Servant-Leader Job Posting (A view from a long time camp guy)

 

Have you seen these posts?

In a typical year, when I was a full time camp executive, I would have done some 200 interviews by this time of year. I have had the great fortune to have conducted well over 5700 interviews and hired close to 2400 folks over my 45 years as a youth development professional.

So, I am looking at this from that view.

From one director to another, let's talk about creating real and (I am borrowing a word here) disruptive ads and posts for camp jobs.

We do a great job of creating community at camp. How do we invite people into community that transcends the job posts we see everyday?

The checklist below should be the model of servant leadership. If a candidate reads this and opts out, the post is just as successful as if they applied.

If this is the model of servant leadership, it is intentionally calm, truthful, and human. It is  not about hype.

I believe that is shows a different kind of job post. Before you apply, here's what you should know about our camp. Take a read:

This is a leadership role. 

It is joyful demanding, and deeply human. You will be responsible not just for activities, but for people. (Other people's children for that matter) Their safety, growth, emotions, and experience. Some days you will be energized and some days it will be exhausting. Everyday will matter.

The role may not likely be a fit if you're looking for an easy summer or an addition to your resume without any human responsibility.

It is a fit if you want to:

• Grow your leadership presence under pressure

• Learn how to support and coach others

• Be part of a community that values care, accountability, and growth

• Do work that matters beyond the season

You won’t be perfect. You won’t be alone.
You will be supported, challenged, and changed.

If you’re curious (even unsure) we invite a conversation.

Apply here: [link]
Or reach out with questions: [email]

Why do I think this works?

This provides a filter without shaming.

It build trust from the start.

It reframes camp work as leadership formation.

And, it models the camp culture before they even arrive.

I also believe that better hiring starts with better TRUTH. It is not a hashtag blitz to get more applicants. We (camp professionals) need to normalize the question, "What will this role ask of me and how will I be supported?"

As I have adopted these standards over time, please know that I have been where you are. I have had the summer where I was still interviewing folks as my camp assistant director was conducting staff orientation week. (Where was my priority?)

Yes, this is a long game. One that results in fewer mismatched hires, better retention, healthier staff culture, and less burnout by week three.

This philosophy doesn't disrupt attention. It disrupts expectations. And the truth is that is servant leadership at the systems level.

Click here to enroll in Servant Leadership SKOOL:

And if you are applying for a leadership position at camp, consider this course that helps you grow your interview skills.

For a copy of my Number 1 selling book, “Serving From The Heart,” visit: https://clpli.com/al_ferreira