In this Expert Q&A, Theresa Stedifor, the chief people and culture officer at the YMCA of Metropolitan Fort Worth, discusses effective staffing strategies for community recreation centers.
Stedifor emphasizes the importance of building relationships within the community with 90% of their workforce being part-time. She then highlights their centralized recruiting approach that involves connecting with high schools, colleges and career development programs.
She also details how the YMCA has adapted its recruiting strategies post-COVID-19 — creating partnerships with institutions like Texas Christian University (TCU) — and developing a more targeted approach to finding and retaining talent.
Enjoy!
Top Takeaways
Relationship-Driven Staffing Strategy
The YMCA of Metropolitan Fort Worth prioritizes building relationships as a core staffing approach. By engaging with community members, program participants and local educational institutions, they create a robust talent pipeline. Many staff members are former participants, — such as day campers or swim lesson graduates — who naturally transition into roles within the organization. This approach allows for organic recruitment and helps create a workforce that’s deeply connected to the organization’s mission.
Adapting to Generational Workforce Expectations
The conversation highlights a significant shift in workforce priorities, particularly among younger employees. While previous generations were willing to work long hours without question, today’s workforce prioritizes work-life balance, meaningful work and personal recognition. The YMCA has recognized this change and is adapting by offering more flexible work arrangements, providing opportunities for personal growth and ensuring employees feel valued beyond their monetary compensation.
Centralized Recruiting Model
In response to staffing challenges during and after COVID-19, the YMCA developed a centralized recruiting model. This approach includes a dedicated director of recruiting who actively reaches out to high schools, colleges and career and technical education centers. By proactively engaging with educational institutions, they can identify and nurture talent early, offering internships and diverse opportunities across different departments.
Importance of Non-Negotiable Skills
Stedifor emphasizes the critical nature of identifying non-negotiable skills for each position. Rather than settling for available candidates, organizations should carefully define the essential qualities and skills required. This approach helps prevent frequent turnover and ensures that new hires align with the organization’s culture and mission.
Diverse Opportunities and Career Development
The YMCA offers a wide range of opportunities beyond traditional roles, which helps attract and retain young talent. By partnering with institutions like TCU and providing internships across various departments, they create pathways for career exploration and development. This strategy not only helps in recruiting but also supports employees in finding their professional passion within the organization.
