Find a summer student who is a great fit for your organization
This section of NBjobs provides you with the tools to help 
Are you having difficulty recruiting a student to fill your summer job vacancies? Simply posting a job offer is not enough to attract the best candidate. These resources have been developed to provide you with the necessary tools to help you understand what students are looking for when applying for summer jobs.
Other options for finding/funding summer students

Magnet                                                                     http://www.nbjobs.ca/magnet

Nbjobs.ca job bank:                                                  https://nbjobs.ca/

Young Canada Works:                                              https://young-canada-works.canada.ca/Account/Login

Other Federal Recruitment and Job Programs:       http://emplois-jobs.gc.ca/fswep-pfete/index-eng.php



 
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Five simple steps that will help you select a student for your summer job
Resources
Step 1: Interests
If you have summer job vacancies to fill, you may want to consider whether they are in high demand (good pay, lots of opportunities to learn new skills) or difficult to fill because of the nature of the work (physically demanding, repetitive tasks, long hours). Don't assume that posting a job offer will automatically attract candidates. You have to make the job posting interesting and appealing.


Step 2: Research
Salary alone will probably not be enough to attract a student. Students first want to make sure that the employer and the position they will be working for will be right for them. It is important that employers take the time to look for things that are attractive to students. If students are enthusiastic about working for you, they will perform better, and you will benefit from a successful placement.


Step 3: Marketing Plan
Once you have created your job posting, you need to make sure that students are aware of the opportunity you are offering. Your job posting will appear on the www.nbjobs.ca website, but you may wish to use other marketing strategies (like social media) to spread the word.

Never post the SEED program criteria in your job recruitment strategies. Program eligibility is for discussion with the student after you have interviewed them and during the hiring phase.


Step 4: Workplace Essential Skills
Many students lack the experience and specific skills that would allow them to take on more technical positions. However, workplace essential skills are important in any job or industry. Providing students with work experience that allows them to apply these skills will allow them to continue their education and move into their chosen fields of study. Workplace essential skills are also a useful tool for selecting candidates you wish to hire. In fact, people who possess the 9 workplace essential skills tend to be the most successful in the workplace.


Step 5: Hiring Process
In many cases, students apply to more than one employer in order to maximize their chances of getting a summer job quickly. It is therefore strongly recommended that you follow up as soon as possible with the students you have selected to fill the position offered to avoid having these students accept an offer from another employer.

Connect with the Department of Post-Secondary Education, Training and Labour central office to verify the student's eligibility for the program before extending a job offer to the student.




IMPORTANT TIP: Your chances of finding the right candidate will increase if you plan your staffing needs from the outset and have a good understanding of the skills required for the jobs you offer.  Preparation for posting summer jobs should start in December!
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Summer Employment
 Handout