle it. This really causes them to think and it
really gives me an accurate sense of their personality and outlook on things. I try to
purposely choose situations that would really occur because I have found that it also
really helps them to deal with these things in real life because they've already thought
about how they would respond.
One area that I have struggled a bit with though and I could really use some advice is
what other people's guidelines are for becoming a C.I.T. and a counselor. What criteria
does you staff have to meet to be a CIT and then a counselor? Do you do it solely on
age if so, what ages to they have to be? Do you have any other requirements like
number of years as a camper, etc.? Also, do you pay your CIT's? I run a day camp from
9:30 - 3:30 and give my CIT's free riding time after camp in exchange for helping and
then pay my counselors. There is a lot of controversy over who should get paid and
who shouldn't. How do you deal with this?
As I mentioned above, I run a specialty camp so hiring is a little more difficult and I am
looking forward to hearing how other people do it.
Sue
sueball2007@gmail.com
I've never conducted hiring processes myself, but as an interviewee one of the best
questions asked to me was to prioritize my actions in a complex scenario. The interview
gave me a list of about 5 or so "demands on my attention" such as:
 you've been asked to organize a skit for evening campfire tonight
 one of your campers fell & comes to you with a scraped knee
 lunch is in 10 minutes! Don't be late.
 you need to finalize your day-off plans for tomorrow
 one of your campers is feeling homesick
 you have a new archery lesson to set up for the afternoon
Of course these things are happening all at once, so my interviewer asked what I would
deal with first, then second, then third and so on. I was asked to explain my reasoning
behind my choices, and then one or two things I could have done to be proactive in
dealing with one or two of the demands. This interview question lets the interviewee
show their judgement in a hypothetical stressful situation and their ability to solve
problems. It also serves as an opportunity for the interviewer to set some expectations
of the counselling job and what it can look like at times.
Ali
amullers@lakeheadu.ca
Where are the best places to find quality staff applicants?
Church is a great place to find great staff. Word of mouth is also great but I always do
extensive interviewing first. Local college bulletin boards is also a great place to
advertise.
How do you run your interviews (one-on-one, panel or group)
We require that everyone complete an on line application. This gives me a chance to
review general information and do an initial sort. Even though our positions are just for
10 weeks in the summer, every staff member is vital to our success. We want to make
sure each personality is a great fit for our camp as well as the campers.
I first filter through the applications and set some aside to call for interviews. I
personally do the initial interview. I have a new hire profile that they complete on the
initial interview. If I think they are a good fit for our camp, I call them back for a second
interview where at least one other person on staff attends.
As part of the interview process, I set up a time for all potential hires to go out to a
lunch or dinner. Preferably over spring break when they are home from college. In the
past, we have changed our minds about some candidates after seeing how they interact
with the other potential hires. You can tell a lot about someone by how they react to
others in a casual social setting.
What are the best interview questions you ask?
Some of the best questions come from just getting to know the applicant. Learning their
likes and dislikes, what they give as their strengths and weaknesses all tell a story about
them.
What mistakes have you made in the past and what do you do now?
Not taking enough time to do multiple interviews. When we do this, they realize their
importance to the team.
Rhoda
rhoda_derose@comcast.net
Where are the best places to find quality staff applicants?
We use our current staff as our number one recruiting tool. They send people that they
feel would be a good fit for our day camp. The next place we look (or talk with) is the
local high-school. At our school age after care we have children of teachers—making
relationships with them lets us ask them if they know of anyone that might want to
work at a day camp.
How do you run your interviews (one-on-one, panel or group)
We do one on one interviews with two of the lead staff of our camp. After submitting
an application, the potential staff member is asked to come in and interview with the
director and either a unit leader or assistant director. We do this at one time so the
person doesn’t have to come in more than once. Each person doing the interviewing has
his/her own set of questions or areas that they are asking about. After the interview, we
sit together and talk out and put on paper our thoughts of the potential counselor.
What are the best interview questions you ask?
 Tell me 5 single words to describe yourself?
 What do each mean in regards to this position?
 If I called (one of the following) parent, English teacher, sports coach—what
would they tell me is the thing that you struggle with?
 How are you working on that particular thing?
 Who is your personal hero?
 What have you learned from this person?
 What have you put into action from this person?
 Two part question: What is going to be the most difficult part of this job and at
the end of the summer what are you going to take away from this job and use in
your life after camp?
