Ace the Interview With Our Interview Tips for Teens

Ace the Interview With Our Interview Tips for Teens

Before a plane takes off, the pilot goes through an extensive checklist to ensure a safe flight. Sure, the pilot has flown the plane hundreds—if not thousands—of times, but they still use a checklist to ensure a repeat of the same, safe experience as the last flight.

Imagine an airline where they do not review a list? Given a choice between an airline that follows the pre-flight checklist and one that does not, which one would you fly? Arriving safely at your next destination means going with the option that takes the time to prepare.

Interviewing for a part-time job is very similar. Getting through the interview unscathed means taking the time to prepare properly.

Once you’ve discovered your first part-time job using HipHire or our mobile application, you’re ready to interview. To help ensure you have a successful interview, we’ve put together a few interview tips for teens!

Interview Tips for Teens: Google the Company

Even though you’ve already read the short overview of the company on HipHire, it’s important to still take time to Google them because you know they’re doing the same thing to find out a little bit about you before the interview.

Find information about the company and learn what products or services they sell. Look for any recent news, both good and bad.

Be ready to answer this question, “So, tell me what our company sells.” Not knowing the answer to the easiest questions will shorten your interview quickly.

You can also talk with friends and family members who are familiar with the business, particularly those who have worked there or know someone who does.

Interview Tips for Teens: Make a List of 3–5 Questions

While you might think only of being asked questions during a job interview, the questions you ask are actually very important.

Be prepared to ask a few questions at the end of the interview. This is a great opportunity to show the interviewer you’re prepared.

If you discover something in your research that is worrisome, make sure to work it into the conversation. Honestly, you are interviewing the company now, and part of this process is confirming that you want to work for them, not just that they want to hire you.

Interview Tips for Teens: Locate Their Address

If you’re already using the HipHire app, you can skip this step because we included the business address on a Google map to make directions easy to find. But otherwise, you’ll want to be sure you know exactly where the business is and how long it takes to get there.

The goal is to show up 10–15 minutes before the interview, unless you’re told differently. If you’re always late, you may want to aim to get there even earlier to give yourself cushion.

Be aware of how long it is going to take you to drive, commute, bike, or walk to the location. I like to use tools like the Waze App, where it can offer me a few options when it come to the route I take to the interview. Don’t be late, it’s not the traffic’s fault—it’s yours!

Interview Tips for Teens: Be Confident

Now that you know some information about the company, directions to get there, and a list of questions to ask, be confident.

You are most likely the most prepared person they have even seen. You are the right match, right? This job is yours now, just execute, having confidence that HipHire helped set you up for success today. #TeenHiringGap

Still looking for the right job? Download the HipHire app today to help you find the perfect match.


Why You’re Having Trouble Hiring High School Students

Why You’re Having Trouble Hiring High School Students

Nobody likes to admit they have trouble hiring part-time employees, particularly when you’re hiring high school students. But the problem is real.

We’ve identified some of the key areas that are keeping great companies from pairing up with part-time employees.

If you’re struggling to find and retain quality teenage employees, you’ll want to check out this list. Knowing why you’re having trouble hiring goes a long way to helping resolve the problem.

Trouble Hiring High School Students Reason 1: Low Wages

We all know people work for money. Wages matter.

If your wages aren’t competitive, even teen employees will find your company less attractive.

We also know small businesses may have limited budgets and thin margins. The good news is that wages are part of a bigger package people look at when they’re looking for a job. If you can’t increase the pay, see where else you can make your job more lucrative when hiring high school students.

Trouble Hiring High School Students Reason 2: Scheduling Issues

Part-time job schedules vary a lot: weekends only, evenings, afternoons on Tuesday and Thursday…Matching student employees with the right number of hours on the right shifts on the right days can feel like a puzzle or a headache.

But part-time job schedules matter. A lot.

The wrong schedule fit can be a deal breaker. We’ve seen it lead to unfilled jobs and, worse, quick employee turnover. If you’re having trouble hiring, look at the shifts, hours, and days available—and look at how you communicate about scheduling both in the interview and on the job.

Problems Hiring High School Students Reason 3: Lack of Access

One factor employers often overlook is getting to work. This breaks down to two issues for part-time employees: how long it takes to get to work and how they get there.

Let candidates know where you are so they can figure if you are within the distance they’re willing to travel.

Things to think about: Are you easily accessible by public transportation? If so, is the transportation available for all shifts?

If employees drive, is there close, safe, accessible parking? You can’t change your location, but you can understand how it impacts hiring.

Teens may also want to bike or walk to work. Is your location safely accessible on foot? Communicate that with potential hires.

