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The Round Table

In Good Guys and I Heart Recruitment, and at our Dynamic Recruitment Training, Phired Up teaches membership organization leaders about the concept of The Phired Up Round Table.

Most organizations that we work with find it challenging to motivate their members to do the hard work it takes to get recruitment success. Unfortunately, many of those leaders spend so much time trying to motivate their slackers that they have no time to make any progress. The Round Table is a practical way to start getting the work done that needs to be done.

The Phired Up Round Table is a small group of committed members within your organization. We know that Pareto’s Principle holds true in most organizations, and 20% of the members produce 80% of the results. So this is for that 20% who are willing to hold up their end of the bargain”

You can create a Round Table by gathering 3 or more members that you trust, that are committed to Dynamic Recruitment principles, and that are the real “do-ers” in the organization. Once you’ve got a few members for your Round Table, meet regularly, don’t worry about your titles or responsibilities, and just focus on doing the work it takes to get recruitment results. Keep it simple.

We’ve provided some questions, outlines and to-do lists for your Round Table to get immediate results. Some of these suggestions will make more sense if you’ve read Good Guys or I Heart Recruitment, or if you’ve attended a Phired Up Dynamic Recruitment Workshop.
 

Purpose of the Round Table:
*Mentor the members with ongoing support, and continually try to get their commitment to be a part of the round table.
*Constantly promote the 8 Steps to Limitless Possibility (see Good Guys or I Heart Recruitment for more info) and Dynamic Recruitment principles to all members.
*Hold each other accountable to the 8 Step system, working your recruitment plan, and working your names list, & ongoing education.
*Most important of all, continue to build the organization’s dream!!!

Round Table “To Do” List:
Names List
Develop a list with each member to create one main chapter list (primary prospects)
Grow the list with references from non-members (secondary prospects)
Grow the list by cultivating new relationships through the 5 for 5 program.
Schedule brotherhood activities that prospects can enjoy as well.
Call prospects from names list and assist members with calling from their lists (phone script).

Frequently & consistently train members in The 8 Steps fundamentals.

Lead by example: Commit to pursuing and sharing WISDOM by reading for at least 20 minutes per day.

Consistently assess and re-direct efforts by meeting as a round table and asking the “8 Round Table Questions”
 

Eight Round Table Questions

  1. What % of time is our organization spending on the basics: people and purpose? How can we improve that?
  2. How have you lived the organization’s purpose today (A.C.E. your values)?
  3. What is your 1 new, WILD DREAM for our organization?
  4. Where will you meet your 5 new people tomorrow?
  5. How has this organization enhanced your life specifically this week?
  6. Who are your 5 new prospects today?
  7. What have you read lately that could help the organization?
  8. When and where are we meeting next?
jury-duty

The Jury

A major part of the Dynamic Recruitment Process is what is referred to in Good Guys and I Heart Recruitment as, Step 5: Know Your Product. This step is all about understanding what value and benefits you have to offer your prospective members, and then being able to communicate that effectively.

A good tool for practicing this important recruitment step is to stage a debate within your chapter. Imagine” A jury of your peers and collegiate administrators has challenged you to justify your organization’s existence on its campus. It is up to you to keep your fraternity around” Here are the questions they are asking.
How do YOU respond?

  1. What value do you bring to our campus that other groups (with better reputations) do not?
  2. We have a lot of complaints about the fraternities and sororities on our campus, why should we let you stay around?
  3. How do you actually help your members succeed within their academic pursuits?
  4. Why was your chapter started at this school in the first place?
  5. What do you teach in new member education, anyway?
  6. It seems like the stereotypes about fraternities and sororities are true. How do you NOT exemplify all the bad things we’ve seen in the movies and on the news?
  7. We have campus owned housing that doesn’t cause nearly the problems that fraternity/sorority housing causes”Why should we let you have a house?
  8. Our purely service oriented groups do more community service than you, why don’t you just join one of those to get your community service experience?

Being able to justify your existence as an organization can be difficult, especially if you haven’t practiced. The challenge here is to be certain that you could win a debate with someone who was interested in eliminating fraternities from your campus. Could you? Could you justify your organization’s existence if it meant facing the tough questions that come along with being a fraternity/sorority member? If you are confident, then make sure everyone else in your chapter is just as confident.

These tough questions are at the heart of the real concerns that your prospective members (and their parents) have. These tough questions also stand in the way of getting referrals from university and community sources. Consider their perspective for a moment, and work to reduce their concerns through positive action and the recruitment of only the best and brightest.

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Are you a stallion or a mule?

