Search results for "values-based"

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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.

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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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Rush Bong! (Stop Beer Bonging New Members)

by Josh Orendi

If your campus and/or chapter operates on a system that relies entirely on formal RUSH, you may be guilty of a Beer Bonging mentality that has you Rush Bonging New Members. Raise the funnel high, tip your head back, and read on.

The mechanics of a good Beer Bong are essentially as follows:
1. Bad beer. Nobody puts the good stuff in the magic funnel.
2. Dirty beer bong. Let’s be honest, it’s had 372 different mouths on it and the only cleaning it’s had is when Bongo did a reverse bong blow shooting foam into the other room.
3. Crowd of loud friends. If you are beer bonging solo it’s time to get help.
4. Desperate recipient on their knees hoping for something good to result from this ridiculous act. That’s you.
5. Veteran beer bonger who is single handedly redefining the role of Social Services’ and leading the event by holding and filling the funnel.
6. Clogged tube. Tongue, thumb, whatever your favorite body part might be ” the beer bong requires a stoppage that disallows any passage until the point of release.
7. Dramatic pause. Is there no one on this planet that can master a single pour without 9 inches of foam?
8. Release! With eyes the size of watermelons the beer bong victim inhales the liquid.
9. Spillage! The novice bonger takes one swig then wears the remaining 12 ounces, while the master bonger leaves only the token drops of victory left on his chin.
10. Aftermath. Not long after the bonging came the reality check of what happens when a six pack is consumed in 8.3 seconds. It didn’t look pretty before you flushed away the memory.
11. Round #2. The persistent scholar recognizes the folly of his ways and goes back to the bong dragon once more knowing that things will surely be different this time.

Q: What does this have to do with recruitment?
A: Everything ” if you’re a Rush bonging chapter. Keep reading.

1. You are bad beer. Premium chapters never rely on the RUSH bong. Quality recruitment should be consumed and enjoyed slowly over time.
2. You are dirty. Look around.
3. Crowds dominate our recruitment efforts. Nearly everything we do that is recruitment focused is centered around a party or Big Event.
4. Your chapter is on its knees at the mercy of this year’s freshmen class, hopeful that something good will come out the other end of this 2 week masquerade.
5. The veteran Rush Chairman leads the effort, but the only thing he really does is organize the party, pick up chicken wings, and blame you for expecting him to do more than hold the funnel.
6. Bid restrictions created by the school or chapter are the blockage that enables your Rush bong. “We can only recruit during this time.” Cried the dirty bongers.
7. At the end of the Rush period is the dramatic climax of “who did we get” as we wait for the foam to settle.
8. With eyes wide open we are instantly filled with new members.
9. Spillage. But a couple drop out.
10. Aftermath. The chapter’s stomach gurgles. “Retention is a problem and we don’t know why. We can’t seem to get them to stick around or stay involved.”
11. Round #2. No problem, we’d better Rush back to the Recruitment bong next semester to fill up again before our delusional high wears off.

Oh, it’s a sad dependency many of us have on the Rush Bong. As Susan Powter would say, “Stop the insanity!” If you recognize it’s time to move on to something better, help is available. It’s called Dynamic Recruitment.

Dynamic Recruitment is a systematic process of year-round, values-based recruitment. The polar opposite approach is called Static Recruitment and looks a lot like the Rush Bong. That being said, formal recruitment is often a good thing. Dependency on a two week formal rush ” not so much.

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Slam Dunk Recruitment Lessons

by Matt Mattson

March Madness is here! At the time of writing this post, the Sweet Sixteen is decided and we’re heading into the homestretch of what has to be the wildest tournament in all of American sports. But since this isn’t a sports blog, and because we sometimes feel like we can turn anything into a lesson on values-based recruitment techniques, let’s see what the world of college basketball has to teach us, shall we?

Now, I’m not a huge basketball fan, to be honest. That probably has something to do with me being cut from my HS basketball team (just like MJ!). I only passively watch the tourney every spring because I know there are always going to be 1 or 2 games that blow my mind. But I know enough about the game to see that it is clearly just a complex analogy for how to recruit members into your organization. You might have to look closely, but you’ll see what I mean.

