Summer Staffing

Summer Staffing

  • On May 12, 2017


As summer approaches, many employees may be thinking of submitting vacation requests or may have already done so.  Encourage your staff to submit their vacation requests as soon as possible so that you can plan for any staffing needs.   Although a lot of college students have already found summer internship opportunities, there will still be those college or high school students looking for work in May or June.   Will your department be short-staffed or will there be a need for a summer intern who can help with some of the basic responsibilities? Perhaps you have several employees who will be out at the same time for vacation or a leave of absence?

There are several different resources you can use to find summer help:

  1. Local College Career Centers – They can post summer internships or jobs to their students and/or graduates.
  2. Employee Referrals – Let your staff know what skills/positions you may be seeking for the summer.
  3. Social Media Referrals – Make your colleagues, neighbors and friends aware of any staffing needs you may have. (i.e.  LinkedIn, Facebook, Nextdoor, etc.)
  4. Professional Associations – Local professional associations frequently have highly skilled members who are in-transition and/or seeking employment.
  5. Temporary Staffing Agencies – Temporary services are able to fill positions for a day, week, month or longer. The temporary worker is an employee of the temporary staffing firm.  If a “temp” is not working out, you can contact the temporary service for a replacement.  Also, this is a great way to “test-drive” an individual if you may be looking for a temp to perm individual.

PLEASE NOTE:  If you decide to hire a summer intern and you work for a “for-profit” private sector employer, there are six criteria (see link below to view all six criteria) you need to consider when determining whether to pay an intern.  All six criteria MUST be met for an unpaid internship.  If all six criteria are not met, the intern will be considered an employee and needs to at least earn minimum wage and be paid overtime if he/she works more than 40 hours in a work week to comply with the federal Fair Labor Standards Act.

Additional information may be found at:

By Maria Peterson,HR Manager, SPHR, SHRM-SCP