What tips and tricks do you have for finding and hiring awesome camp staff?
Tip: use current staff, they know what your camp is and the campers and how things
go. They will not want to have someone working there that doesn’t fit in. Make sure
that you have staff talk to two senior level people when interviewing, there are times
that one is more comfortable than the other and when talking it out either you feel it is
the right fit or not. LISTEN not only to the person but to yourself – you know who you
are looking for—don’t settle!
What mistakes have you made in the past and what do you do now?
It was very hard not to just hire a person after an interview and checking references—
they were warm, bubbly had all the right answers—but now we talk it out make sure
we see them with the group of staff we already have, try to see what they are bringing
to the table.
Making sure we didn’t over/under staff – with numbers rolling in until the first day of
camp (or later) having enough but not too much staff is always a challenge
Now –we work much harder on making sure of the what each staff member can
do/help/bring to camp—our overall goal is once orientation is over each staff member is
able to manage the group, work out when things aren’t going the right way and
improvise as needed.
Johanna
jsievers@jcys.org
I use a lot of high school students for camp counselors. I always email the Guidance
Counselors at all the local high schools in the area for them to distribute to students and
to hang flyers in the schools.
For interviews I always do one on one. I like to throw in a fun question to help them
relax and also to really make them think! My favorite two are:
 If you were a crayon, what color would you be and why?
 If you came with a warning label, what would it say? – this one always stumps
them!
Angela
Angelar@limerickpa.org
Where are the best places to find quality staff applicants?
In the past, we have just walk in s or advertised on our website. We are looking to do a
job fair this spring. We have used the local colleges as I typically like to hire education
majors.
How do you run your interviews (one-on-one, panel or group)
Interviews are conducted one on one so we can evaluate to see if they are a good fit.
What are the best interview questions you ask?
I am typically focusing on their experience, knowledge of programs for the kids as well
as what kind of activities do you see running at camp? I often times like them to give
me examples such as game ideas, fun crafts, activities, types of field trips, etc.
What mistakes have you made in the past and what do you do now?
Hiring someone who was not outgoing and just sat there during camp. I like
interviewees to outline a typical day at camp and how to handle difficult children
situations.
Ann
ahollows@cityofwestlake.org
Where are the best places to find quality staff applicants?
We often do not need to advertise due to the popularity of the program. We typically
have high school and college-aged individuals apply. If we did need to advertise, we
would go directly to high school guidance offices and on-line college job posts.
How do you run your interviews (one-on-one, panel or group)
All interviews (supervisors/counselors/counselor assistants) are conducted with the
Parks & Recreation Director and the Summer Playground Director.
If you run group interviews what does the day look like (rotations, games, tests, etc.)
Our interviews are held on specific days, in 15 minute increments, per applicant.
What are the best interview questions you ask?
“What is the most creative thing you’ve ever done?” (I have yet to see a question more
challenging and insightful.)
What tips and tricks do you have for finding and hiring awesome camp staff?
Enthusiasm goes a long way in finding a quality staff person, no matter what their
background or future plans are. If you don’t have an applicant who seems to be
genuinely interested in working with kids and having fun, then don’t waste your time
hiring them.
What mistakes have you made in the past and what do you do now?
Just because a potential staff member wants to, or is going to college to become a
teacher, does not necessarily mean they will be a quality camp employee. From my
experience, I would say that about half of those individuals turned out to be quality
camp employees, so I would recommend not “automatically” hiring someone if they
have those intentions.
Jonathan
recdir@montague-ma.gov
While I don't run a camp, my daughter has worked at one for the last two summers and
I have multiple friends who have sent kids there to work as well.
A couple of weekends ago, the new Camp Director held a free weekend at the camp for
all staff from last summer.
This weekend reunion was a great idea as it served to reconnect the staff (who are like
family), to get them excited about the opportunities for this coming summer, and to let
them know positive changes were happening. If you want good staff and the continuity
that returning staff bring to your camp, this was a great idea.
Deryck
scouter@accel.net
It is not always easy to find qualified summer camp staff however, we recruit from the
local high schools by attending their career days and providing information about how
the students can make some extra cash during the summer break or before they leave
for college. We also recruit at the education department of the local community college
and by word of mouth. Once we have gathered applications, we select the ones who
have either experience working with children or the ones who have a skill, hobby or
talent that could be shared with our children. We interview as a panel, with the
director, the programming coordinator and a couple of team leaders. What we are
looking for is understanding of developmentally appropriate practice, leadership
qualities, responsibility and someone who would be able to handle a crisis. We are also
looking for someone who is fun and will be excited and upbeat with the children.
