Monday Daily Brief: New Labor Data Offers a Path for Camps to Strengthen Staff

A new labor report from the Bureau of Labor Statistics shows two clear shifts. Teen employment rose for the fourth straight year, and short-term seasonal roles outperformed long-term part-time roles in applicant interest. This shift matters for you. It signals stronger supply for counselor hiring and stronger interest in seasonal work with purpose.

You face a tough labor market each spring. Any data that helps you plan earlier and smarter gives you an advantage. Today's brief shows how you strengthen leadership pipelines, attract stronger applicants, and keep your teams stable in a fast-changing labor environment.

Key Takeaways from the New Data

The latest report highlights trends that affect summer staffing decisions. Teen employment rose again. Short seasonal work gained interest from applicants. Applicants aged 18 to 24 showed declining interest in long part-time roles during the school year. Gen Z workers ranked purpose-driven work as a top priority.

These trends favor camp employment if you prepare early and present your roles clearly.

Why This Matters for Camps

You rely on two segments for much of your staff: high school workers and college-aged workers. These groups respond to clear expectations, strong training, and social connection. National trends show they are seeking jobs with meaning and belonging. You offer both when you train well and run a supportive culture.

You also face more competition from retail, food service, and recreation employers. They are raising hourly wages and moving hiring timelines earlier. You win when you offer stronger leadership development, better supervision, and better community.

Your job is to show young workers how camp prepares them for the fall. They want clear growth. They want skills they can explain on a resume. They want belonging and stable managers. You give them this when you invest in leadership training, clear accountability, and supportive systems.

Action 1: Use a Winter Leadership Pipeline

You build leadership strength when you develop your staff from December through April. You set expectations before the season starts.

Plan three short virtual trainings between January and April. Teach returning staff how to run small groups, lead transitions, manage conflict, and support new counselors. Give them a title that reflects responsibility such as Unit Mentor or Activity Lead. Make each training short, with one skill and one practice activity.

This work prepares returning staff and signals to new hires that your culture supports growth.

Action 2: Create Clear Stories for Recruiting

The labor report shows purpose-driven work attracts Gen Z workers. You win when you express what your counselors gain.

Focus on three messages: You grow as a leader. You learn how to manage time and people. You join a strong community.

Share real examples from last summer. Use quotes from staff rather than long descriptions. Evidence increases interest.

Action 3: Move Your Recruiting Earlier

National seasonal employers moved hiring windows earlier during the last two years. Camps that wait until March or April risk smaller applicant pools.

Post all open roles by January 10. Reach out to returning staff by January 5 with clear offers. Host two virtual open houses for prospective hires in late January or early February.

This schedule secures stronger staff before competing employers reach them.

Action 4: Build Micro-Interviews

The labor report also shows shorter application flows lead to more completed applications. You increase your hiring yield when you simplify steps.

Create three short prompts for candidates: Describe a moment when you helped a younger student. Describe a time you solved a conflict. Describe how you stay calm during stress.

These questions reveal maturity and fit without long interviews. Younger applicants respond well to shorter processes.

Action 5: Strengthen Supervisor Teams

Your counselor quality depends on your supervisor strength. New supervisors need training and support before June.

Give your supervisors three tools: Clear communication expectations. Short check-in structures for each counselor. A plan for observing and supporting staff during transitions.

When supervisors follow consistent routines, staff performance improves. This lowers turnover during the summer.

Action 6: Address the Compensation Question

Seasonal wages in retail and food service rose between 4 and 7 percent this year. Camps need clear strategies.

Offer bonuses for returning staff. Offer bonuses for middle leaders who complete pre-summer training. Offer referral bonuses for hard-to-fill roles.

You rarely need to raise base wages across every role. Targeted bonuses allow you to stay competitive while staying within budget.

Action 7: Support Staff Mental Health

A new American Psychological Association survey reports high stress levels for young adults aged 18 to 25. Counselors in this age group need clear boundaries and supportive work environments.

Build a stable schedule with predictable breaks. Assign mentors to first-year staff. Train supervisors to watch for early signs of stress. Provide quiet spaces for staff during off periods.

Lower counselor stress leads to better interactions with campers and stronger performance.

Action 8: Set Staff Accountability Early

Young workers want clear expectations. You set the tone before training week.

Send all staff a clear expectations handbook by May 1. Focus on attendance, punctuality, communication, and safety. During training week, practice the expectations through role play.

Early clarity reduces mid-summer performance issues.

Action 9: Focus on Peer Connection

Strong peer relationships reduce turnover. You create these during training and week one.

Assign small cohorts for learning and meals. Run short icebreaker activities designed for staff, not campers. Give returning counselors small responsibilities that help new staff feel welcome.

Peer belonging leads to stronger counselor retention. Research from Gallup shows workers with strong peer relationships report higher engagement.

Action 10: Tie Staff Development to Future Careers

Gen Z workers look for roles that prepare them for long-term careers. You make this explicit.

Share three clear outcomes: Staff learn leadership skills that employers value. Staff practice conflict management and problem-solving. Staff gain confidence speaking to groups.

Help them translate these skills into resume language. This increases commitment and reduces mid-summer attrition.

Closing Thought

This week gives you a chance to reset your leadership mindset. National labor trends favor camps with strong training and clear expectations. You attract stronger teams when you communicate purpose, provide accountability, and support peer connection.

Camp remains a unique environment where young people develop real problem-solving skills. Your staff learn to manage time, navigate interpersonal challenges, and think creatively under pressure. These abilities transfer directly to their future careers and academic pursuits.

Your camp thrives when your staff thrive. Start your pipeline now.

Want more insights on youth leadership and camp innovation? Follow along at www.ilove.camp and connect with me on Instagram (@MattLovesCamp) and LinkedIn for daily updates from the camp world.