Most of us can’t help it. We tend to associate particular jobs with one or the other, based on a mix of stereotypes and tradition.
Consider construction workers, plumbers and electricians. Who do you picture? In all likelihood, you’ve conjured up the image of a man.
What about nurses, daycare workers and teachers? More often than not, we imagine women fulfilling those roles.
And while both men and women are employed in each of the job titles listed above, it is noticeable that there is a gender imbalance when it comes to people who apply for such career opportunities.
You’re likely aware that you can add camp counselor to the list of jobs that tend to receive a majority of female applicants. But this doesn’t necessarily mean that young men aren’t interested in the position.
Perhaps, the ways in which you advertise your openings for the camp counselor role doesn’t cater to males.
How can you attract more male applicants to the camp counselor role? Here are 7 ideas:
1. Be specific in your request for male applicants.
When it comes right down to it, it’s probably in your best interests to just be straight up about it. You’re looking to bolster your staff with more male camp counselors, correct? In that case, it’s best to just tell it like it is.
“Male Camp Counselors Needed” is an excellent way to describe your job posting. Be sure to use it as the subject heading in your email newsletters.
Don’t be afraid to reach out to your current staff members and ask for their assistance in spreading the word. If everyone on your team sends out emails with this targeted message, you’ll be a lot more likely to attract the applicants you’re looking for.
2. Avoid language that suggests the job is geared towards females.
Research has shown that some job postings use language that promotes what has been coined as “pink-collar jobs”. As a result, the job postings attract mainly female applicants.
The perception given by the job postings is that they are advertising “women’s work”. Researchers have found that this is especially prevalent in the healthcare industry where jobs such as nurse practitioner, genetic counselor and home health aide are significantly dominated by women.
It is recommended that such words as “sympathetic”, “care”, “fosters”, “empathy” and “families” be avoided, while using gender-neutral terms such as “premier” and “extraordinary” is advised.
3. Use key words that spark interest in males.
To follow up on that last point, it is suggested that employers utilize some common key words in their job descriptions that appeal to male job seekers. Words that tend to result in male hire include “manage”, “forces”, “exceptional”, “proven” and “superior”.
Researchers have determined that when men are looking for work and see job postings that appear to request traditionally feminine qualities, it deters them from sending in their applications.
As mentioned earlier, this may simply be based on stereotypes and age-old traditions, however, the numbers do not lie. Some jobs receive a disproportionate amount of female applicants.
4. Find new places to advertise your job postings.
Which websites are most enjoyed by males? Perhaps, it would be worthwhile to look into advertising your camp on those websites.
Which college and university-based clubs are comprised mainly of male members? Maybe you should reach out to those groups before the school year is up in an effort to spark some interest in your summer job opportunity.
Consider the fact that your job postings may not be currently located in areas where guys happen to be. When you go where the guys are, you’ll be a lot more likely to attract their attention.
5. Ask former staff members for referrals.
It’s often been said that there’s no better type of advertising than word-of-mouth promotion. And who better to promote the camp counselor role at your camp than a former camp counselor?
Your former staff members clearly have the experience needed to provide accurate descriptions of what it’s like to work for your camp. Not only can they share stories about the amazing times they had working for you, but they can stress the fact that your camp welcomes both males and females to the camp counselor role.
Don’t be afraid to reach out to your former staff members to let them know that you’d appreciate their help in advertising your job openings to their male friends.
6. Highlight your interest in diversity.
It is highly recommended that you highlight the fact that you work with a diverse team. And, if you think your team isn’t diverse enough, it’s important to communicate to job applicants that diversity is of huge importance to your camp.
The more diverse you show your organization is, the more diverse your list of job applicants will be.
One idea is to include photos and short bios of the members of your current staff on your website. Show that you are building a team that is comprised of people of all backgrounds and be sure to highlight the fact that both men and women are equally involved in your camp.
7. Get in touch with seasonal employers in your area.
Are you located near a skating rink or ski lodge? Are you part of a community where young boys have been shovelling driveways all winter?
Contact your local businesses and/or community centers to inquire about their male employees. Once the winter is over, those employees may be looking for summer work, and your camp may just be the perfect fit.
Take things one step further and offer to partner up with these businesses so that the assistance in finding seasonal employees goes both ways. This may solve your hiring dilemma for many years to come
The USA Camp Association is committed to providing camp owners and directors with a number of resources to address their hiring needs.
For more information, please don’t hesitate to contact us today!