In our book Good Guys there is a story about horses and mules (a.k.a. “asses”). There is a similar story for women in I Heart Recruitment. These stories help us understand the importance of gathering up the strongest members in our chapter (and prospective new members), or the HORSES, to get the recruitment results we want. Stop wasting your time trying to push mules (a.k.a. “asses”), and hitch your recruitment wagon to the powerful stallions that MAKE RESULTS HAPPEN.

Check out our books for more on the stories, but in the meantime, try to determine whether you are a horse or a mule within your organization by answering these questions:

  1. Do you receive calls to attend events or are you the one making calls to others in the group to encourage attendance?
    Horses are expected to attend and promote events to others, never the other way around. Mules are constantly being pushed to just show up.
  2. Did you pay your fees/dues on time?
    Horses never have to be asked to fulfill their obligations. Mules stubbornly make excuses.
  3. Do you attend all meetings, sit near the front, and come with something to offer? Of course, Horses always show up, but they also get right into the thick of things and bring to the table something worthwhile to share.
  4. Are you among the busiest people you know?
    Horses are committed to many different interests and balance them all with amazing grace. It’s been said that, “if you have something important that must get done, ask the busiest person you know for help.”
  5. Do you bring notes and take notes at meeting?
    Meetings are meant for sharing updates, information, and moving the organization forward. Horses anticipate meaningful dialogue that deserves to be recorded.Do you spend more time complaining or creating solutions?
    Horses are too busy making positive change to stop and perpetuate negative energy.
  6. If you were to suddenly leave the group, would your responsibilities need to be immediately reassigned? Horses are always in positions of leadership or working on projects of great importance that require assigned attention.
  7. Do the members of your group enjoy your company?
    Horses are not only organizational leaders; they are friends of the membership.
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Recruiting Skills for Any Organization

Phired Up works with all kinds of organizations… And one of the things that is consistent in any of our training and consulting work is the need to prepare all the members in whatever group we’re working with to be effective, active, natural conversationalists. The truth is that people will join your organization if they feel good about 2 things…

a) If they feel good about the general purpose of the group (though, this is secondary), and

b) If they feel good about hanging out with one of the members (this is most important).

Remember, People Don’t Join Organizations. People Join People.

So, here is a simplified list of some of the recruitment SKILLS that we teach organizational members looking to increase the quantity of quality members in their group.

  • Ask about them, don’t tell about you. People are interested first and foremost in themselves. If you let them talk about their favorite topic, they’ll like you and you don’t even have to say much (except maybe ask a few good questions).
  • Use their name occasionally. Remember this is the most important word in their vocabulary. Plus, using their name gives you a better chance of actually remembering their name.
  • If you get to the point in the conversation where an awkward silence takes hold, try talking about these F-words: Family, Friends, From (where are they from?), Future (what do they have planned for this weekend, next week, next year?), Firsts (is this their first time here?), Favorites and Fun.
  • If the conversation does drift to your organization as the topic, be prepared with the elevator pitch that you have memorized and practiced (check out one of our books, or articles for more info).
  • Find out about their needs ‐ what do they wish for? Use that information to pair the value and benefits of membership in your organization with their wants and needs.
  • Don’t be afraid to ask them to join. Do you know how many people have never joined your organization because you didn’t ask them? A lot.
  • If you’d like to make sure they will say yes before you ask them to join, try this question, “If I asked you to join our organization right now, what would you say?”
  • If they have concerns about joining, use the quality responses you’ve prepared beforehand (to the 10 most common reasons people don’t join your organization) to acknowledge their concerns but address them effectively.

 

LOGO-I-Heart-Recruitment-Final

I HEART RECRUITMENT (Coming Soon!)

by Matt Mattson

It’s coming soon! The first-ever book on SORORITY RECRUITMENT!

About 15 months ago, Josh Orendi and I (Matt Mattson) launched the revolutionary book, Good Guys: The Eight Steps to Limitless Possibilities for Fraternity Recruitment. Now, after a lot of hard work by Phired Up’s two sorority recruitment experts, the company is proud to announce that we’re preparing to launch a similar (but unique) book for sororities.

The truth is that, while many of the core concepts are similar, sororities recruit differently than fraternities, and up until now, there hasn’t been a universal international resource for undergraduate and alumnae sorority leaders to turn to for instruction on the most vital of their organizational responsibilities — recruitment. Thanks to Colleen Coffey, Jessica Gendron (the authors), and countless other Greek leaders, Phired Up Productions is in the final stages of preparation for the launch of that very resource.

The book will be called, I Heart Recruitment: The Eight Steps to Limitless Possibilities for Sororities. Colleen and Jessica have been buried in the edits and drafts over the past several months, and their thrilled to be ready to talk about the book publicly.

