Nov03Perspectives2

If you have ever been involved in the staffing of anything, you understand the frustrations, expenses, and other demands that come with the job. But imagine your job minus many of those elements and having time to actually plan more employee functions to develop tighter relationships. Imagine spending less on recruiting the team members you need to operate, and being able to provide a stronger staff with lower turnover, and producing higher per-cap incomes for your operation. Sound too good to be true? It’s not. The resources are available to you, just as they have been to me. You just have to learn how to prospect.

Staffing an amusement facility with senior team members who are not ready to retire has been the answer to our staffing difficulties of past years.

I classify seniors as being anyone over the age of 40 (sorry if that hurts). They may have finally retired from their life’s occupation, been laid off, or just got tired and called it quits. For whatever reason, they might have a need for added income, or just added adventure—something a little bit different.

Many have adopted a new lifestyle, in which they search for opportunities to work in various parts of the country following great weather. These folks are known as “Workampers.” They have homes on wheels, living in anything from a recreational vehicle to a fifth-wheeler. This large group can easily and efficiently fill your employment needs as they have ours.

I have been through the cycles of high and low unemployment. I have fought the wage wars with McDonalds and Burger King. After 23 years in this business (13 in human resources), I have found a new peace in the position that allows me to work on relationships with people, instead of spending my entire day working on the current staffing emergency.

We have found a nice balance with our operation. Our seasonal staffing will include more than 50 percent senior market, coming from all reaches of the United States. The 45 percent younger market (high school and college students) has become much easier to hire. Our return rate is up, lowering the need for new applicants. Our number of applicants is up with little to no advertising in the local market. We no longer go to the college campuses or high schools. The recruiting activities of yesterday have been reduced to one local job fair in late February, and job fairs held in warm climates to attract the Workampers to the north for the summer.

Why does it work? The older team members provide an example for the young ones, and the young members provide energy and ever-changing vitality for the older staff. Most of the senior team members will tell you that they enjoy working with the younger team members. They have been quoted as saying, “They help me feel young.”It’s important to communicate to the younger set during the hiring process that they will have the opportunity to work with older individuals whom they can emulate to develop stronger work standards.

What has this done for the operation? It has brought about a decrease in recruiting costs and time spent. We have reduced turnover to an all-time low. Our per-cap income has enjoyed notable increases as well. Best of all, the customer satisfaction level has never been as high, evidenced by customer e-mails, letters, and positive in-person comments.

Why hire the senior market? One simple reason: It will provide a level of success to your operation never before reached.

I encourage you to look at the possibilities of revising your hiring mix to include a higher percentage of the senior market. Look at local options as well as developing a successful Workamper program. Develop the right mix for your operation and enjoy the success. Our guests have told us loud and clear to keep doing what we are doing! They love it, and your guests will, too.

To learn more about recruiting and involving Workampers in your attractions operation, attend the IAAPA Convention workshop on “Tapping Into the Baby Boomer Workforce to Meet Your Recruitment Needs,” Friday, November 21, from 5 to 5:30 p.m.