5 Reasons you should get a summer camp job (and get your parents support!)

Photo Credit Camp North Star

So you want a summer camp job but feel – or more likely, your parents feel -you should get a “real job”. First of all, summer camp jobs are REAL jobs.  In fact, a summer camp job may be the most real job with the most real life benefits you can take this summer. Below are 5 real-world benefits of working at summer camp.  Camp jobs are more than just fun (and, yes they are FUN), a camp job can be a part of your total education experience.  Now let’s get you and your folks on the same page…

  1. Travel – The majority of American students attend college with 100 miles of home. Summer camps are in all 50 US States and all of the southern Canadian provinces. Summer camps offer paid (or partial) travel to and from camp, salary, free room and board and all expenses on official camp trips. Explore a region you may be considering for after college graduation or just expand your knowledge of the country. Travel will help you grow as a citizen and a person.
  1. Make new, diverse friends – Because of the 100 miles from home thing mentioned above, most college students do not have the opportunity to develop real relationships with students from different backgrounds – regional, political, racial, religious. In a time when the country has seemingly become so sharply divided, camp offers the opportunity for positive relationship building. The camp we ran had a staff of 180 from over 30 states and 10 countries each year. Staff had the chance to put real faces to the ideas they read about on social media and heard about on the news. Who knows, during a long hike or around a summer night campfire – a conversation or an exchange of ideas may lead to solutions in the future.
  1. Make job connections – Colleges are preparing students for a future of job mobility and remote working environments. Again, noting the whole 100 miles thing, the geographically diverse relationships at summer camp can lead to future job opportunities and in the case of a truly mobile working situation – the opportunity to have friendly, helpful faces when moving to a new area. The bonus is your LinkedIn connections will get a huge boost in the cool factor!
  1. Have real responsibilities – Face it, for an undergrad an internship at a Fortune 500 company is probably a summer of picking up dry cleaning and taking coffee orders – no real responsibility that can affect the business. At summer camp, every staff member bears responsibility for the success (or failure) of the camp season (aka the business.). Bunk counselors are responsible 24/7 for the safety and health of their bunk. Group leaders are responsible for conflict resolution with coworkers and between campers. Aspiring coaches are responsible for developing and executing lesson plans and classes. Every interaction has direct impact on a campers experience – leading to the camps growth or otherwise. For a college student having a first time job experience, tack on time management skills and personal responsibilities. A staff parent once told us, “My daughter was pretty sheltered before camp. Whenever she had problem at school, she called us on her cell and we solved it. This summer she had to take responsibility for herself and has come back a more self assured, mature woman. Thank you!”
  1. Make a difference – Summer camp staff have the opportunity to make a real impact on the lives of fellow staff and the campers. This seems obvious at the wonderful the non-profit camps reaching at risk populations and special needs campers. What may not seem quite as obvious is the impact staff can have at private camps can be just as meaningful. Early in my camp career, I questioned whether to move from for profit, private camping in to the non-profit camping world. A wise camp director pointed out, the campers at his high-end camp had every opportunity in life to become CEO’s, political leaders, doctors – everything that financial privilege had to offer.  What we could do as camp professionals is make sure these future leaders were instilled with the values of summer camp so that when they were in position too impact the world, their summer camp experience would guide them. You may think that sounds a little kumbaya – but what’s wrong with that?!?
photo credit Camp North Star
Looking for Summer Camp Staff? Camps can join CampStaff.com and search through thousands of staff applications. We’ve been connecting summer camps and summer camp staff since 1996.  Let CampStaff help you find the perfect summer camp staff.  Looking for nurses? Visit us at CampStaffNurses.com.
Looking for a summer camp job? Campstaff.com is a free, single application website connecting staff with thousands of summer camp jobs at hundreds of summer camps across the United States and Canada. 
RN’s, LPN’s, student nurses, and other medical professionals, CampStaffNurses.com has summer camp nursing jobs across the United States at some of the most beautiful summer camp locations.  Spend your summer working with great co-workers. Many camps offer the option to bring your family to camp. Apply today for free with a single application at CampStaffNurses.com

How to Have a Summer Camp Internship

This year, more colleges and universities are requiring students to fill summer internship credits making the summer internship the camp industry’s biggest competitor for college aged staff.  