Here are…

Four Slam Dunk Recruitment Lessons Taught by the NCAA Basketball Tourney

  1. You can count on a strong system year after year. O.K., so Duke was eliminated in the first round, and they are probably the best example of an elite system in the game. But look how often Duke makes the tournament. Then look at KU, UK, Indiana, UNC, Maryland, UCLA… you get the idea. These schools have solid systems that are built on patterns of behavior that deliver consistent, repeated, world-class results. You’re even seeing schools like Pittsburgh and Gonzaga going from one-time wonders to solid systems that are constantly funneling in top talent and churning out wins. Does your organization have a world-class system? Or are you just hoping to accidentally bring in a superstar and make a cinderella run on long-term success?
  2. Wise coaches prevail. There is a reason you continue to see men like Mike Krzyzewsksi, Bill Self, Tubby Smith and Bobby Knight in the tournament. These men understand the importance of continually learning and improving — and they understand the importance of doing the LITTLE THINGS right. John Wooden said, “It’s the little details that are vital. Little things make big things happen.” Coach Wooden is probably one of the most quoted individuals in American sports because of these truisms. As an organization, are you constantly reaching out to learn more and more? Are you constantly trying to improve your organization’s ability? Are you working on the little things it takes to be successful with recruitment (practicing your skills, working your plan, meeting people constantly)? These coaches run a tight ship, but it is their ability to learn and to get their players to do the LITTLE THINGS that get them their results.
  3. You need a versatile big man. That Oden kid from Ohio State is something. As a freshman he’s dominating the game. When it comes to recruiting, you need a big man to step up like he does every game. While most organizations have someone that is shackled with the responsibility of recruiting (i.e. recruitment chair, rush director, etc.), often that person is a younger member who gets suckered into taking the position — and then all they do is EVENT planning (they’re one dimensional). You need a real, versatile presence to truly orchestrate the outcome of your recruitment game. The person who steps up to run recruitment doesn’t have to be the most suave or smooth, that person just needs to be a leader, and needs to have vision (like the big man down low). The person in charge of recruitment for your organization should manage your names list, delegate the responsibilities of contacting prospects and interacting with prospects. Your “big man” should NOT be the only person who handles the ball — they should be able to go strong to the hoop (recruit members themselves), and more importantly, dish it back out (empower the other horses of the chapter to play their roles).
  4. The uniforms don’t matter. You can have an ugly T-shirt with the word “Saluki” on the outside of it, and still make it far in the tourney. Just like your “rush t-shirts” and peripheral advertising really don’t make any difference. Real results in basketball come from individuals beating other individuals in the man-on-man game. In recruitment, results don’t come from the uniform, the hype, or the hair-dos… results come from one person helping another person understand the value that your organization has to offer.

I told you we could find recruitment lessons in pretty much anything.

We hope your brackets are still in tact (I’ve got Ohio State winning it all!) Enjoy the rest of the tourney! Happy recruiting.

 

Values & Sorority Recruitment

by Colleen Coffey and Jessica Gendron

We know that most sororities are interested in recruiting the highest quality women as members. With that in mind, below you will find some real-life case studies that you can use to have good values-based recruitment discussions with your members. From the following case studies based on actual events, evaluate the situation and assess the members' activities and decisions based on your core values as well as those of your sorority. Ask yourself, how will this situation support or compromise our core values? How will I react? Are my chapter's recruitment efforts values-based? Pose these questions to your members and see how the responses differ.Values case studies

