How to hire a counselor/lifeguard

How to hire a counselor/lifeguard, step by step

Here's a step-by-step counselor/lifeguard hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a counselor/lifeguard job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new counselor/lifeguard
• Step 8: Go through the hiring process checklist

Post a counselor/lifeguard job for free, promote it for a fee

Post free

1. Identify your hiring needs

   The counselor/lifeguard hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a counselor/lifeguard to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a counselor/lifeguard that fits the bill.

   Here's a comparison of counselor/lifeguard salaries for various roles:

   Type of Counselor/Lifeguard	Description	Hourly rate
   Counselor/Lifeguard		$10-16
   Swim Instructor	As the name entails, swim instructors teach both children and adults how to swim. They help people develop their swimming ability through proper swimming techniques... Show more	$8-16
   Lifeguard/Swim Instructor	The primary job of lifeguards and swimming instructors is to keep an eye and teach swimmers at both private and public beaches, pools, private resorts, public parks, and summer camps. They implement local laws and regulations of the facility and provide help to swimmers who are in need... Show more	$10-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Canoe
   • AED
   • Role Model
   • Water Safety
   • RAN
   • Safety Rules
   • Leadership
   • Safety Guidelines
   • PowerPoint
   • Behavior Issues
   • Conflict Resolution
   • Using Training

   Responsibilities:

   • Educate campers to manage their diabetes independently bypracticing in team excercises.
   • Learned and understand any special medical conditions and/or relevant medication needs and allergies.
   • Maintain and ensure cleanliness of areas to uphold USPH and Disney standards.

3. Make a budget

   Including a salary range in your counselor/lifeguard job description is a great way to entice the best and brightest candidates. A counselor/lifeguard salary can vary based on several factors:

   • Location. For example, counselor/lifeguards' average salary in indiana is 45% less than in maine.
   • Seniority. Entry-level counselor/lifeguards earn 40% less than senior-level counselor/lifeguards.
   • Certifications. A counselor/lifeguard with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a counselor/lifeguard's salary.

   Average counselor/lifeguard salary

   $13.39hourly

   $27,859 yearly

   ---

   Entry-level counselor/lifeguard salary

   $21,000 yearly salary

   Updated January 1, 2026

4. Writing a counselor/lifeguard job description

   A job description for a counselor/lifeguard role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a counselor/lifeguard job description:

   Counselor/lifeguard job description example

   INCREASED PAY RATES - $16.00/HOUR

   A Great Wolf, Lifeguard is one of the most important positions in the lodge, as they are vital to ensuring the safety of our guests, their families, and anyone that visits our waterpark attractions. No matter the situation, Great Wolf lifeguards are trained to respond and ensure all guests enjoy a safe and fun environment.

   Essential Duties & Responsibilities

   • Supervises and provides surveillance of swimmers and guests during park hours, special events, and training sessions
   • Responds to emergency situations in assigned zone
   • Assists in communicating emergency situations outside of assigned zone
   • Administers and coordinates emergency first aid as necessary
   • Enforces the rules and regulations of the waterpark
   • Advises aquatics management of unsafe and unsanitary conditions
   • Provides superior customer service to all guests by assisting all in a polite and expedient manner
   • Performs daily routine chores and maintenance of waterpark to ensure neat and orderly appearance
   • Performing within Ellis Certification standards

   Required Qualifications & Skills

   • No experience required, training provided
   • Must be at least 16 years of age
   • Ability and willingness to achieve Certification in First Aid, CPR and Ellis & Associates Lifeguard Training
   • Successful completions of criminal background check and drug screen

   Desired Qualifications & Traits

   • Good oral communication skills
   • Prior First Aid, CPR, AED experience
   • Prior lifeguard training and/or experience

   Physical Requirements

   • Swim 50 yards in 4 ft. of water and retrieve a 10 lb brick from the bottom of pool
   • Sit or stand for extended periods of time
   • Capable of prolonged exposure to hot and humid environments
   • Ability to climb multiple flights of stairs
   • Minimum of 20/25 corrected or uncorrected vision and no permanent eye abnormalities

   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right counselor/lifeguard for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your counselor/lifeguard job on Zippia to find and recruit counselor/lifeguard candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with counselor/lifeguard candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new counselor/lifeguard

   Once you have selected a candidate for the counselor/lifeguard position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new counselor/lifeguard. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

   Sign up to download full list

   Sign up

How much does it cost to hire a counselor/lifeguard?