Problems Hiring High School Students Reason 4: Not Enough Training

Getting the right fit is important. But hiring and retention go hand-in-hand.

Hiring the right fit also means finding people whose values match your companies and who fit in with your team. Wrong fits fill a position, but usually not for long.

Take the time to make a good match and then provide job training for the teens you hire. Both are essential for retention of part-time employees.

To be a desirable employer, you need to avoid the hazards identified above. Ready to end your problems hiring high school students?

Start by figuring out why you aren’t finding and retaining the right students. Then you know where to turn your efforts to improve and make finding part-time employees a lot easier.#TeenHiringGap

Ready to find the right high school students for your open positions? Let HipHire help you make the connection. Get started today!

Download our 50 free part-time job interview questions

Instantly have this 11-page PDF of 50 free part-time job interview questions emailed to you today!

The Art of Finding the Right Match: Job Opportunities for Teens

The Art of Finding the Right Match: Job Opportunities for Teens

When hiring teenage employees to fill your part-time jobs, connecting with the right people enhances your team and improves your business. Connecting with the wrong people often means a bad fit, team disruption, and more employee turnover.

Clearly, finding the right match is a win—for the employer and the hire.

Matching the right people with the right job is an art, not a science. Like art, it’s possible to improve your technique. So, how do we find the right matches?

Job Opportunities for Teens: Be Clear on What You Need

A good job description for your open position makes it obvious what you’re looking for. It makes it easier to assess candidates when you have well-defined job duties and expectations.

During this process, you’ll also identify any physical expectations and required knowledge. When students looking for job opportunities for teens are clear about what you’re looking for, you’ll get higher quality applicants who are a better fit for the position.

Job Opportunities for Teens: Know the Importance of Each Piece

Beyond that, know how much weight you place on each part of your expectations.

Are the hours non-negotiable, or can you be a little flexible? Is experience required, or will you train a candidate who has no experience but seems promising?

Potential candidates will evaluate the job in much the same way: maybe the schedule isn’t ideal, but it’s the exact work they want to be doing.

We talk about the ideal candidate, but a great fit often doesn’t fit all criteria perfectly. Where are you flexible? Where do you want to hold the line?

Job Opportunities for Teens: Share Some of Your Company Culture

When a teenage employee joins your team, you want him or her to fit in. If a little zaniness is part of the experience you offer your customers, look for that in potential hires.

A very solemn, quiet prospect may not be the best match in that case—even if his or her experience is a perfect fit.

Make it easy for prospects to get a sense of your company culture by the way you word your job ad. The tone and images on your website help, and using video of employees is becoming a popular tool for sharing information about a company and its culture.

Job Opportunities for Teens: Take the Next Step With Potential Matches

Once you have teenage job candidates who meet your needs on paper, it’s time to follow up. Use good interview questions and techniques to help you find the best match.

If you’ve mastered the art of pairing the right job with the right people, you may have more than one person you’re interested in at this point.

Wading through application after application to see who might be a good fit takes a lot of time, even when you’re a pro.

Want to streamline the job application process and more efficiently find the right people to hire? #TeenHiringGap

HipHire has mastered the art of matching students with the right job opportunities for teens. Let us go to work for you! Get started today.


Download our 50 free part-time job interview questions

Instantly have this 11-page PDF of 50 free part-time job interview questions emailed to you today!

Employee Development: 9 Things Teens Need in the First 90 Days

Employee Development: 9 Things Teens Need in the First 90 Days

Are you losing employees right at the start? According to a study by BambooHR,  about 17 percent of people leave a job between within the first three months.

You know turnover has high costs, but a well-planned on-boarding process for part-time teenage employees can improve retention.

Here are nine employee development steps to help to combat the turnover of part-time employees:

Employee Development Step 1: Welcome Them

When teenage employees show up on their first day, you want them to feel welcome. That means their manager and other employees know they are coming. Somebody greets them and welcomes them aboard.

If your new employee needs a work station, employee locker, tools, or other space or materials—those things are ready. You may even want to make a cute sign to welcome the new hire to the team!

Employee Development Step 2: Get Them Oriented

Orientation is different than training, which we’ll talk about that next.

Orientation is a brief overview of what the employee needs to know. It might include a tour of your facility focusing on areas new employees need to access to do their job.

Orientation is also the time to explain company policies and rules to new part-time teenage employees. This is a good time to make sure they know who to turn to with questions.

Employee Development Step 3: Train Them

Training focuses on actually doing the job. Because teenage employees are usually new to the industry, you may need to start with the basics.

But even teens who’ve had a past job need training to get them up to speed on workflow, company culture, and standards.

