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Go with the personality hire for camp
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When in doubt, go with the personality hire. Sounds like terrible advice, right? The exact kind of thing that gets organizations and camps in major trouble. After all, “Personality hire” has become working code for someone who’s all charm, no chops. But after watching 100s of camp leadership interviews over the years, something has become increasingly obvious, and it isn’t what most firms will tell you: Lifting the energy in the room means lifting the entire team once hired. The Pygmalion EffectThere’s psychology behind this. The Pygmalion effect is all about high expectations leading to improved performance. When someone brings real-deal, no-faking-it positive energy, others around them almost can’t help but rise to meet those higher standards. Not saying hire some unqualified person who happens to smile a lot. Skills matter. Experience definitely matters. But too often forgotten that energy is a skill. Once more for those in the back who didn’t hear it: Energy Is A Skill! And it’s hard to teach. People will forget what’s said in an interview. They’ll forget polished answers. But they’ll never (and I mean, never) forget how that person made them feel. Energy = AssetThink about two candidates for a camp director role. Candidate #1 → Impeccable resume with every credential checked off. The interview is thorough, professional, and competent. But the room feels just a bit flat afterward. Candidate #2 → Solid experience but not quite as impressive on paper. During the interview, though, board members find themselves leaning in. They’re smiling. The conversation flows naturally. When the candidate leaves, someone says offhandedly, “I really liked them.” Most boards default to the first candidate because it feels safe. They rationalize that “liking someone” just isn’t a good enough reason. But energy isn’t just some frivolous thing. In camp leadership, where directors navigate parent anxieties, staff challenges, and inevitable summer chaos, positive energy becomes the fuel that carries everyone through. Meet the BaselineThis doesn’t mean hire anyone who walks in off the street and shows their pearly whites. There’s a baseline of competence, of course. Someone can’t (or shouldn’t) charm their way through a job way above their pay grade. But once you’re at the interview stage, the person who energizes the room deserves serious consideration. Because that’s a preview of how they’ll show up with anxious parents, low morale staff, or when unexpected challenges arise. Genuine positivity doesn’t equal fake enthusiasm. Camp people, more than anyone, can tell the difference. The Practical ApplicationDuring interviews, pay close attention to how the room feels during and afterward. Camp leadership doesn’t always start with the most impressive resumes. It starts with making everyone around them better. Creating cultures where positivity isn’t forced but genuine. Understanding that leadership is as much about energy management as task management. So when choosing between two qualified candidates, go with the personality hire. That’s not a red flag. That might be exactly what a camp needs. Sincerely, Senior Consultant at Immersive1st Learn more about Immersive1st's Approach |
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Subscribe to the Immersive1st newsletter for new openings and smart job search tips. Hiring? The next issue will show how your organization can reach the right candidates.
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