Some interview questions we ask are:
 What would you do with the children on a rainy day when you are stuck inside?
 How would you handle an irate parent who comes to you with a concern after
your supervisor leaves?
 How would you handle two children fighting over a toy?
 What would you do to help a child suffering from separation anxiety?
Once we have completed a sit down interview, we send our candidates to a working
interview at our after-school site to see how they interact with the children and staff
then we make our final selections and start orientation and pre-service training.
Rachel
rpalmer@culpeperhumanservices.org
I have found that returning staff and alumni staff are our best resources. So I give them
a “head hunter’s fee” for anyone that they refer and that we hire & completes a full
summer of serving. Staff who have experienced camp and know what it takes can speak
of those intangibles and those details of the summer staff job. They also know the kind
of people we are looking for, they know they kind of people that they want to spend the
entire summer living and working with 24/7 and they know how awesome the reward
is of being on staff at summer camp I usually offer $50. I am a small camp that only
employs 15 summer program staff, so the amount that I pay my “head hunters” is
usually less than traveling around to all the local colleges, paying fees for job fairs, and
paying fees for posting jobs on websites. So in the end, it is a successful tool for me.
Karen
khand@impact2818.com
We do group interviews for all new and returning staff. If an applicant is unable to
make the interview they are required to complete the written assignment. We have
found that using group interviews allows us to filter through more applicants quickly
and more efficiently.
You can find the zip file for all of the awesome group interview documents Tiffany provided at
summercampprogramdirector.com/pdfs-for-staff-hiring-roundtable. There were too many
to add here.
Tiffany
therron@mbgsd.org
Here are the interview questions I ask.
 Tell me about a time when you put the needs of someone else ahead of your
own.
o What was the situation?
o What was the relationship between you and the person?
o How did you handle the situation?
o What did you learn?
o How did it go?
 Tell me about a time when you had a conflict with a friend or an employer or an
authority of some kind (teacher, parent, coach).
o What was the conflict?
o Who was involved?


o What did you do?
o What was the outcome?
o What did you learn from the situation?
Tell me about a project in school or something you've had to do around the
house or some job you’ ve had or volunteered for where it took more effort than
you originally thought it would.
o What was the situation?
o How did you deal with it?
o What things did you actually do or say that help you through?
o What was the outcome?
Tell me about a time when you took a stand for something you believed in, but
that was an unpopular position.
o What was the stand you took?
o What was the principal or who was the person you stood up for?
o What did you do and say?
o What resistance did you encounter and how did you handle it?
o What was the outcome?
o Looking back on it, what is your thought about what you did or didn’t
do?
Colin
cstewart@ccalbany.org
One of the questions we ask when checking references is, “Would you leave your child
in this person’s care.” This question can bring some good insights. The way a person
responds can tell you a lot about an applicant, even if they cannot share specific details
about the person due to policies.
Judy
daycare@stmarysgi.com
Cohasset Recreation 1st Annual Summer Job Fair
The primary purpose of the summer job fair was to solve the dilemma of parents
looking for jobs for their sons and daughters including some as old as graduating
college students.
We have our staff sign a code on the last week of the summer to confirm with their
signature that as a seasonal employee their job is done at the conclusion of the program,
that they understand that no job is guaranteed for next year as it is based on the total
pool of candidates and that they understand the job application process and dates. But
most importantly it is their responsibility to come and get the application, not their
parents. We stress that we want to hire candidates who are independent and if they
can’t take care of themselves they should not be taking care of others.
With Cohasset being on the coast there are a great deal of summer job opportunities
available to them. So although we compete for the same candidates we reached out to
them and they included the local pool, the beach, the sailing and yacht clubs and a
rowing organization. They all mentioned the same problem with parents so they were
all in favor of the event. Once word got out about the program several other
organizations came to us including the Historical Society who look for docents for the
museums.
The High School has a dedicated period once a week for students to work on projects so
we were given permission to book the auditorium for that period and allow students to
come to the event. Each organization had 3-5 minutes to tell the students about job
opportunities, volunteer opportunities and programs for them. We then set up tables in
the cafeteria at lunch to talk to students individually and hand out applications. We
followed this up later in the afternoon with time at Town Hall for college and private
school students.