Internships are intended to provide learning opportunities, develop leadership and offer a chance to assume responsibilities in a field of interest. In many cases however, internships at large corporations are “below entry level jobs” with eager students relegated to spending their summer making copies, picking up lunch orders, and filling coffee cups with no real chance to assume responsibilities or show leadership potential.  

Now think about the leadership opportunities and responsibilities staff at your camp have every day of the summer. Where does a college student have the most chance for meaningful growth? The answer, of course, is camp!

So, how can your camp use internships to help staff? With very little effort, your summer camp can offer fulfilling internships to your staff with the bonus of providing stronger job skill development than most corporate internships. 

How does a camp get started?

Your camp already has maybe the widest variety of options for college aged students to earn internship credits of any business out there. Health services, recreation, hospitality, accounting, marketing, agronomy, computer science, etc, etc, etc – the potential list is huge!

Internships at camp have been around for a long time and although some camps handle the internship process very well, it seems obvious from the large number of camps not utilizing internships that many camps are unclear of how to start. 

CampStaff reached out to Jolly Corley, staffing director at Camp Robindel in New Hampshire, for advice on getting an internship program started at camp. Jolly has successfully offered summer internships at Robindel for many years and was happy to share her expertise. 

Jolly and I talked about the tangibles of how to make an internship work (more on that in a second). Before we even get to the “how” of making an internship work, Jolly recommends coming up with 3-5 skills your camp can give an intern by the end of the summer.

CampStaff Asked, “What can you give an intern as a skill that they may need?”

The answer to this will be different for each camp. Look at your camp’s values, your message, your program – what type of person comes out of your camp at the end of the summer? For example, are you aiming for your intern to be able to think on their feet with creative programming by the end of the summer, or do you run a more structured program where the outcome may be that the intern can work as a member of a larger team and work within the confines of the boundaries set forth in the program?

Jolly and I spoke about soft skills vs. hard skills. As a camp industry, we pride ourselves on teaching our staff the soft skills of life; creative thinking, teamwork, decision making, time management, motivation, flexibility, problem solving, critical thinking skills, and conflict resolution, just to name a few. 

These are some of soft skills that your intern may be taking away with them at the end of the summer. Or perhaps you may want to focus your internship on the hard skills of a program; ie. If your waterfront director is using his/her job as an internship, his/her skills may be safety, protocol, staff management, scheduling, and procedures.

In writing, your guideline will look like : “At the end of the summer interning with us at Camp XXX, you will be able to x,y, and z”. 

Once you are able to define what you can offer an intern, begin thinking of how to go about hiring staff who can use their camp job as an intern. Yes, the tangibles of making this whole system work!

CampStaff Asked, “Is it best to set up an internship “as is” or can you customize the internship for each intern?

Jolly gave the example of her standing position yearly of “event planner” as an internship. This is a desired position and she opens it only to returning staff (for a variety of reasons). She also has openings for internships that she tailor -fits to staff, depending on their major and the requirements needed to be met. 

Camp is fortunately similar to a small town, complete with every job skill imaginable and a need for various people with various skill sets. Thinking outside of the box may allow you to hire that highly sought after staff member AND offer a salary AND internship. Jolly recounted the story of re-hiring one of her best staff members while being able to offer her an internship in civil engineering.

CampStaff Asked, “After you have set up the internship with an employee, what are the  obligations as a camp director/staffing director in terms of follow-up?”

For an informal internship, as often is the case with international staff, usually a written reference once a summer. 

For a formal internship, possibly some initial paperwork, meetings over the course of the summer, and a follow up to the initial paperwork

Jolly gave a great tip for the meeting with staff during the summer; she offers them a reading list of books and/or articles. When the interns come to a weekly meeting with her, she can reference the reading as a starting point for conversation with the intern and apply it directly to the experience the intern is having at camp.

CampStaff Asked, “Do interns get paid while working at camp?”

Yes, please pay them.

CampStaff Asked, “Are there enough hours in the summer to fulfill the needs of an internship?”

Yes, working 12 hour days for 6 days for 8 weeks will more than fulfill a typical 400 or 480 hour requirement. When listed, most internships at colleges will state “for the full semester”. What Jolly has found that when the prospective intern talks with their college advisor to explain the situation of hours worked, advisors view the summer camp experience as a full internship requirement. 

