1. Attracting: Try Some New Recruiting Methods
This one might seem like a no-brainer, but many teenagers are new to the job market and aren’t necessarily sure of how to find work, or how to apply.
Try some new tactics like:
- Go where they are. Post your job openings on school job boards or near schools (with the permission of the school district or administrators), or in spaces where teenagers in your area might hang out.
- Get creative on social media. Post job openings or advertise job openings on Facebook, Instagram, and even on TikTok–No, seriously: Chipotle recently announced they’ll be accepting job applications via TikTok.
- Open Interview Time. Hold chunks of “open interview” time on a weekly basis and post the times on a flyer around your store, as well as on your letter board outside your store. On the flyer and letter board, be sure to specify the minimum age to apply (Some minors might assume they’re not able to apply until they see their age group called out!)
- Make it Easy – and Digital! Ensure your application is easy to complete and submit online, and if possible, include a blurb somewhere in the process that communicates that prior experience is not necessary. Many teenaged applicants may get discouraged through the application process when the application asks to document the previous experience.
2. Have a Solid Staffing Plan
What are your staffing needs based on forecasted sales? Can one or more of your summer employees work short shifts covering busy times, during the lunch rush for instance?
College students can be particularly useful in this scenario because typically they do not have classes scheduled all day. If you don’t already have an employee who can make this work with their schedule, do they have any friends who could? We all know that employee referral is one of the most successful recruiting methods.
Ask for a detailed availability from all your employees who are going back to school and whether they have friends or classmates who might be interested in taking on a few hours per week.
3. Keep Lines of Communication Open When Students Go Back to School
Fall is coming and that means your teenage employees are going back to school. That’s okay, they will still need work, and all you need is open communication to ensure a smooth transition.
It will benefit you to let your team know ahead of time that going back to school doesn’t mean you will not be able to provide them with work. Communication is key here. Be clear with them about your needs.
Ensure they understand that 1) even one shift a week would be a great help to you, 2) you know their obligations at school are the priority, and 3) you will work around their commitments.
- Get a school schedule so that you know about days off, special events, homecoming, and conferences in advance.
- If your employees are involved in sports or extracurriculars, get those schedules as well to avoid any potential issues.
- If you can, get to know the families of your employees and keep in touch with them.
- Periodically touch base with your high schoolers regarding their grades. There is always a chance that the first parent/teacher conference will lead to turnover.
4. Remember the Benefits of Employing Minors
Many managers love the clean slate aspect of hiring minors. If the individual is motivated and willing to learn and comes to you without any preconceived notions or bad habits picked up at a previous job, they can be easier to train. They will work for less money than experienced workers, and while they are available for part-time hours, you won’t have the pressure of a commitment to full-time hours during slower periods. Also, assembling a larger, more flexible crew is a great way to combat employee fatigue, burnout, and costly over time. Lastly, you never know where your next company superstar will rise. One of your part-time new hires could end up running the show someday – Provide opportunities for professional development and ensure your training process is tight.