Why Summer Jobs Are Less Popular
The demand for holiday work from young people has been declining for several years. In 2026, this demand was even 14 percent lower than the year before. The number of vacancies for holiday workers is also decreasing: from almost 4,800 in 2023 to less than 4,500 in 2024.
The main reason for this is simple. Many young people already have a permanent part-time job that they do all year round. About three-quarters of students and pupils work this way. Therefore, they no longer need to look for a separate summer job. This makes traditional holiday work less relevant but opens new opportunities for employers who adjust their recruitment strategy.
What Does This Mean for Employers?
This change means that employers need to adjust their recruitment strategy. The old-fashioned job posting on a bulletin board no longer works. Young people are looking for work in different ways, and employers need to respond to this to continue attracting young talent.
Below, we provide five practical tips to help you as an employer reach the right young talent for your summer jobs.
1. Go to the Platforms Where Young People Are
Nowadays, young people mainly search for jobs online. Think of Instagram, TikTok, and LinkedIn. Post short, visual videos about your company and the available summer job here. Show what a workday looks like and what the team enjoys about the work. This increases the visibility of your vacancy with the right audience.
2. Be Flexible with Working Hours
Many young people already have a job or other commitments, such as school or sports. Therefore, offer flexible working hours. Consider a few shifts per week instead of a fixed schedule. This makes the summer job more attractive to a larger group of young people.
3. Use a Good ATS
An Applicant Tracking System (ATS) helps you find and select candidates for your summer jobs faster and more efficiently. With the right recruitment technology, you can easily filter by availability, experience, and interests. This saves time and ensures a better match between employer and candidate.
4. Work on Your Employer Branding
Young people do not only look at the salary. They also pay attention to the atmosphere, culture, and values of a company. Show on social media who you are as an employer. Share employee stories and honestly showcase your company culture. Strong employer branding helps you stand out to young talent.
5. Think of Structural Inflow, Not Just Summer
Since fewer young people are looking for a short summer job, it is smart to look beyond just the holiday period. Build a relationship with young talent, for example through internships or part-time jobs that can grow into a permanent position. This way, you maintain a stable inflow of new employees, even outside the summer.
Frequently Asked Questions About Young Talent and Summer Jobs:
Why do young people less often look for a summer job?
Many young people already have a permanent part-time job that they do all year round. Therefore, they no longer need to look for a separate summer job.
How do I attract young talent for a summer job as an employer?
Make sure you are visible on platforms like Instagram, TikTok, and LinkedIn, offer flexible working hours, and work on attractive employer branding.
What is an ATS and how does it help in recruiting young talent?
An ATS (Applicant Tracking System) is software that helps employers find, filter, and select candidates faster. This makes recruiting young talent more efficient.
How Nubos.nl Can Help You
Nubos.nl offers recruitment technology and knowledge to tackle this challenge, even in a time when traditional holiday work is disappearing. Do you want to know how we can strengthen your recruitment process and attract more young talent for your summer jobs? Feel free to contact us.