Summer Camp Daily Brief – November 17, 2025: Staffing Insights for a Changing Workforce

Monday morning briefing time. Let's dive into the week's biggest workforce shifts that are reshaping how you recruit, train, and keep great staff for your camp programs.

College Numbers Paint a Brighter Picture

The National Student Clearinghouse just dropped their fall enrollment data, and there's actually some good news here. Undergraduate enrollment ticked up about one percent nationwide compared to last year. Community colleges saw the biggest gains, while four-year schools (both private and public) posted smaller but still positive increases.

What does this mean for your hiring pipeline? More students equal more potential staff, but it also means more competition for the same talent pool. Community college growth is particularly interesting for camps: these students often live locally and actively seek flexible summer work that fits around their school schedules.

Here's your action plan: Start your outreach earlier this year. Build stronger partnerships with local community colleges. And here's the key part: strengthen your messaging around leadership development. Today's students are looking for roles that actually build their resumes and support career goals. Lucky for you, camp work teaches teamwork, communication, and problem-solving skills that employers consistently rank as top priorities.

Gen Z Wants Different Supervision

LinkedIn Learning published some eye-opening research about what Gen Z expects from their managers. The short version? They want clear direction, quick feedback, and psychological safety. These young workers thrive when supervisors check in often and actually explain why decisions matter.

Sound familiar? This mirrors exactly what many camps see each summer. Staff perform better when supervisors offer structure and presence. The difference is being intentional about it.

Train your head staff to run short daily check-ins. Prepare supervisors with simple scripts for those tough feedback moments. Share examples of strong communication during staff orientation. When supervisors model steady leadership, you reduce turnover dramatically.

Overtime Rules Keep Shifting

The Department of Labor's new overtime salary threshold took effect this summer, with another increase scheduled for January. If you employ full-time directors, specialists, or seasonal leaders, you need clear compliance plans.

Recent HR publications highlight widespread employer confusion around the next phase, and camps aren't immune. Take a quick audit of your full-time and seasonal exempt roles. Review job descriptions for clarity. Confirm your time tracking practices for any staff near the threshold changes. Most importantly, provide written expectations before your summer hiring starts.

Camps that handle this early avoid last-minute payroll headaches and reduce organizational risk.

Flexibility Becomes Non-Negotiable

A national Handshake survey reveals rising interest in flexible jobs, shorter commitments, and summer work that respects school schedules. Students want opportunities that acknowledge personal time and mental health.

This doesn't mean you need to change core safety or supervision standards. Small adjustments can create stronger alignment with worker expectations.

Consider building shorter commitments for support roles: weekend media staff, half-summer specialists, or guest instructors. Offer optional late-start days for non-cabin roles during slower periods. Create skills-based tracks for students who want project-oriented work like social media, program design, or operations support.

These flexible options widen your applicant pool without weakening camp culture.

Service Work Appeals to Young People

Here's encouraging news: A recent YouthTruth survey highlighted increased interest in service work among high school students. Respondents expressed strong motivation to support younger peers, contribute to community programs, and pursue leadership pathways.

Camps provide service-driven roles by nature. You help young people grow, teach skills, and build confidence. Position your staff work as community leadership to align with this trend.

Update job postings to highlight service outcomes. Share brief stories from returning staff about their impact. Add reflection prompts during orientation to center purpose. Train supervisors to reinforce purpose during tough days.

Purpose anchors staff during moments of fatigue and creates stability in your leadership teams.

Mental Health Support Becomes Essential

Several recent reports point to rising stress among youth workers. The American Psychological Association published data showing higher anxiety rates in young adults. The CDC highlighted sharp increases in stress reports among students working part-time while in school.

Your camp staff bring these stress factors into your program, so your training must reflect this reality.

Add mental health first aid resources during orientation. Prepare supervisors to recognize early warning signs. Designate calm spaces for staff to decompress during breaks. Establish simple check-in systems for staff who need support.

A calm, predictable environment protects staff performance and strengthens your leadership culture when you meet people where they are.

Leadership Development Accelerates Everything

LinkedIn's report also highlighted faster career progression expectations for Gen Z workers. Young adults want rapid skill growth, not passive summer jobs. They want clear leadership ladders.

Camps already provide this structure naturally. You train staff to supervise groups, manage conflict, lead activities, and communicate with parents. These skills directly match employer priorities.

Create a first-year leadership module with weekly topics. Develop a simple leadership log with reflection prompts. Share growth maps for every staff role. Add micro-credentials for skills like conflict resolution or risk management.

Structure supports retention and reinforces professionalism.

Your Next Moves

These trends point to clear signals for the months ahead. You face competition for young workers, so you need faster outreach and stronger messaging. You need supervisors who communicate clearly and flexible structures that align with student schedules. You need mental health supports that keep staff grounded.

Start recruiting now with direct messages to last year's leads. Update job descriptions to highlight leadership skills and community service. Meet with supervisors in December to outline coaching expectations. Review pay ranges and overtime rules before finalizing contracts. Build one new flexible role to increase your applicant pool. Add mental health practices to your staff plan.

Strong staffing emerges from clear communication, purposeful leadership, and early planning. When you prepare now, you create a stable foundation for counselors and specialists. Your staff deserve guidance and support. Your campers benefit from confident leaders.

What's your next move for strengthening your summer team?

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.