An official release will be available once the book is actually launched, and we’re still about 1 month away from publication, but start thinking now about how you can incorporate this incredible new resource for sororities into your educational repertoire. We recommend that you let all the sorority women you know in on this super secret pre-announcement so that they’re prepared to get this book a.s.a.p. This will dramatically influence recruitment practices around the country this year, so be sure you don’t miss the initial wave of excitement.

Consider sending Jessica and Colleen an E-mail at IHeartRecruitment@PhiredUp.com to learn more about the book.

Here is a little more about the authors:

Jessica Gendron (Jessica@PhiredUp.com) brings the Phired Up team a wealth of experience and skill when it comes to organizational recruitment and fraternity/sorority culture. As a performance consultant for Phired Up, she is a charismatic and energetic presenter and consultant. Jessica has professional experience working with college students which includes an extensive knowledge base in sorority recruitment, values-based initiatives, and community development. Jessica has a Bachelor of Art in Graphic Design from Eastern Illinois University and a Master of Science in Higher Education and Student Affairs from Indiana University – Bloomington.

Colleen Coffey (Colleen@PhiredUp.com) brings the Phired Up team a dynamic perspective on recruitment and organizational culture. As a performance consultant for Phired Up, she is a skilled presenter and consultant with professional experience working with college students and an extensive knowledge base in the area of sorority recruitment. Colleen has a Bachelor of Social Work from Belmont University and graduated from Eastern Illinois University with a Master’s Degree in College Student Affairs having completed research on organizational recruitment and program evaluation.

Early on in the process, Phired Up engaged the help of some incredible Greek women to get started with the creation of a sorority-specific curriculum and to give the book a jumpstart. The were: Colleen and Jessica (of course) from Alpha Sigma Tau; Beth Conder, Alpha Chi Omega; Ashley Dye, Pi Beta Phi; Renee Rambeau, Chi Omega; Kristin Torrey, Delta Gamma Phired Up would like to recognize the work of the women on that committee. They are wonderful allies in the efforts to move the world to Dynamic Recruitment.

Phired Up Productions has delivered high quality recruitment training services to fraternities AND sororities for 5 years, and we’re thrilled to add this world-class sorority recruitment resource to our menu of services.

caution

BEWARE! Highly contagious recruitment plague is spreading! WARNING

by Josh Orendi

This just in from the recruitment coroner’s office, there is a deadly disease spreading among college fraternities. We now know that this disease has claimed the lives of hundreds of charters from coast to coast. The epidemic is believed to have begun as early as the 1970′s, and it has been spreading quickly since that time. Please be on close guard. Warn all Greek students!

The deadly disease is called … Eventitis (e-vent-itis). Eventitis is a nasty disease that makes infected chapters believe they have to spend a lot of money and time planning a big “event” in order to make friends. Scientists have identified popular strains of the virus include beach party, around-the-world, hawaiian luau, battle of the bands, and toga night.

Though the “themed” strains may vary, fundamental components are always the same: loud music, free food, scantily clad women, and enough alcohol to resurface the Titanic. Common symptoms of chapters infected with Eventitis include filthy chapter houses, poor membership retention, frequent alcohol incidents, below average GPA, difficulty paying bills, leadership challenges, missing/broken ritual equipment, disappearing composites, and 5th/6th year seniors.

The good news is that there appears to be a break through cure. It’s called Dynamic Recruitment. By using a systematic approach that includes cultivating a names list, small activities, a values-based selection process, and pre-closing before bidding … chapters appear to be recovering from Eventitis. In fact, they appear to be healthier than before they were infected. The cure is not overnight, but early reports claim dramatic results in as little as 3-4 weeks.

Spread the good news. Help is available. For more information about recruitment vaccinations, prescription, and other chapter-changing potions, consider Phired Up’s products and services. Your chapter’s life may depend on it.

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Books Have Changed Our Lives

by Josh Orendi

Step 7 of The Eight Steps to Limitless Possibilities talks of the importance of constantly seeking greater wisdom — through reading, as one example – to move your life and your organization closer to the limitless possibilities that await.

We at Phired Up know that books change lives. They have changed ours. Balanced leaders read on a variety of topics, and nearly everything we read we find applicable (strangely) to the world of organizational recruitment.

So, check out these books and let us know what lessons you learn about recruitment from these great authors.

