Posted: May 27, 2011

By Susan Smigielski Acker

Correspondent

The onset of summer means teens are out of school and looking for work. Hiring a teenager is a great way to get inexpensive help while providing a work experience for someone who has little to none.

However, because most teenagers do not have much work experience, it can be a challenge to find the best candidate for the job. Here is what to consider when interviewing and hiring teenagers:

Are they dressed to impress? Appearance is important, even for young people. Bisharah Musawir, Career Cafe specialist at the Youth Career Café in Newport News, said while teens may wear casual clothing at school or with friends, they should spruce up when applying for a job and showing up for an interview.

"Boys should wear a collared shirt tucked into a nice pair of pants," she said. "Girls should wear a nice blouse and a skirt or slacks or an appropriate dress. This tells you they made an effort to impress you and they will take the job seriously."

M.E. Mason, visitor services manager at the Virginia Living Museum in Newport News, agrees.

"Even when they come in just to ask for or fill out an application, I expect teens to be dressed appropriately, not just for the interview," Mason said. "If I am not here, the person who took the application lets me know if they were not dressed well."

Look for key personality traits. Upon meeting the teen, interviewers should shake hands and note whether the teen makes eye contact.

"It shows they are confident, and this means they will treat the customers the same way," Musawir said.

Jill Pryor, owner of Patriot Tours and Provisions in Yorktown, hired a teen for seasonal work last year. She said he impressed her at their first meeting with his interest in the business as well as his mature, respectful and outgoing personality.

"When people come in the door, we always say hello and let them know we are available to help," Pryor said. "If someone is going to work in this store, they need to be willing to do that as soon as people walk in the door."

Ask for a résumé. While it may not have work experience, it should contain community and school activities as well as volunteer work.

"This shows they have experience in doing something for someone else," Musawir said.

When reading about the teen's interests and hobbies, look for leadership positions such as captain of a sports team, said Andrea Harrell, director of youth initiatives for Opportunity Inc. in Virginia Beach. "It also shows they can work with a team," she added.

The résumé should include references, such as community leaders, coaches and teachers.

Family members and friends should not be listed, Musawir said.

For instance, Mason hired a teen whose references included the manager of the church day care where the teen volunteered on Sundays.

Get them talking. Start the interview with a simple question, such as: "Tell me about yourself and what you like to do." Musawir said the answer should highlight the teen's positive qualities and include good hobbies and activities. "If they say, 'I like hanging out with my friends,' then they are probably not a good candidate," she said.

Ask for the teen's hours of availability to see if they fit your needs. It is also important to ask about transportation to the business. "Here, you are not necessarily looking for a preferred answer on whether their parent will drive them, they will drive themselves or they will take the bus," Harrell said. "You are looking to see if they have developed a plan on how they will get to work. It shows they can be reliable."

Mason said a teen might not work out if his parents restrict what he can do on the job.

"If they say things like, 'My mom and dad won't let me do that,' then that is a red flag to me," she said. "Parents should be supportive if their teens get a job."

Test them with some hypotheticals. Pose an ethical question, setting it with a scenario.

"For instance, a restaurant owner could ask the teen what they would do if one of their friends asked for extra food at no charge," Harrell said.

Role-playing is important when interviewing. This allows the teen to show if she can think and react quickly to a possible situation, Harrell said.

Size up their ambition and interest. Find out the teen's level of education and goals. Do not automatically reject someone who is working toward his general equivalency diploma instead of obtaining a high school diploma.

"GEDs are not an easy out," Musawir said. "They have become more difficult."

Be aware of nonverbal communication. If the applicant maintains eye contact, leans forward and is involved in the conversation, she will be interested in the business and helping customers, Musawir said.

The teen should ask questions as well. This shows she is interested in the job and wants to clarify the responsibilities, Harrell noted.

Spell out the job responsibilities. Once a teen starts the job, make sure the duties are explained clearly. Make a list of what the expectations are on a given day so they can refer to it. Also, emphasize an open-door policy if there are questions.

It should be made clear that the teen's personal life needs to stay out of the workplace, Harrell said.

Mason agreed.

"Teenagers are going to have drama; that is a given," she said. "But when I see it, I nip it in the bud right away and speak to them. Usually it does not happen again."

While this may be a teen's first job and chance to earn money, it can also be a rewarding experience for the employer.

"This is not just someone who is working for you," Harrell said. "With a teen, this is a chance to mentor someone for the future." nib