As a bonus what came about from our fair was a call for shared job training and
cooperation between the summer job opportunities in Cohasset.
Ted
TCarroll@cohassetma.org
Where are the best places to find quality staff applicants?
I work at a High school so i have more applicants that i know what to do with. I would
suggest for those who dont have that advantage to contact local churches or schools.
They can usually point you in a good direction.
How do you run your interviews (one-on-one, panel or group)
We usually interview myself and my assistant director. We have set questions ahead of
time. Know what were looking for...and see how well they "sell" themselves.
What are the best interview questions you ask?
 Why do you feel you would be an asset to my team?
 What are your strong qualities.
 Why SHOULD i hire YOU??
What tips and tricks do you have for finding and hiring awesome camp staff?
Working at the high school is a huge advantage. I get to see their character, strong
qualities, etc.
How do you find great international staff?
We have an international program at our school. 65 kids from around the workd =]
What mistakes have you made in the past and what do you do now?
Not going with my gut. Always trust my first feeling...when I second guess myself..i
usually hire someone that I wish I didn’t not.
Missy
missy.thompson@rockfordchristian.org
At Pearce Williams Christian Centre we do group interviews for our returning staff.
Our returning staff generally do not have to attend an individual interview. This year
we have invited new staff to attend our group interviews as well. They are then invited
to an individual interview within a few weeks of the group interview.
This year our group interviews are a bit different than past years as we scheduled them
to conclude with Camp in the City. Camp in the City is done once a month at a church
in town and we bring our Camp Chapel into the city. We invite campers, parents, and
friends to come out and join us for an hour as we sing songs, have a skit relating to a
Bible verse or story, do an activity that reiterates the message from the verse or story,
and finish off with more songs.
At this point, one of our two interview dates has past and being able to see the new staff
interacting with our returning staff has been great! Also being able to see them take the
initiative to do their best to sing along with songs they don’t know, learn silly actions on
the spot, and interacting with campers and parents has allowed us to get to know them
better.
Schedule and Explanations
1:30 – Arrival, Introduction and Games
1:45 – Brainstorm Themed Ideas
 Each year we plan an overall theme for each week. By the time training rolls
around the Program Director generally has most of the details in place for the
themes but we know that our staff have many great ideas that can be
incorporated. So we give them some time during our interview to share ideas.
This year we set it up as a Think, Pair, Share, Vote.
o Think - We gave them time to come up with ideas on their own. We
challenge them to come up with as many ideas as possible. This allows us
to see their creativity and ability to work individually.
o Pair – They pair up with someone to generate even more ideas. This
allows us to see how they work with someone else.
o Share – They share their best ideas (from both the Think and the Pair
times) with the group. We record these on a large piece of paper for
everyone to see. Quick explanations can be given as needed.
o Vote – They choose their top 3 favourites from the list that everyone
compiled.
2:15 – Create & Imagine
 Use the items provided and/or available to create a craft/creation that can be
taught to/recreated by campers
o This is a solo activity for you to do. By yourself – we are judging your
creations.
o You will have the following timeline:
 5 minutes to look at the materials – you can touch them during this
time, but you will not start amassing materials
 5 minutes to plan – you may have a pen/pencil and paper for this
stage
 15 minutes to create – let your imagination go wild, be creative,
think of campers making it too
 5 minutes to tour other creations
 15 minutes to share your creation
 10 minutes for feedback/debrief
This activity allows us to see multiple things about the candidates – ability to work
individually, creativity, ability to follow instructions, ability to think about what
campers will like, ability to teach something, ability to give feedback
3:15 – Reminder of Camp Presentations

Bring with you one physical object (not a collage, not a video) that reminds you
of camp. You will have 1 minute to share with the group why you chose that
object and why it reminds you of camp.
This allows us to see the candidates presentation skills, their ability to work within a
timeline, and it gives them a chance to share with us what camp means to them.
4:00 – Camp in the City
Explained above
5:00 – Thank You’s
We evaluate staff on the following 10 characteristics:
Characteristics of a Great Counsellor
1. Initiative – the individual shows the ability to start a task on their own, lead
things on their own, etc.