Not enough training is a key factor in people leaving their jobs. Don’t pack training into the first week and then call it quits. As employees adjust to the job, they’ll be ready to learn more. Ongoing training helps part-time employees stay engaged and improving.

Employee Development Step 4: Set Clear Expectations

It’s hard to succeed when you don’t know what’s expected of you.

Teenage employees who know what is expected can focus more on the job and less on wondering what they should do or if they are doing it right.

They’re also less likely to waste time on the wrong or less important activities. Set a high, but clear, bar.

Employee Development Step 5: Create Opportunities to Connect

Bringing a new part-time employee into the fold with your team has two benefits.

One, for your team to function smoothly and efficiently, you need everyone pulling together. Getting new employees up to speed and working seamlessly with the team can only help business.

Two, teenage employees who feel welcome and have a good relationship with people at work are more likely to have a positive attitude about their job, which can make them more productive—and more likely to stick around.

Employee Development Step 6: Pair Them With Mentors

Managers should take an active role in new employee orientation and training, but having a mentor who knows the ins and outs of the job helps, too. Mentors give a different perspective on the day-to-day workings of the job.

They’re also one more resource—and perhaps one more readily available—should your new hire have questions. For successful mentoring, make sure your mentors excel in their role and have a positive attitude toward being part of the on-boarding process.

Employee Development Step 7: Give Feedback

Being overly critical can drive employees away, but frequent feedback helps them learn and do a better job. Make sure you offer praise for work well done as well as constructive criticism.

The constructive criticism part may be the most important for teenagers, who need reassurance that they’re valued along with guidance on how to improve.

Build formal opportunities for feedback throughout the first 90 days and offer feedback in them moment as well.

Employee Development Step 8: Cut Them a Little Slack

As we noted, it’s important to set clear expectations and uphold your standards, but remember to cut teenage employees a little slack in their learning process.

If new employees aren’t meeting expectations or goals, use it as an opportunity to remind them and provide additional training or support as needed. Make it clear what signs of progress you need to see toward goals.

Employee Development Step 9: Wrap Up With a 90-Day Review

The first 90 days can be a critical period for new teenage employees.

When you reach the three-month mark, have a formal review. The review is another opportunity to give feedback and set up additional training as needed. It’s also the time to set goals for moving forward.

The first 90 days is a critical period in employee retention. Having a solid on-boarding process for part-time employees gets employees comfortable with the job and the company—and ups your chance of retention. #TeenHiringGap

Step #0 in employee development? Hiring the right teenage employees to begin with! Let HipHire help you make the connection.

Download our 50 free part-time job interview questions

Instantly have this 11-page PDF of 50 free part-time job interview questions emailed to you today!

5 Interview Questions for High School Students Seeking Restaurant Jobs

5 Interview Questions for High School Students Seeking Restaurant Jobs

Do they really want the job? Do they have the right experience? Will they provide good service? Will they show up for their shift? Can they hack it?

When you’re hiring high school students for restaurant positions, you’re likely to have a lot of questions about candidates. Instead of wondering and trying to guess whether they’re a good fit, pick the right interview questions to ask so that you can pick the right candidate with greater confidence.

Looking for interview questions for high school students who apply to work in your restaurant? Try these questions that focus on five key areas:

Interview Questions for High School Students to Judge Interest

Just because high school students fill out an application doesn’t mean they’re really interested in working at your restaurant. To help weed out the people who really want to work for you and those who just want a job—any job—ask this straightforward question: Why do you want to work here?

You want an enthusiastic and thoughtful answer. Listen for answers specific to the restaurant industry—and to your establishment.

Here’s a great answer: I’ve been working at restaurants the past couple of summers, and really like the pace and interacting with people. I have a friend who loves working here—and I love your mushroom burgers.

Here’s another question to try to gauge interest in the job: What part of the job are you most excited about?

Interview Questions for High School Students to Check on Experience

An application will tell you if high school students have restaurant experience—or any working experience at all. (Don’t rule out candidates simply because they don’t have restaurant experience.) Whether they do or not, you’ll want to know how their past experience might translate to this job.

One question to ask: What do you know about working in restaurants? This question lets experienced restaurant employees share what they’ve learned in past jobs. It will let you know whether those inexperienced in restaurant work have realistic expectations—and if they’ve done their homework preparing for the interview.

Follow up with What experience do you have that prepares you for restaurant work (or this job)? The follow-up question gives high school students a chance to share relevant experience, whether in a restaurant or not.

Interview Questions for High School Students to Focus on Customer Service

At its most basic, the restaurant biz is about customer service. Find out a little more about how candidates handle customer service by asking: How would you deal with a customer who wants to send their meal back? Candidates reveal problem-solving and people skills through their answer.