  • April is the community service chair of your organization. She has been excited all semester about combining recruitment with service by holding an event during recruitment week that raises money to support the local Boys and Girls Club. At your chapter meeting, April stands up to announce that the chapter will be sponsoring a "topless" carwash at a gas station on the edge of campus. The carwash is advertised as "topless" but when participants show up for the excitement, they are surprised by the fact that the top of their car will not be washed. Another sorority did a similar event last semester and raised over $1000 in just one day, plus they had a blast.
  • Lindsay is a 5th year senior with the most experience in your chapter. She has a great idea for a new member activity that she did before she pledged. Lindsay comes to you with a list of 25 tasks that she will be challenging the chapter's new member to complete. The list includes some educational tasks such as looking up questions on the chapter's history in the library and getting personal information from sisters. The list also includes some "adventures," as Lindsay referred to them, such as seeing how many men new members can kiss in one hour and stealing a composite picture from the fraternity your chapter is doing homecoming with.
  • Josh is a charming, outgoing, good-looking football player and pre-med student who is philanthropy chair of his fraternity. Last semester, after eight months of dating, he broke up with your sorority sister. They remain friends, but everyone knows that she still cares about him. At last night's social event Josh asked you out for dinner next weekend.
  • Your chapter is very well known on campus as the most beautiful and popular sorority around. Margret, who is over weight because of a thyroid condition,, is going through recruitment. She is a sophomore with a 3.8 GPA, is actively involved as a volunteer with Habitat for Humanity, and was President of the Freshman class. Margaret is friendly, outgoing, and incredibly excited about joining your organization. During membership selection, a sister speaks up stating that she is not sure Margaret "fits in with the image of your group.”
  • To show chapter unity and promote the organization's name, Chandler, an art major, has designed "the coolest crush party t-shirts ever." The front displays the sorority letters and symbols. The back boasts a large picture of a peace sign with the text above it reading "Everyone wants a""
  • Anna is a great sister and a pretty good student. Last year, she took the same History class with the same professor that one of the chapter's new members, Tera, is taking. Tera's history midterm is tomorrow morning so she tells the sisters she cannot join them at the Thursday night event with Alpha Alpha Alpha fraternity. Anna says, "wait here" and returns a few minutes later with a copy of the midterm. She gives it to Tera and says, "Now there's no excuse for you not to come have a great time with us." 
  • One of the perks of being an 3rd or 4th year student is having the option to live off campus. This year, two of the chapter's seniors, Mara and Samantha, live in an amazing apartment where they often host parties for sisters and friends. Since you can't drink alcohol in your on-campus house, Samantha comes to the rescue with the announcement that she and Mara will host unrestricted parties for sisters, friends, and prospective new members to help get recruitment numbers up this semester.

Keep an eye on Phired Up's website for the launch of the book on sorority recruitment soon. Coming late Spring 2007.
 

 

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Values & Sorority Recruitment

by Colleen Coffey and Jessica Gendron

We know that most sororities are interested in recruiting the highest quality women as members. With that in mind, below you will find some real-life case studies that you can use to have good values-based recruitment discussions with your members. From the following case studies based on actual events, evaluate the situation and assess the members’ activities and decisions based on your core values as well as those of your sorority. Ask yourself, how will this situation support or compromise our core values? How will I react? Are my chapter’s recruitment efforts values-based? Pose these questions to your members and see how the responses differ. Values case studies

  • April is the community service chair of your organization. She has been excited all semester about combining recruitment with service by holding an event during recruitment week that raises money to support the local Boys and Girls Club. At your chapter meeting, April stands up to announce that the chapter will be sponsoring a “topless” carwash at a gas station on the edge of campus. The carwash is advertised as “topless” but when participants show up for the excitement, they are surprised by the fact that the top of their car will not be washed. Another sorority did a similar event last semester and raised over $1000 in just one day, plus they had a blast.
  • Lindsay is a 5th year senior with the most experience in your chapter. She has a great idea for a new member activity that she did before she pledged. Lindsay comes to you with a list of 25 tasks that she will be challenging the chapter’s new member to complete. The list includes some educational tasks such as looking up questions on the chapter’s history in the library and getting personal information from sisters. The list also includes some “adventures,” as Lindsay referred to them, such as seeing how many men new members can kiss in one hour and stealing a composite picture from the fraternity your chapter is doing homecoming with.
  • Josh is a charming, outgoing, good-looking football player and pre-med student who is philanthropy chair of his fraternity. Last semester, after eight months of dating, he broke up with your sorority sister. They remain friends, but everyone knows that she still cares about him. At last night’s social event Josh asked you out for dinner next weekend.
  • Your chapter is very well known on campus as the most beautiful and popular sorority around. Margret, who is over weight because of a thyroid condition,, is going through recruitment. She is a sophomore with a 3.8 GPA, is actively involved as a volunteer with Habitat for Humanity, and was President of the Freshman class. Margaret is friendly, outgoing, and incredibly excited about joining your organization. During membership selection, a sister speaks up stating that she is not sure Margaret “fits in with the image of your group.”
  • To show chapter unity and promote the organization’s name, Chandler, an art major, has designed “the coolest crush party t-shirts ever.” The front displays the sorority letters and symbols. The back boasts a large picture of a peace sign with the text above it reading “Everyone wants a”"
  • Anna is a great sister and a pretty good student. Last year, she took the same History class with the same professor that one of the chapter’s new members, Tera, is taking. Tera’s history midterm is tomorrow morning so she tells the sisters she cannot join them at the Thursday night event with Alpha Alpha Alpha fraternity. Anna says, “wait here” and returns a few minutes later with a copy of the midterm. She gives it to Tera and says, “Now there’s no excuse for you not to come have a great time with us.”
  • One of the perks of being an 3rd or 4th year student is having the option to live off campus. This year, two of the chapter’s seniors, Mara and Samantha, live in an amazing apartment where they often host parties for sisters and friends. Since you can’t drink alcohol in your on-campus house, Samantha comes to the rescue with the announcement that she and Mara will host unrestricted parties for sisters, friends, and prospective new members to help get recruitment numbers up this semester.