We hope these tips help camps who have been thinking about offering internships, but didn’t quite understand them. If you have questions, reach out to us at CampStaff. 

photo credit Camp Robindel

Looking for camp staff? Visit www.campstaff.com and begin searching for staff today. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer staff!

Rethinking the Lost Position of Camp Waiter

The summer camps in the area I first worked once had highly coveted positions of Camp Waiters.  My old camp employed former campers between their CIT year and high school graduation – when they were eligible to be full cabin staff.  Positions were limited and very competitive.  The jobs were also hard work.  But a strong showing as a waiter was also a guaranteed position as a camp counselor when old enough.

Back then, most camps dined family style and the waiters were used to orderly distribute food at meal times.  Waiters also maintained the cleanliness of the dining hall and shared time in the dish-room.  At most camps waiter positions faded to non-existence probably because of some combination caused by: the popularity of camp buffet style meals & parents (and kids) choosing from the hundreds of teen travel, educational and specialty options over a “character building” summer jobs.  Camps could also easily employ over 18 year old International staff via J-1 visas and eliminate the worry of supervising minor aged staff.  With plentiful staff available to hire, camps were not necessarily concerned about losing their ex-campers to local day camp jobs.  Staffing in general has gotten tougher and now camps are rethinking staffing.

With the J-1 Work Travel program still facing uncertainty in Washington and definitely facing stiffer competition from the summer competitor industries (National Parks and Resort areas among the biggest) we think its time to rethink the old camp waiter position and open a new source of domestic support staff.  We’ve heard from several camps considering this move particularly for kitchen support staff, facilities and cleaning staff and office support.   

Here’s some suggestions we’ve heard…

Make it a REAL job – We know of a few camps who actually use the title of Waiter/Waitress for their gap year/11th grade summer.  Most of these camps describe the position on their websites as more of a 1/2 staff, 1/2 camper position.  The advice we are getting is make this a real job and treat as regular employees.  Make sure anyone applying for these positions – and just as importantly – their parents understand that this is a job.

Have a real interview process.   Most camps are only considering hiring former CITs so that the employee is already well known and a relationship with the family is established.  However, it is very important that the applicant complete your full interview process and understands that this is indeed a job and not a bonus camper year.  An added benefit is that your former camper has a chance to safely hone job interview skills as you conduct the interview process.

Have a Leadership position designated to supervise this group.  You already know the challenges of supervising first time job holders on staff and have deep layers of supervision to account for it.  This group will face unique challenges and no only first time job holders but also experience their first time away from home being responsible for themselves.  Like all staff, its important that they have the tools and support to be successful.

Have a time off plan in place.  Most camps have excellent in camp and camp sponsored out of camp activities for staff during time-off, particularly for under 21 year staff as part of the camps staff retention program.  Be prepared to offer more age specific options and provide transportation when needed.

Have a transition plan for the following summer.  The biggest reason to hire this age group is to meet immediate support needs in camp, the very close second best reason is to retain quality camp staff for the following summer.    Arrange opportunities to shadow staff at a level not available to CITs.  We assume you already do this for work travel visa holders already, particular those with skills you could use in program or the bunks.   Like your older staff, make sure they know you want them back next summer and offer contracts before they leave camp.

Looking for camp staff? Visit www.campstaff.com and begin searching for staff today. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer staff!

Camps Are Staffing Now

Year round staffing efforts are nothing new. The majority of camps using CampStaff have a full-time staffing coordinator. Even during the summer camp season, CampStaff.com once again experienced brisk usage traffic as staffing coordinators or directors hired additional or replacement staff as needed. And in recent years, plenty of camps have made sure staff invited back got next summer leave camp with contract offers in hand. This summer, we’ve seen an increase in this urgency.

Trends we are seeing…

CampStaff member camps have updated job postings for 2019 and are already actively pursuing staff. October 1st has historically been the unofficial start date for more aggressive recruiting camps to ramp up efforts on the site. This year we had camps begin in August.
More camps are converting to year-round memberships from monthly memberships. Camps who have traditionally used CampStaff on a per month basis to fill specific late openings in the spring have begun year round staffing efforts. (August 2018 had 15% more camps listed than last August 2017)
Camps are offering early signing bonuses. In hopes that earlier commitment means staff will be more likely to follow-though next summer, camps are offering early signing bonuses. Bonuses range from $100 for general staff to several hundred for key positions. Secondary value is getting a earlier idea of positions that will need filling for 2019.
Camps are offering increased referral bonuses. Putting your returning staff to work recruiting is a no-brainer for most camps. One camp we spoke to went up 100% on staff referral bonus – $200.