Not everyone in a restaurant works with customers directly, but having a smooth-running team makes a big difference to the customer experience.

If a candidate is working behind the scenes, ask How in your role would you keep customers happy? Look for candidates who understand how prep work, clean up, keeping things moving, and quality keep customers happy.

Interview Questions for High School Students Related to Schedule

Schedule has been known to make or break an otherwise good work situation. If your schedule varies from week to week, you’ll need employees with flexibility.

Schedule flexibility also serves you if you need to get people to cover. Ask: How much scheduling flexibility do you have? This gives high school applicants the chance to share any schedule restrictions or preferences and gives you the chance to see if they can meet your needs—whether that’s evenings, weekends only, or some other specific shift.

Interview Questions for High School Students to Assess How They’ll Face the Demands of the Job

Picture a busy Saturday night. The phone’s ringing with take out orders and reservation requests. People are waiting for tables. The kitchen’s slammed. One table is ready to order. Another is waiting for its food that just came up, and a third is wondering how much longer it will be until their meal is ready. How do you handle the pressure?

You’ll really get the answer to this one when a newly hired employee is put to the test, but candidates can show you how they’ve handled pressure before. Look for the ability to move quickly, multitask, and handle tough moments with grace or humor.

Interviewing is a great way to find out if candidates are a good fit for your restaurant opening. Knowing the right interview questions for high school students helps you get the information you need to make the right decision. These five questions are a great start for any prospective restaurant employee.  #TeenHiringGap

It’s always easier to find the right fit for a job when you’re matched with good candidates in the first place. That’s where HipHire can help! Get started today.

Download our 50 free part-time job interview questions

Instantly have this 11-page PDF of 50 free part-time job interview questions emailed to you today!

Where to Find Part-time Employees: Go Where Teens Are Looking

Where to Find Part-time Employees: Go Where Teens Are Looking

Teens looking for part-time weekend jobs are a specific piece of the job-seeking sector. How can you help the right people find your company and apply? You need to be in the right places. (Hint: that doesn’t mean Craigslist or the want ads in your local paper.)

Depending on your location and the demographic in your area, you may get people coming in to ask if you have openings. While you can take steps to be a go-to employer in your area, you also want to get yourself out where people are looking for weekend-only jobs, specifically teens. So do you know where to find part-time employees?

Where to Find Part-time Employees—Social Media

Social media is everywhere and is used for job searches. To get found on Facebook, post on your company page.

That puts your job opening in front of people who already like your business, but you’ll need to go further by using targeted Facebook ads. Target by location, focus on teens, or look for folks with certain interests. Then retarget to remind teens who saw your post to apply.

Don’t stop at Facebook, either. Tap into other social media channels, like Instagram and Snapchat. Consider this: 75 percent of American teens use Snapchat and 76 percent use Instagram.

Where to Find Part-time Employees—School

If you’re looking for teen employees, you need to go where students are. Social media is one place; school is another. Most schools have a job postings area for student jobs.

Look for information about posting on their web site. Other ways to get your openings in front of students include participating in job fairs or entrepreneurial events and building connections with the people in career or student job services at the schools.

Where to Find Part-time Employees—Your Network

When you think networking, do you think about executives schmoozing over cocktails or people trading business cards? Networking actually works for all levels of job candidates. Lots of people looking for jobs ask their friends or family members for help.

To tap into this source of part-time weekend job candidates, make sure your current employees know you have openings. Ask them specifically if they know anybody who might be interested.

Where to Find Part-time Employees—YouTube

Is YouTube on your radar? It should be, because it’s on the radar of a lot of teenage job candidates. Did you know people are more likely to click on a job listing with video?

They’re also more likely to visit your website after seeing a video. Both of those clicks bring you closer to applicants. And, since video gives you a great opportunity to showcase your company culture, you can connect with teenage candidates who’ll be a good fit.

Where to Find Part-time Employees—HipHire

Why do candidates look to HipHire to find teens to fill part-time weekend jobs? First, HipHire focuses only on part-time jobs—and teens. Second, one of HipHire’s match criteria is schedule. That means HipHire does the heavy lifting in matching high school student candidates looking for part-time weekend jobs with the openings companies have for those specific shifts. #TeenHiringGap

As an employer looking to hire teens, it’s important to know where the candidates are looking. The next step—get yourself in front of them and start connecting! Sign up for HipHire today.

Download our 50 free part-time job interview questions

Instantly have this 11-page PDF of 50 free part-time job interview questions emailed to you today!