2. Independence – the individual can work by themselves and be successful
3. Problem Solving – the individual is able to solve problems when the arise
4. Communication – the individual communicates well with campers, other staff
members and supervisors
5. Ability to work in a team – when needed, the individual can work in a team and
be a positive contribution to camps success
6. Adaptability – the individual can go with the flow as things change and different
needs arise
7. Compassion – the individual shows the ability to feel others emotions and help
with any issues
8. Leadership – the individual is able to lead, does lead, is a good leader
9. Passion for what camp is – the individual has passion and shows that passion in
their actions and words
10. Willingness to do what needs to be done
Jessica
ica@pearcewilliams.org
I work for a YMCA. We have 10 summer camps in all. For hiring staff, we schedule
two days of group interviews. Applicants must attend one of these days to be
considered. During the group interviews, we have staff participate in games, songs etc.
so we can get a sense of personality and who jumps right into activities. When we ask
questions, the majority of people will get a chance to answer the questions they want –
but no one is obligated to answer a question. We will have applicants that will answer
every single question, and some that sit in silence.
All directors have the opportunity to talk and introduce themselves and their camp.
We take notes on applicants we are interested in.
At the end of the group interview time, all applicants rank their top 3 camps in order.
Then directors stay afterward to discuss the different applicants, their choices, and
where we think they will be a good fit. When we leave, we take their names and
contact info with us. Then directors call the people they liked into an individual
interview.
I personally use the summer camp hiring form that Gary Forester uses. It gives a better
overall view of the person and what they have done – versus asking ‘what if questions’.
The YMCA interview form can be found at
http://summercampprogramdirector.com/pdfs-for-staff-hiring-roundtable/.
Ashley
ahouse@ymcasi.org
For this roundtable discussion about summer camp hiring, I want to start by saying that
I have a 10 week day camp hosted through a local college in which children can register
on a weekly basis. We have the groups divided up based on grade level ranging from
Kindergarten through 7th grade, and each group has 2 counselors.
We are lucky since the camp is hosted through the college because we are able to recruit
many college students here on campus. We normally try to target certain areas on the
campus such as our college of education (students pursuing degrees in education),
college of health sciences (students pursuing degrees in outdoor education and
athletics), and then we also send out flyers and announcements around the college
campus when beginning our interview process.
We have a certain deadline to submit applications but begin interviewing as soon as
possible. During the actual interview process, we normally have 3 people in the
interview: the applicant, myself (the director), and the assistant director. Having that
second person interviewing with me has always helped give me another perspective of
the applicants during the interview that I may have missed. During this process, we try
and just make the process casual to make the applicant more comfortable, which
hopefully helps show their true personality. We ask them to tell us about themselves
and just go from there to get to know them a little better. We try to make them aware of
the fact that we are interested in them and try to portray that we value who our staff
are. That usually takes off the edge, and then we move into our normal interview
questions. We ask questions, such as: “What are your strengths? Weaknesses?”, “What
grade levels do you prefer to work with?”, “Why do you want to work at this camp?”,
“Tell me about your camp experience”, “What do you hope to gain by the end of camp
if hired?”, etc…
After we have interviewed all of our applicants, we consider many things before
choosing who to hire. One of the biggest things we take into consideration is the
personality dynamics of the 2 counselors who will be working together. We want them
to mesh well together but also want them to balance each other out. We try and pair
them together based on their strengths – trying to have each counselor offer a different
strength. It isn’t always possible, but that is one thing that we strive for and in the end,
they typically balance each other out. For example, we have paired an outdoor
education major (who has strengths such as implementing camp activities) with an
early childhood education major (who has strengths such as group management).
Together they are able to offer fun activities to the children to participate in all while
creating a conducive learning environment.
As for mistakes or difficulties, I have found to really have one main issue. It is that
people can be VERY different in an interview than how they actually are when working
with the children during camp. We have tried different interview questions and set-ups
as well as asking different reference questions but nothing has turned out to be a failproof plan (though there may never be one). Some (not all) of the counselors we hire
who I think have certain strengths turn out to be the complete opposite of what they
portrayed during the interview process, and it can be difficult to readjust once this has
been discovered after camp has started.
That is our camp’s interview process in a nutshell. It seems to work for us as of right
now, but I know there are always ways that we can improve the process!
Candice
candice.griffeth@gcsu.edu
Where are the best places to find quality staff applicant?