MARKETING
Purple Cow, by Seth Godin
Tipping Point, by Malcolm Gladwell (if you like this, consider reading: Blink)

NETWORKING & BUSINESS RELATIONSHIPS
Never Eat Alone, by Keith Ferrazzi
How to Win Friends and Influence People, by Dale Carnegie

PERSONAL FINANCE
The Richest Man in Babylon, by George Clason
Rich Dad Poor Dad (series), by Robert Kiyosaki
The Millionaire Next Door, by Thomas Stanley and William Danko
Total Money Makeover, by Dave Ramsey (radio talk show is even better than the book)

PERSONAL & FINANCIAL FREEDOM
It’s OK to Leave the Plantation, by Mason Weaver
The Four Agreements, by Don Miguel Ruiz

SALES
How I Raised Myself from Failure to Success in Selling, by Frank Bettger
The Greatest Salesman in the World, by Og Mandino

PROFESSIONAL CAREER GUIDANCE
What Color is Your Parachute, by Richard Nelson Bolles

GENERAL SUCCESS
The Seven Habits of Highly Successful People, by Stephen Covey (short audio is best)
Think and Grow Rich, by Napolean Hill
An Enemy Called Average, John Mason
101 Wisdom Keys, Mike Murdock (audio is best)
Who Moved My Cheese, by Spencer Johnson

BUSINESS SUCCESS
One Minute Manager, by Ken Blanchard and Spencer Johnson
Good to Great, by Jim Collins

HEALTH & FITNESS
The Abs Diet, by David Zinczenko

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2 Good Ideas…

by Josh Orendi and Matt Mattson

We often scrounge around the wild, wacky world of Facebook to see what great recruitment ideas are out there, and we’ve found a bunch. We’ll also happen upon great recruitment ideas when we’re out on the road doing Dynamic Recruitment Workshops or by E-mail through people we’ve met. We welcome your ideas, and are thrilled by the amazing innovations fraternities and sororities are coming up with.

Here are a couple of recent examples that you can also find on Phired Up’s Recruitment Ideas and Success Stories Facebook group (which, to date, has over 830 members!).

Here’s a GREAT summer recruitment technique called “shadowing” that Josh received in an email from Marcus Howell, ATO at Marietta College.

—————

Hello, this is Marcus Howell, I talked to you briefly about the
shadowing program at Marietta College when you were here on Sat.
March 24th.

The basics are this, most colleges (i imagine) have a program where
high school juniors and seniors are able to visit the college and
follow a student around to classes, his dorm, and anywhere else that
he/she would go to in a normal day. The reason for the college is so
the prospective student is able to see how classes go on and
everything else.

When I was a senior in high school, I had my college choices narrowed
down a lot. I had overnight shadows at Marietta College and
Allegheny College. My shadow at Marietta was Brock Linedecker, and
the one from Allegheny didn’t impress me so I don’t remember him.

Anyway, I followed Brock around to his classes, hung out with him in
his dorm room, meet some other guys in the dorm hallway. At the time
that I had gone, Fall rush was finished and everyone had already
received bids. Brock was an Alpha Tau Omega pledge. Later in the
night, we went down to the fraternity house and I met many of the
brothers. I was also able to talk with the president of the
fraternity about any questions that I had.

I feel, that because of my great experience with Brock and the ATO
boys, I made up my mind that I wanted to go to Marietta, and that I
wanted to be an ATO. All this and still have over six months of high
school left.

When I arrived on campus to move my stuff in the next year, I met up
with a few of the people that I met during my shadowing trip. We
instantly began talking about the one night that I had been here and
I felt like I already had many friends on my first day. The Alpha
Tau Omega brothers have become my family since then and I really
believe that my overnight with Brock Linedecker had a lot to do with
that.

i just think that it’s a great untapped resource for incoming
freshman. It may not get a lot of people every year, but I came in
knowing what I wanted. So that gives the fraternity a good Fall rush
person, and an incoming freshman who can talk up other freshman about
“how cool the fraternity guys are.”

I hope this story helps you out. Good luck with Phired Up!

Laters!
Marcus T. Howell

Here’s another one from Sig Ep. STROMBOLLI? We’ll just cut/paste their facebook group’s information for you:

—————–

Come to the SigEp house, McComas Village Unit D-1, on Thursday April 19th from 10 PM-2 AM for the best stromboli in Toledo. Presale tickets are $4 for a half, $7 for a full stromboli. At the door: $5 for a half stromboli, $8 for a full. ***A full stromboli is a foot long, so come hungry! A ticket also includes drinks and marinara sauce for dipping.

Don’t want stromboli late at night? No problem. Buy a pre-sale ticket and tell the seller that you want your stromboli frozen. We’ll keep it wrapped and frozen at the SigEp house to be picked up at your convenience at a later date, with cooking instructions included!

All of the money raised will be donated to Youth Aids. To find out more about Youth Aids, go tohttp://projects.psi.org/site/PageServer?pagename=home_homepageindex.

——————-

If you’re thinking, “This is a fund raiser, not a recruitment event.” Exactly! That’s part of the secret to good recruitment. They’ve turned a fund raiser into a recruitment opportunity by preselling tickets. This creates a nonthreatening way to collect new names followed by a nonthreatening way to make new friends. Great example of a Dynamic Recruitment technique.