Developing a recruitment plan for outdoor instructors

1.       Start with the end in mind (S. Covey). Know what you want and what that individual looks like on paper.  Focus on the knowledge, skills and attitudes that the instructor should have for the position you are hiring.

2.       Determine if the instructor you are going to hire is for a long-term position or is it a seasonal one.

3.       Create a job description. Do you have one that you can use or is this a new job?

4.       Determine the candidate’s requirements and the compensation for those requirements.  Look at other outdoor education companies to see how much they are offering for similar positions.  What is the job worth?  Do you have the budget that you need for the position?  Perks?

5.       Marketing the position

a.       Networking – Conference, events, online…

b.      Web 2.0 – YouTube video, podcast, wiki, blog and Twitter

c.       Job Fairs

d.      Colleges and Universities

6.       Candidate management. Create a time line, beginning with the date that you want the instructor to start working. 

a.       Enter all the candidates applying for the position in the database

b.      Screen applications/resumes

c.       Do an initial interview/screen using the phone, Skype or DimDim

d.      Do a competency assessment on the ropes course, ocean or cliff.

e.      Do a reference check

7.       Making “an offer they cannot resist”

8.      Non-selected candidate’s follow up- ask them if they want to be part of your database

9.       Employee orientation.  Conduct a face-to-face or online employee orientation.  Have the new employee meet the president or CEO, show them the facility and introduce him/her to the immediate supervisor.

10.   Schedule the appropriate trainings sessions.  In-house trainings and industry standards trainings sessions, like Wilderness First Aid or Wilderness First Responder.