Why Summer Jobs Are Less Popular
The demand for holiday work from young people has been declining for a few years. In 2026, this demand was even 14 percent lower than the year before. The number of vacancies for summer workers is also decreasing: from nearly 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 throughout the year. 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 must 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
Young people nowadays primarily search for jobs online. Think of Instagram, TikTok, and LinkedIn. Post short, visual videos about your company and the open summer job. Show what a workday looks like and what the team enjoys about the job. This increases the visibility of your vacancy among the right target 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. Think of a few half-days a week instead of a fixed schedule. This makes the summer job more attractive to a larger group of young people.
3. Make Use of 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 stories from employees and showcase your company culture in an honest way. Strong employer branding helps you stand out to young talent.
5. Think of Structural Intake, Not Just the Summer
Since fewer and fewer young people are looking for a short summer job, it is wise 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 intake of new employees, even outside the summer.
Frequently Asked Questions About Young Talent and Summer Jobs:
Why Are Young People Searching Less Often for a Summer Job?
Many young people already have a permanent part-time job that they do throughout the year. 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?
Ensure that you are visible on platforms such as 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 provides the 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.