Looking for a camp job? Visit www.campstaff.com and fill out your FREE profile. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer job!

 

Looking for staff? Visit www.campstaff.com and join us today in searching through our database of thousands of staff looking for a job AT CAMP!

Signing on the Dotted Line: Commitment Is a Two-Way Street

Reprinted in part from Camping Magazine by permission of the American Camp Association; copyright 2018 by the American Camping Association, Inc.

Congratulations! You committed to working at camp this summer, and the director and/or team who hired you have been anticipating your arrival since you signed on the dotted line! It is completely normal to have cold feet and wonder if you made the right decision to spend your summer at camp, similar to the feelings of the campers you will soon meet who will be embarking on this adventure as well. Before the butterflies in your stomach get the best of you, know that commitment is a two-way street. Yes, you made a commitment to camp, and camp also made a commitment to you (whether it is your first summer or eighth summer on staff).

Working at camp is a real job and should be treated in the same manner as employment or obligation anywhere else. Because you will be taking care of other people’s kids, the hiring process to work at camp is rigorous. Your application was screened; you were interviewed (sometimes more than once and by multiple people); your references were contacted; and background and other related checks were run before you were even offered a job. Steps were taken for returning staff to be rehired as well. Not everyone is cut out to work with kids, but you have been carefully selected and trusted to become an integral part of a camp community.

One of the main reasons you were hired is because of your strong moral character, which means being responsible, having integrity, and staying true to your word. Thorough consideration has been given to where you will fit in the bigger puzzle of the staff team. Don’t be thatperson who bails on your commitment! If you are new to camp this summer, you may not know the people you are coming to work for and with very well (if at all). Please know they are counting on you to fulfill the contract you signed.

It is possible you made the decision to work at camp several months ago, and other opportunities may have presented themselves to you in that time that could get in the way of fulfilling your commitment. Weddings, family reunions or vacations, taking classes to catch up or get ahead, sorority/fraternity rush, etc., may lure you to rethink your commitment to camp. If something has come up since you signed your contract that would affect your ability to stick it out, it is best to talk to your camp director sooner rather than later to explore options. The courteous thing to do is to set up a time to discuss in person. Texting is not the best way to deliver the news. Worse yet is telling your camp director about your plans at the last minute instead of asking permission in advance.

Camp Is a Job

Hopefully, you get the idea that while working at camp is a job, it is unlike any other employment experience you will ever have. At the end of the day, you will earn a paycheck and may receive other benefits such as room and board if working at a resident camp (where housing, meals, laundry, utilities, and other living expenses are usually covered). This may mean extra money in your pocket at the end of the camp season when returning to school (or looking for another job). Regardless of working at a resident or day camp, you will typically get paid a base salary with add-ons for experience, certifications, leadership roles, extra duties, etc. A bonus for completing your contract may even be included. Working at camp can be a great way to save most of your earnings.

Commitment to you beyond the paycheck comes in the form of innovative training, intentional opportunities to connect with the people you will work with, and support every step of the way. What you may not realize is working at camp has many benefits that will last long after the summer is over. This commitment to you will not only help you be successful in your career choice but also in life. Commitment is a two-way street. Thank you for keeping your commitment to camp — it is a win-win for both you and the camp that is fortunate to have you this summer.

-article written by Kim Aycock

Looking for a camp job? Visit www.campstaff.com and fill out your FREE profile. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer job!

Summer Camp Staff, What to Pack?

For all of you staffers getting ready to head off to camp, you are probably starting to think about what you will pack for the summer. No doubt your camp has sent you a packing list. Use it!

And… I thought I’d share some general camp items with you that are among my favorite.

  • water bottle – if you can, get the kind with a “flip” top, instead of the screw on/off top, I guarantee that you will stay more hydrated. And, believe me, staying hydrated at camp is key! (well, staying hydrated in life in general is pretty key)

    IMG_1315
    doesn’t have to be a camelback brand, but I really like the ease of taking a quick sip without unscrewing anything!
  • real sneakers – I know you can wear flip flops to some places at camp, or slip ons, or some form of coverage on the toe. Your feet will be so much happier if you have real sneakers with real support with real shoe laces. Being on your feet for countless hours a day can hurt if you are not ready for it! Be ready.

