Unemployment dipped to a 49-year low this spring, and convenience store managers have been feeling the pinch. Some companies have found high school students to be an adaptable—and, yes, reliable— source of labor in today’s tight market.

Bob Graczyk, vice president, human resources for QuickChek Corporation, finds that overall, high school students “are very well liked; they’re hard working. In the summer, they really add a lot of flexibility.” Plus, he said, “their friends come in. That’s an advantage, but it has to be managed.”

Graczyk likes to “get them early, develop, train them. A handful of them stay long term. We’re really pleased about that.”

Paul Grace, talent acquisition manager for Maverik, agreed. “This a market that is ripe. For a lot of people, it’s their first job. You can shape them, mold them, teach them. They don’t bring bad habits. You can teach them how you want them to respond to customers.”

Federal and state laws are strict regarding how many hours minors can work per day and per week. Laws also cover the types of tasks minors can perform and the equipment they can use.

“You have to be diligent. It is extra maintenance,” said Kim Scully, leader of operational recruiting and staffing at QuickChek, which is based in Whitehouse Station, New Jersey. “I understand the hesitation. But when you find good kids, it’s worth it.”

It’s generally less common to hire 14 and 15 year-olds because there are more restrictions in that age group than for 16 and 17 year-olds, Scully said. Members of the older group can sell cigarettes and work in the deli in New York and New Jersey, where QuickChek has about 150 stores. What’s especially important in New Jersey, which has only full-service gas pumps, is that 16 year-olds there can pump gas.

Maverik has about 330 stores in 11 western states, and many of those states have age restrictions on selling alcohol and tobacco. The store manager has the ultimate discretion in hiring, Grace said, and “a lot of managers say if the state says you have to be 21 to sell something, then everybody has to be 21.”

The foodservice area, which is growing quickly, is a good fit for young Maverik employees, Grace noted, because none of the equipment used there is restricted to older employees.

Store managers often worry about the limited hours that young employees are allowed to work and about the required periodic breaks, Graczyk said. “Some operators don’t want to deal with it,” he said, but “when you’re looking for labor today, reasonably dependable labor, it’s a great place to find it.”

Where to Find Talent

Convenience stores looking for high school talent face stiff competition from other retail businesses. Many grocery stores hire high schoolers. Walmart Inc. announced in June that it would expand education benefits for high school employees.

Grace and Scully both find that high school job applicants usually start out as customers. “Most recruiting is done through in-store signage. It catches minors’ attention,” Scully said. By hiring locally, these new young employees already have a relationship with customers, she said.

QuickChek’s robust employee referral plan nets quality candidates. “When you get a good high school student, you find that like-minded people tend to hang out together. It’s likely their friends also have a good work ethic and the potential to do well. So, if they have friends who are looking for work, you want them to send them by,” Scully said.

High school job fairs are a gold mine for finding young talent with minimal investment, Grace said. He also recommends using job sites that offer filter options, such as Indeed. Applicants “can filter how much the pay is, how far from home the store is, for example. They can filter age requirements. They’re not wasting their time.”

When Maverik goes into a new market, Grace visits high schools and puts the word out on social media about the benefits the company offers. “We can provide flexible schedules. Maverik has good tuition reimbursement. We push our internships heavily. There’s no rule you have to be  a college student” to get an internship, he said.

The company does a big recruitment campaign at the end of each school year. “We plant the seeds for people looking for summer work. We get two birds with one stone—college as well as high school students.

Coaching Kids, Managers

C-store managers need to recognize that high school students usually have little experience applying for jobs and to give them a boost.

“The biggest concern for high school students is that they don’t have any experience” to put on a resume, she said, so she works with them, walking them through the process. “I suggest that they put down activities that show they are part of a team and that shows they have experience with people. I help them see how that helps their profile.”

At job fairs, she often coaches students on the interview process. “I want to give them a good experience, help build their confidence. I ask them about classes, about their plans after high school.”

Store managers sometimes need a little coaching, too. “The No. 1 thing managers look for from everyone is personality. They want someone upbeat, smiling and friendly. You don’t always get that from high school students right off the bat because they are nervous,” Scully said. Managers need to make an effort to put young job candidates at ease. “Nine out of 10 times the kid will open up, and you’ll see their real personality.”

Grace also finds that store managers can use some coaching about the types of questions to ask. Behavioral questions don’t work well when an applicant has no job experience. Instead, he said, “questions might have to be situational, you might ask ‘What would you do?’”

Communicating with members of a young workforce, both when recruiting them and on the job, can be tricky. Grace has learned a few tricks. He knows, for example, that young people may decline calls on their iPhones because they don’t recognize the number. Often, young applicants are more receptive to text messages.

“You need to think about what’s the most effective way to communicate, and understand that their privacy is important to them,” he said.

Motivating Minors

What generally motivates these young workers is the same thing that motivates most older workers, according to Graczyk. It’s the paycheck. Young QuickChek employees are eligible for bonuses, and managers work with students to effectively juggle their work/school/activities schedule.

Scully agreed that high school students are usually focused on making money, but they also are motivated by the feeling that they are making a contribution, she said.

“Give them something they can take on. For example, the gift card racks. Have them look and see what’s running low. Tell them to make a note of it, and we will order more. That’s something they can take ownership of. That way they feel useful, they feel more appreciated, and they will be willing to take on more things.”

Young workers also appreciate a flexible, informal culture, Grace said. “Maverik gives them an environment where they can be relaxed. We have [uniform] shirts, but they can wear jeans. Younger workers are more concerned about how they look. A more casual dress code helps.”

In some places, Maverik gets an early start on wooing potential employees and customers. Near its Salt Lake City headquarters, company teams visit grade school students, bringing a mock setup of a Maverick store, complete with cash registers and fake money, to teach children about shopping and making transactions.

“When you’re putting in a store, it’s a great option to introduce your brand” to parents as well as children, Grace said. “You get them as customers or employees or as local advocates for your products or positions. They become fans.”