Tips for hiring teens

Most teens scan job posts in seconds. The clearer your role title, hours, and pay, the more qualified applicants you will see.

• Use a clear title (e.g. "Weekend Cashier") instead of a vague one like "Help Wanted"
• State exact working hours and days so teens can check their school schedule
• Include the minimum age requirement (14+, 15+, 16+) upfront
• List the pay range. Posts with a visible salary attract more applications
• Mention teen-friendly perks: flexible scheduling, paid training, free meals
• Say if no prior experience is needed
• Include your exact location, since many teens rely on transit or rides

Most teen applicants have little or no formal experience. Read for potential, reliability, and fit instead of polish.

• Look for potential, not work history
• Notice signs of commitment: sports teams, volunteering, school clubs
• Check schedule compatibility before spending time on an interview
• Respond to every applicant within 48 hours
• Do not filter based on polished writing. Teens are still building professional communication skills

Keep teen interviews short, structured, and predictable. Most useful information surfaces in the first 20 minutes.

• Keep it between 15 and 25 minutes
• Introduce yourself and explain what the next 20 minutes will look like
• Ask open-ended questions ("Tell me about a time you solved a problem")
• Walk through what a real shift looks like, from clock-in to clock-out
• Leave at least 5 minutes for the candidate to ask their own questions
• Be patient with pauses. First-time interviewees often need a moment
• Close by telling them exactly when and how you will follow up

Recommended:

• Share your decision within 48 hours of the interview
• Use the same core questions for every candidate applying to the same role
• Give brief feedback even when declining an applicant
• Be flexible around exam periods and school events
• Use small, specific encouragement in the first few shifts ("you handled that customer well")

Avoid:

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