Photo Credit: Charleston County Parks
Compared to other seasonal hiring practices in the parks and recreation industry, lifeguard recruitment can be one of the most challenging. As the safety-program manager for the Charleston County Park and Recreation Commission (CCPRC) in South Carolina, I have worked in lifeguard training and recruitment for over 35 years. CCPRC is a unique agency, formed in 1968 as a special-purpose district. We offer park and recreation opportunities to more than 750,000 residents of Charleston, Berkeley, and Dorchester counties and to millions of tourists who visit the South Carolina Lowcountry each year. The agency’s goal is to promote healthy, active lifestyles and connect people to nature, while bringing awareness of the area’s historical and cultural significance. In addition to lifeguarded areas like three beach-access parks and waterparks, we own and manage a dozen other properties and offer a wide range of programs, summer camps, and events at these facilities.
The Charleston area is growing at a rate three times faster than the U.S. average, according to the Charleston Regional Development Alliance. With this large influx of residents, it seems that finding a qualified pool of applicants would not be a problem for an agency with such a diverse offering of employment opportunities. This is true for CCPRC, with the exception of one group—lifeguards. CCPRC hires almost 200 waterpark lifeguards and 75 ocean-rescue lifeguards each year. In the past, we have relied on area high school (minimum age of 16) and college students to fill the majority of the available positions. Recently, though, CCPRC has had to become more creative to attract applicants.
Incentives
One recruitment challenge is that becoming a lifeguard generally takes more training, and can be costly compared to other seasonal jobs. For example, CCPRC ocean-rescue lifeguard applicants must already be certified by a nationally recognized lifeguarding program, must pass a swim and run test, and must attend at least 40 hours of pre-season training. This is followed by weekly training and fitness requirements. CCPRC pays for required training, including mandatory Emergency Medical Responder training that would normally cost the employee close to $500. Covering employees’ training costs is an effective recruitment and retention tool. Other employment benefits include free entry into the facilities, discounts on food and sundry items, and a reciprocal pass to various local attractions. CCPRC pays 50 percent of all lifeguards’ initial uniforms, and we provide sunscreen and all personal protective equipment for free.