Most of our quality staff applicants grew up at camp and went through our leadership
program. As we have strengthened our leadership program, we have increased the
numbers of applicants from that program. They are generally our strongest counselors.
How do you run your interviews (one-on-one, panel or group)
We only have a staff of 24 kounselors per term. I interview them one-on-one via
telephone or Skype. Sometimes I will do a telephone interview first, and if I don’t feel
like I could really tell enough about them from the telephone interview, I will do a
follow-up interview via Skype.
We also interview returning staff each year to help them grow and set goals, which is
extremely helpful to their own personal growth and to the strength of leadership on our
staff.
What are the best interview questions you ask?
The best interview questions I ask are:
 “Tell me about a project or achievement of which you are very proud.” (follow
up if needed to discover if it was accomplished as an individual or group, why it
was important, and what they learned about themselves)
 Tell me about a time you had to learn to do something without any instructions
or support.
 Counselors often face a difficult and demanding schedule (hot, rainy, stress) with
little rest or private time. At the end of a such a day, what will you do to relieve
stress and take care of yourself so that you will be ready to go at 100% the next
day?
 Why do you want to work at Kickapoo?
 Tell me about the last time you were tired, angry, or frustrated with a child.
What tips and tricks do you have for finding and hiring awesome camp staff?
We also offer an incentive program for current and past counselors. We pay $100 for
referring an applicant. If we hire the person they refer, and they actually work at camp,
the referring counselor/ex-counselor gets $100! We are searching for more ideas.
How do you deal with Skype or phone interviews?
We do one-on-one interviews using both. I have an online template that I fill in as we
talk (using bluetooth). We don’t work at camp and only have two year-round
employees. I do all of the interviewing, and fill in the form. When I submit the form
with my impressions and recommendations. The director and I (assistant director)
discuss each candidate and decide whether or not to offer a contract.
What mistakes have you made in the past and what do you do now?
The biggest mistake I have learned from in regards to hiring is offering a contract to
someone who has VERY HIGH levels of confidence and feel that they can teach any
class and handle ANY situation. Their great answers do not translate in reality. My
experience with them has been that they think they know everything and don’t respect
our boundaries and rules. I am very wary of someone who just sounds too good to be
true. I look closely at their references, and may even talk to one of their references about
this. I have fired every counselor who presented this way.
Carolyn
carolyn@sheans.com
I do one-on-one interviews, usually via Skype because we are several hours drive from
the universities where most of our staff come from. It’s usually a 15-25 minute
interview, with two categories of questions: previous kid/employment experience and
spiritual experience (since we are a Christian camp). They are pretty routine questions
– we usually have enough applicants to fill our open slots with only a couple extra, so I
can’t afford to be too picky.
The two questions that determine whether an applicant is considered seriously are
 what frustrates you about working with kids?
 a question about their spiritual walk.
For Counselors-in-Training, my favorite question to ask is
 what do you see as the difference between a camper and a CIT?
Our philosophy is that we can train people to do what we need them to do, as long as
the person is willing to work hard and spiritually mature for their age. So while our
questions could probably be better, the interview is more designed for me to get to
know the person – I try to make it more of a conversation than an interview.
Some of our best staff come from long-time summer staff who invite their friends to join
them for the summer. So I tell our former staff about a month before we start hiring to
let me know if they are returning and to recommend their friends to us.
The second source of really good staff is usually former campers who worked as CITS
and then transitioned onto staff – it’s a lot easier to weed out the potential problem
former-camper-staff through the CIT program, where they are only here 3 weeks as
opposed to the whole summer!
If an applicant can’t meet in person at camp or at a coffee shop in the nearby town, then
I’ll do Skype interviews. We’ll set up a day and time, I’ll send them my username, have
them add me as a contact, and then I’ll call them at the arranged time. I’ve had only 1
time out of probably 20+ where the connection was bad. I’ll do the same interview via
Skype that I would do in-person. A phone interview is a last-resort for me – I would
much rather do a Skype interview so I can at least see what the person looks like!
We use InterExchange for international staff. A few times, previous international staff
have recommended us to friends, and they always turn out to be great! Networking,
that’s really what it’s all about, whether looking for a job or looking for staff!
InterExchange is great – they know the kind of staff we are looking for and our rep will
often email me to say ‘hey, I put this guy on review for you, check him out when you
have a minute.’