Keep an eye on Phired Up’s website for the launch of the book on sorority recruitment soon. Coming late Spring 2007.
 

 

 

 

New Year's Recruitment Revolution

By Matt Mattson

The new year is a time of hope and promise. Many fraternity and sorority chapter leaders are returning from a long break to find a chapter in disarray and in need of some major work. Luckily, it is the new year and everything looks a little more promising in January.

My own chapter has recently declared that they must get ready for a HUGE recruitment class during the Spring of 2007 if they want to survive. It turns out that some of the guys are graduating, and others are inactive" after several semesters of not-so-great recruitment efforts, panic is setting in.

It is in the spirit of hope and panic that I offer these top 10 Tips for IMMEDIATE, SHORT-TERM RECRUITMENT RESULTS for those chapters that are in desperate need of a New Year's Recruitment Revolution.

IMPORTANT NOTE: these tips are meant to generate short-term results. I
can't promise long-term results with these tips, and for that matter, you might
risk sacrificing quality if you're depending on a quick-fix to survive ‐ but
there occasionally comes a time when caution is thrown to the wind and
desperation rules the day. So, good luck.

Top 10 Tips for Immediate, Short-Term Recruitment Results

1. Don't Sacrifice Your Values. Many chapters that are motivated by survival easily toss their values out the door in favor of numbers. Don't do that. A chapter of 100 idiots is much worse than a chapter consisting of 8 decent men. Be sure you determine measurable values-based selection criteria to screen men. Hopefully by the time you follow the other 9 tips below, you'll have more than 5 guys to choose from.

2. "Quality" is Not a Valid Excuse. It is a mediocre chapter that says, "We didn't get enough guys because we put quality before quantity." If you're using that excuse, you just didn't have enough people to choose from to begin with. Trust us, there are enough potential members on your campus of your caliber or better to quadruple the size of your chapter. You just have to meet more people from which to choose. So, start by meeting as many people as you can. No kidding. Meet thousands of people. Your recruitment goal shouldn't be to recruit 20 guys this semester ‐ it should be to meet 5,000 men and choose the best from among them.

3. Be Unique. Inevitably your chapter will probably choose a theme or a catchy catch-phrase for marketing purposes (even if we advise against it you'll do it anyway). If this is something you must do, think about how you can position your organization to actually be different from the others on campus. Not just a slight variation on the basic frat theme. Not just the funniest play-on-words that you can fit on a t-shirt. Actually position yourself with a simple, clear, easy-to-understand message that communicates that your organization is different from other fraternities on campus ‐ heck, I've even advised groups to not call themselves a fraternity and actually BE something different. But that might be a stretch for short-term results. Identify the UNIQUE value that your chapter offers to its membership (and here's a hint ‐ you DON'T have the tightest brotherhood on campus because that's what everyone says, DON'T use your national catch phrases like "To Better the Man," or "We're Balanced Men," and leadership, scholarship and service are not unique.) Think hard on this one. Differentiate yourselves.

4. Do It Yourself. Guess what" if you want to quickly turnaround your chapter, you're not going to have time to motivate the slugs with the spit-cups at the back of the meeting to do their part. It is up to you. Choose to start the revolution yourself. Revolutions don't normally get passed by committees ‐ they're started by wild, independent, brave do-ers and the people who are smart enough to come along for the ride. Leave everyone else in the dust. Do the work yourself, and engage anyone who is open to dramatic improvement and dream realization.