    FullSizeRender
    real sneakers with real support with real shoe laces!
  • a winter hat if you will be in the northern part of our continent! I know, a hat in the summer time sounds a bit crazy right now. But if you are in the mountains on a chilly night in June it is awesome to sleep with a winter hat on – it keeps you cozy and warm!

    IMG_1318
    A Winter hat for summer camp? yes, if you will be in the north or in the mountains. Or, both! So cozy to sleep with a warm head.
  • a journal to write in, even if you have never done this sort of thing before. Camp often inspires us to try new things and to reflect on the many new experiences we have. Pack one and surprise yourself when you use it.

    IMG_1321
    pack a journal – you may just be inspired to use it!
  • shower caddy – they make them soft and foldable or hard and rectangular. Either way, you will be sharing space with others and having a home for your toiletries makes life that much nicer.

    caddy
    easy to pack shower caddy and a nice home for your summer toiletries
  • head lamp – yes, like the kind you would wear if you were spelunking (don’t know what spelunking is – look it up – it will be your new word of the day). Head lamps are generally accepted as cool in the world of camps. Additionally, they are ridiculously useful.

    IMG_1323
    yes, these head lamps come in handy all the time at camp! (please note sign above my head)
  • 4th of July Clothing (or Canada Day Clothing if working in Canada!) – pick up some red, white, and blue ahead of time. You’ll be so glad to not have to scrounge around last minute to find something festive to wear. While you are at it, throw in some fun bandanas, hats, or other gear – dressing up at camp always adds a nice twist to the day and it’s fun to have a few clothing items to pull from!FullSizeRender 4

If I sound like a mom in some of these item suggestions, I apologize. But I am a mom. And I am a mom with a lot of camp experience. Trust me on these tips!

Looking for a camp job? Visit www.campstaff.com and fill out your FREE profile. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer job!

Making a Career of Summer Camp

I recently attended the Tri-State Camp Conference, the largest gathering of camp professionals in the world. It’s a wonderful event organized by the New York and New Jersey section of the American Camp Association. For three days, thousands of camp professionals gather in Atlantic City, NJ to share best practices, learn from leaders in other industries, connect with one another and draw inspiration as they head into their busy summer seasons.

 

I’ve been very fortunate to be able to attend this conference every year since 1997. When I first went, I was working summers only as senior staff member at the camp where I grew up. I had no idea what a large and professional community existed out there in the “real world”. Before long, Tri-State became not only a uniquely wonderful opportunity to learn and grow in my job, but also a chance for me to network and connect with a wide array of professionals across the camp industry. Relationships that began at a Tri-State hotel or conference center grew to become ongoing mentorships that have helped shape my career in camping.

 

This year, I was fortunate enough to be able to lead a Tri-State session called “Building Your Camp Career”. We put together a panel of camp directors from a variety of camps: independent for-profit camps, not-for-profit camps, and camps affiliated with national religious organizations. The panelists took questions from attendees about the paths that they took to achieve their goals in camping. It was a fantastic session to be a part of. The audience was filled with talented and passionate camp counselors and young year-round camp professionals, all eager to hear words of wisdom about how to keep camp in their lives forever!

 

A small sampling of the kinds of questions that were asked that day:

– What moments or choices did you learn the most from? These could be your biggest mistake or a total “home run”.

– What are the particular challenges and/or greatest benefits of the specific portion of the camp industry that you work in? (independent private for-profit, for-profit in a shared ownership group, independent non-profit, religious-affiliated / agency non-profit).

– What is the biggest risk you took in pursuit of your camp career?

– What is the greatest skill you’ve acquired in your camp career?

– If you had to share just one thing that an aspiring camp director should do in their pursuit of opportunities in the field, what would that be?

– What advice would you give an aspiring camp professional regarding the opportunities that may be in their own camp versus those that might be with new and unfamiliar programs?

– Okay, I have an opportunity – or even more than one! – to consider: what is the most important thing you think I should value above all else in deciding whether or where to go?

– I’m thinking about continuing my education – what are your thoughts about the value in graduate-level degrees and the types of specific programs that might have the greatest relevant and value in the field of camp leadership?

