Hiring Tips

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Writing a Strong Job Post

• Use a clear title that tells applicants what the role is, like "Weekend Cashier" instead of "Help Wanted"
• State exact working hours and days so teens can check their school schedule
• Include the minimum age requirement (14+, 15+, 16+) upfront so the right candidates apply
• List the pay range clearly, since posts with a visible salary attract more applications
• Mention flexible scheduling, paid training, or other teen-friendly benefits
• Say if no prior experience is needed, because this encourages first-time applicants to apply
• Include your exact location since many teens rely on public transit or parents for rides

Reviewing Applications

• Look for potential, not work history. Most teen applicants have little or no formal experience
• Look for signs of commitment: sports teams, volunteering, school clubs, or family responsibilities
• Check schedule compatibility before spending time on a full interview
• Respond to every applicant within 48 hours. Strong candidates accept offers fast
• Don't filter based on polished writing. Many teens are still building professional communication skills

Running the Interview

• Keep it between 15 and 25 minutes. Longer interviews rarely give you more useful information
• Start by introducing yourself and explaining what the next 20 minutes will look like
• Ask open-ended questions: "Tell me about a time you solved a problem" works better than "Are you a problem solver?"
• Walk through what a real shift looks like: first 30 minutes, breaks, who they report to
• Leave at least 5 minutes for the candidate to ask their own questions
• Be patient with pauses. First-time interviewees often need a moment to think through their answers
• Close by telling them exactly when and how you'll follow up

Best Practices

• Share your decision within 48 hours of the interview
• Use the same core questions for every candidate applying for the same role
• Give brief feedback even when declining an applicant
• Be flexible around exam periods and school events

• Going silent on candidates after an interview
• Expecting corporate-level polish from first-time applicants
• Asking about family, religion, or personal life
• Making decisions based on gut feeling without clear criteria