Chrissy
summercamp@camphighroad.org
We start our summer hiring process by asking back any past staff that had positive
experiences with us the previous year and ask that they secure their spot prior to the
New Year (Jan 1st) before we really get into hiring new staff. Then we post to all the
student job boards in and around town. We are fortunate enough to have several
colleges and universities in the area but we also post to many others throughout our
state. I'd say this is where we get the bulk of our new hires. In past years we've put an
ad in CareerBuilder but we discovered that if we start early enough, we don't actually
need to spend the money on it. We even have put adds on Craigslist which we've
surprisingly gotten some great staff from. Lastly, we get international staff as well. This
year, we were fortunate enough to have a staff member go to a job fair in London
through Camp America. Since we hire so many internationals (I believe the minimum is
6) they pay for the flight & hotel accommodations of this trip. We're hoping that this
personal interaction will help us to find great international staff as we have been burned
in the past.
As for interviews, they are primarily done one-on-one or with two program directors
and the interviewee just depending on the program they are applying for (we have
camps in three parts of the state, all within an hour of each other). Interviews are set up
as we get applications so they happen sparingly throughout the winter and sometimes
spring. When staff are unable to come in to our office, we set up a Google Hangout
which is similar to Skype but easier for anyone that has a gmail account. In the
interview, I just really try to get a sense for the person to feel out what kind of counselor
they would be. Prior to all interviews, I evaluate what I'm looking for; what sort of
personalities, specific skills, etc. A tip for interviewing summer staff would be to be as
open and honest as possible with them about what your expectations are for them. I've
had full-time staff in the past not tell the seasonal staff they were interviewing very
important information (i.e., the day camp they were applying for had a couple
overnights during the summer, the amount of hours they would be working per day,
etc.) and it made for a bit of a rough summer for that particular staff team.
Lauren
lauren.braune@gmail.com
Best Places to Find Quality Staff Applicants
 Local Universities
 Local Junior Colleges
 Camp Fairs
 CIT/SIT Volunteer Programs
We work with local colleges. We get Recreation and Education Majors. Most of our staff
want to be teachers or go into recreation and they must love kids. We do year round
camps and have after school programs in two cities, so it works well when we get staff
because we train all year. Our local colleges also host camp fairs, so we set up a booth.
We also host a camp fair and invite local local groups, like 4H, Boys and Girl Scouts and
boys and girls club.
Our best staff comes from out CIT/SIT Programs. We have a Two year Volunteer
program. They volunteer at ages 14 & 15, and when they are 16 we hire them for our
After school programs & Camp. 95% of them have been in our After school Programs
and camps, so I enjoy watching the grow in our programs and camps.
Interviews
We first explain our programs and Expectations, then we ask the questions.
The big part of our interview is we role play, we want to see how they react and handle
different situations.
Example:
 Two campers not getting along.
 One camper with behavior problems
 A negative staff member
Note: We act these out, they have to find the solutions. (This is also fun) Also they have
to show us creativity, so we give them a paper, webbing or a bowl and they have to
create a game on the spot.
Best Interview Questions
 Why do you want to work in our program. Why are you here?
 Why are you the best candidate for this position ?
 When interacting with a group of kids, one is misbehaving, how do you react.
 What are you going to bring to our Program to make it Better?
 What does Safety mean to you and how will you bring it to our Program
Tips & Tricks
 Make it Fun
 Communication and Constant Training
 Be the Example…Set the Tone/Organization
 Plan Research and Plan
 A Passion for what you do…….your staff will see it and so will the people you
interview.
Peanut
rhenderson@templetx.gov
Well, it is difficult to find truly “creative” people. One of my applicants this past spring
actually asked me, what creativity truly is. We hired her on the spot!
Our intent is to always find fun and caring people, above all else. However, the
question to me, does a few things;
1. It breaks up the standard, basic questions that are often part of the interview process
2. It is a very difficult question, whereby the candidate really needs to think about their
answers
3. If they have an answer, it provides us with a relatively good picture of the type of
person they are, and the type of employee they could be
4. It sends a message that the position of a camp counselor is serious business. Anyone
who walks in thinking that it’s a basic summer job in which they can collect an easy
paycheck is applying for the wrong thing. There are probably a few other benefits with
this question, but it has by far made each of our candidates take pause and provide a
thoughtful answer.
Jonathan
recdir@montague-ma.gov