The Summer Staffing Squeeze: How to Actually Attract Gen Z This Year

Let’s not sugarcoat it. If you’re running an attraction right now, you’re probably feeling the heat—and not just from the weather. You're asking the same question every operator is asking:

“Where are the summer staffers?”

The seasonal workforce isn’t what it used to be. Gen Z has more options, different expectations, and a much lower tolerance for boring jobs with uninspired recruiting. But that doesn’t mean they don’t want to work—it means we need to rethink how we’re showing up.

This post breaks it down in three parts:

1. The core staffing challenge you’re up against right now

2. Creative, Gen Z-approved ideas to increase applicant traffic

3. A free audit to help you assess and push your hiring strategy forward

   
   

Where Are the Applicants—and How Do We Win Them?

Operators everywhere are struggling with:

• Too few applicants for critical roles like lifeguards, food & beverage, and ticketing

• Low conversion from interest to actual onboarding

• A generation that doesn’t respond to old-school flyers or HR language

  
  

So what should you be thinking about right now?

Ask yourself:

• Where is your target workforce hanging out digitally? (Hint: It’s not Indeed)

• What would actually get them to click, apply, and show up?

• Are your job ads speaking with Gen Z, or just at them?

  
  

Staffing for the summer can’t be reactive anymore. You need a campaign mindset. And to launch that campaign, you need to make applying so easy and compelling they’d rather do it than scroll TikTok… or better yet, do both.

Creative Ways to Increase Application Traffic (That Gen Z Will Actually Notice)

Let’s throw out the boring job fair and try something bold. Here are just a few ways you can use creativity—and yes, AI—to build buzz and fill your roles:

🎡 “Which Attraction Job Are You?” Filter Campaign

IG and TikTok filters are still peaking with Gen Z. Create a custom filter that matches their personality with the perfect park role. The filter spins and lands on titles like:

• Lifeguard

• Food Stand Queen

• Ride Operator Vibes

• Guest Experience Icon

• Mascot in Disguise

• Clean-Up Ninja

• Snack Bar DJ
  

💡 Pro Tip: Use TikTok Effect House to build the filter. Include music and quick mini bios like:

Lifeguard — You’ve got radar vision and SPF in your veins. Whistle always locked and loaded. You don’t just watch the water—you own it.

Ride Operator Vibes — Button master. Rule enforcer. Vibe curator. Whether they’re screaming with joy or fear, you’re making sure the ride—and the day—is unforgettable.

Food Stand Queen — You run the snack bar like it’s a 5-star kitchen. Fast hands, great banter, and never skimp on the fries.

Promote it like this:

"Use the filter, post your result, tag us, and apply. We might just fast-pass your interview. #SummerJobs #AttractionVibes"

If thats a bit too much to bite off when you already feel behind - maybe allow them to video interview as a first glance.

Jack sending you his pre-screen interview.

🌮 Taco Truck Hiring Fairs

Yes, guac is extra—but so is this job. Host a hiring fair with a taco truck, a DJ, and free food for anyone who applies. Add a photo booth or meme contest to make it viral.

🚗 Free Ride to Day One

Remove one of Gen Z’s biggest hurdles: transportation. Use Uber or Lyft promo codes so new hires can show up stress-free and on time.

🧠 “How It Started / How It’s Going” Career Paths

Use AI tools to create visual flowcharts or 15-second reels that show real career growth:

Lifeguard → EMT

Ticket Taker → Hospitality Manager

Mascot → Marketing Director

Yes, that’s all real. And yes, it works.

FREE Self-Audit: Is Your Hiring Strategy Even Remotely Appealing to Gen Z?

Sometimes the hardest part is seeing where you’re stuck in your old ways. That’s why we built a free download:“Is Your Hiring Plan Ready for Gen Z? – 15 Questions That Might Hurt a Little”

A few sample questions:

• Can a 17-year-old apply in under 2 minutes on their phone—without a resume?

• Do your job descriptions make anyone actually want the job?

• Is there any reason someone would repost or share your hiring ad with friends?

• Do you have referral rewards that Gen Z would actually want (hint: not just pizza)?

• Would you want to work this job, based on the way it’s marketed?
  

👉 Shoot us an email at info@attraxion.ai for your free 15 Question Audit of your hiring process.

Final Thought:If you're still recruiting like it’s 2012, you're going to be under water—literally and figuratively. Use AI, creativity, and culture-forward strategies to build the team that’s going to carry your season.

Want help making your hiring campaign pop? That’s what we do. Let’s talk.