5 Smart Ways to Recruit Lifeguards

While in the middle of peak season for pool weather, many aquatics managers will be struggling to recruit from a limited selection of high-quality lifeguards.

So the question is, what can you do to make your recruitment strategy stand out from the pack?

These handy tips will keep you from sinking in the deep end during those busy summer months.

1. Participate in Community Outreach

Most ideal lifeguard candidates are high school students, and this is precisely why community outreach is such a fantastic resource for public pool managers to take advantage of.

When it comes to hiring, it is not just about spreading the word but spreading the word in all the right places.

Mobilize an advertising strategy that integrates public schools, youth group headquarters and other popular hangouts where teenagers are likely to gather.

The campaign doesn’t need to be cutting edge. More often than not, a simple posting will suffice or just asking a director to make an announcement will work as well.

2. Tap Into a Wider Market

In a highly competitive market, qualifications and certifications are one of the main things that keep potential lifeguard candidates from applying for the job.

So why not open your pool of candidates up to a wider base by chipping in for some of the training that they need for the job?

Yes, it is an extra investment, but it is one that will pay off in the long term when you aren’t scrambling to cover shifts during peak season.

3. Make Use of Referral Incentives

One of the best resources to take advantage of when searching for new recruits is your own employees.

Lifeguards are more likely than the average population to know other lifeguards, so why don’t you launch a rewards program as an incentive to generate staff referrals?

This is one of the most effective ways to bring in lots of qualified candidates in a short period of time.

Even better, the thrill of competition and the promise of reward is bound to drum up excitement and positivity amongst already existing staff members.

4. Mobilize Social Media

If there is one place that teens are all hanging out, it is on social media. This is why all of your social media accounts should be used as a tool to get the word out there.

Go above and beyond by seeking out groups and forums likely to attract the type of local kids that fit the description.

Try making a short video to really generate attention.

5. Encourage Loyalty

One of the best ways to run a successful recruitment campaign is to do so in a way that will ensure that your new trainees are in it for the long haul.

This means making a long-term commitment to cultivating the type of positive work environment that is going to stand out from the competition.

That said, when it comes to raising morale, the best place to start is with those already existing employees.

Host fun extracurricular events, reward long-time employees with a raise, involve seasonal staff members in the onboarding and training process whenever possible.

When it comes to managing the type of pool that lifeguards are going to want to work at, it is really the little things that count.

The Takeaway

Now that you have all the summer staff you need, wouldn’t it be great to ditch the paper and enjoy the ease that comes with having intuitive real-time schedule management at your fingertips?

Now just imagine if that same app could provide a comprehensive pool management system all in one.

Well, you are in luck. DigiQuatics is the only pool management app that does the job of 16 apps all in one.

So step into the future and join the 29,126 pool managers, lifeguards, and instructors who’ve already made the switch.

Let’s get you started with our no-obligation 30-day free trial today.