 

The panelists shared their insights on these topics and many others. Equally inspiring was the way in which they offered to make themselves available to any attendees in the future. This open-ended offer to help, mentor, advise and advocate for others is one of the most incredible parts of the camp world. There is a pervasive culture of openness and a level of a selfless generosity that I imagine is hard to find in any other profession. If you’re reading this and think you might want to pursue a summer camp career, my advice is to attend an American Camp Association event and introduce yourself to as many people as possible. No doubt, you will find folks similar to the members of our Tri-State panel, eager to help you achieve your goals.

 

-Eric Sasson, Director at Camp Akeela, Thetford, VT

 

Summer 2018…We Can’t Wait!

Looking for a camp job? Visit www.campstaff.com and fill out your FREE profile. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer job!

CAN’T WAIT FOR NEXT SUMMER…..

The date was May 2017 and for those living in the South, that time of year translates to school letting out, and kids under our feet for the hot summer months ahead.  Our son was just 10 years old- the perfect age where he thinks he can do everything on his own, but also that age where proper guidance is mandatory to keep an active young boy safe.

 

That summer was all about embracing Sailing Camp.  Not exactly a comforting feeling for parents when looking at the large body of deep water looming in front of our young child.  We tried not to have our minds think of what the dangers could be, but rather focus on the opportunity at hand.  We’ve heard such fabulous stories from other Camp Parents, and our son wanted to have the same experiences as those children.  Sure we want our child to have fun too, but let’s face it, we were worried about his safety.

As it turns out, we could have our cake and eat it too (yum!).  That peace of mind for Noah, our son, was largely due to one particular Counselor: Mr. Austin.

Aside from the fist pump that Austin extended to Noah as he approached the Opti that first morning (A  “fist pump” is truly all a 10 year old needs to gain confidence), it was a combination of three things that set Austin apart and gave us parents the confidence we needed.

IMG_2927
Noah, saiilng in the harbor

Mr. Austin did the following:

  1. He greeted our son Noah by name. This was because Austin asked for a photo of Noah prior to the first day of camp. This counselor cared. He put forth a little effort and wanted to make a connection with each camper. Box checked.  Calling a camper by name evokes an immediate sense of “belonging” (as evident by our child asking us to leave the premises practically immediately!).
  2. Austin then took the parents aside and we had a separate meeting while the campers were under the care of another counselor playing a fun ice-breaking game. During that meeting with Mr. Austin we parents learned of the counselor’s experience, credibility, certifications, and personal experience with sailing (in this case, participating in many over seas events) Yes, Mr. Austin made us feel at ease. Just a few minutes of “Education” and that “Safety” box was once again checked for the parents.
  3. Every day Mr. Austin greeted Noah by name, and then wished him well as their daily sailing adventures came to a close.  Throughout the day, jokes were told, smiles were shared, and engagement with the campers was evident.  These little campers formed their own impressions with their counselors, and no doubt with a counselor who sets an ease of environment for a camper, earns that camper’s trust. With trust, the ability to learn the proper techniques of sailing are more readily absorbed and a new skill is learned.  Once again, the Safety Box was checked, our #1 priority.

 

What’s next? No doubt our family will we be returning to Sailing Camp in 2018. Oh, and by the way, Mr. Austin “Fist Pumps” for the parents as well.

 

Summer 2018…We Can’t Wait!

Looking for a camp job? Visit www.campstaff.com and fill out your FREE profile. We’ve been connecting camps and staff since 1996; let us help you find the perfect summer job!

Camp Counselor: An Internship Like No Other

Summer camp jobs offer a unique experience for college aged adults studying any major. Working with children at camp exposes young adults to solving unpredictable problems, becoming positive role models and working under pressure. There is no doubt that working at camp will be one of the hardest but most rewarding (and FUN!) summers of your life. You will meet like-minded individuals who may not have the same end-goals as you but  see the same professional value that the summer camp experience has to offer.

The P21 (Partnership for 21st Century Learning) Framework Studies has indicated that companies and corporations now seek the following skills to differentiate between potential candidates and there is no better place to practice these skills than in a fast paced, dynamic, environment like a summer camp. Develop your skills in Collaboration and Teamwork, Creativity and Imagination, Critical thinking and Problem Solving in a fun, exciting atmosphere while having an impact on future generations.

Flash forward to your future interviews, your summer camp experience will give you so many examples to use to portray your skills and differentiate yourself from other applicants!