5. Names, Names, Names. As we mentioned, don't set a goal for x many new members. Set a goal to see how many people you can meet in the shortest period of time. You can't recruit who you don't know, so you've got to start there. Do marketing efforts and events ONLY IF THEY GENERATE A LOT OF NAMES. Taking 4 guys to Hooters doesn't get you more names ‐ it just gives your four names a boring stereotypical view of your chapter. Do things that generate names. Keep a simple spreadsheet of names (you could call it a "Names List," and record which brother met them, their contact info, and anything else you know about the. Try these ideas for getting names:

A raffle.
A scholarship.
A new club.
A petition for better
organizations.
A political rally.
A big service event.
"15 Minutes on
the Quad" (between class periods, fan out across the quad on campus and just
introduce yourself to people ‐ see tip 6 for something to talk about)
"5 for 5" (go out to meet 5 new people a day for 5 days straight ‐ and get others to
join you in the challenge)
Referrals from profs, sororities, friends, R.A.'s,
coaches, campus religious leaders, volunteer centers, other organizations and
organization leaders, your office of Greek life, etc.
(If you've read Good Guys, see the section on the 6 Cylinders)

6. Give Something Away. Often, if I'm making a cold-call when doing sales work, I like to open by saying, "One of the reasons I'm contacting you is to make sure you're aware of this great resource"" It works every time. What can you give away that is of value to others so that you have something easy to talk with them about. Maybe the chapter is having an event that you want to make sure everyone's aware of. Maybe the chapter is organizing a weekly study night / poker night / bean bag game / basketball tournament / memorial ceremony / philosophy discussion. Maybe the chapter is raising money for charity and giving away a prize. Maybe the chapter is looking for volunteers to serve on a focus group that is evaluating campus life (or fraternity life). Give something away. It makes it easier to talk with people.

7. Do what has ACTUALLY worked before. Often when given this simple piece of advice, chapters will plan to do some big event that they had fun with before. Just because it was fun or seemed cool doesn't mean it actually drove results. And remember, the most important results are NAMES ‐ you can't recruit who you don't know. Think back to what you've done before and do the things that have actually driven potential members' names to a list from which you could choose.

8. Do Something Other than a Rush Event.
All frats do rush events. Are you just another frat? If not, do something different than what they do. Do brotherhood or service or social events that you can bring dozens or hundreds of prospective members to. Heck, I'd recommend not doing events at all ‐ they're often a waste of time and really expensive, but if you're going to do them anyway, don't do RUSH events. If you are brave enough to avoid events, try doing normal people activities (lunch, work out, hang out, watch basketball, etc.). After all, it is important that you know that normal people (non-Greeks) are afraid of RUSH events.

9. Ask For Help. "Hi there volunteer club thanks for letting me talk to you for a few minutes, my name is Matt and I'm a member of XYZ fraternity. We realize that the fraternity system here is not great, and because of that many of you aren't a part of it. We want to change that. In fact, we want to change everything about the fraternity system and to do that we need better men to lead that effort. We need men better than us. We need men like you who do" blah blah blah. All we're asking is for a chance to talk with you or your friends about a pretty amazing opportunity ‐ to revolutionize the way fraternities are seen on this campus. We'll even buy you lunch." Imagine a scene like that at every major organization on campus and with every professor you know, and with every administrator you know" It will work.

10. Be Brave. How many people have never joined your chapter because you never asked them? How many people have never joined because you never even bothered to meet them? Be brave. Step outside of your comfort zone for 2 or 3 weeks and give people the chance to have the life-changing experience you're having in the Greek World. You're doing them a favor. Be brave enough to offer a great gift to others.

Bonus tip #11: Have Multiple New Member Classes. This is a no-brainer to me, but not to everyone else. Why try to do it all in a couple of weeks at the beginning of the semester. Have rolling new member classes that start and end whenever they need to.

Good luck!

New Year's Recruitment Revolution - Page52

New Year’s Recruitment Revolution

By Matt Mattson

The new year is a time of hope and promise. Many fraternity and sorority chapter leaders are returning from a long break to find a chapter in disarray and in need of some major work. Luckily, it is the new year and everything looks a little more promising in January.

My own chapter has recently declared that they must get ready for a HUGE recruitment class during the Spring of 2007 if they want to survive. It turns out that some of the guys are graduating, and others are inactive” after several semesters of not-so-great recruitment efforts, panic is setting in.

It is in the spirit of hope and panic that I offer these top 10 Tips for IMMEDIATE, SHORT-TERM RECRUITMENT RESULTS for those chapters that are in desperate need of a New Year’s Recruitment Revolution.

IMPORTANT NOTE: these tips are meant to generate short-term results. I
can’t promise long-term results with these tips, and for that matter, you might
risk sacrificing quality if you’re depending on a quick-fix to survive ‐ but
there occasionally comes a time when caution is thrown to the wind and
desperation rules the day. So, good luck.

Top 10 Tips for Immediate, Short-Term Recruitment Results

1. Don’t Sacrifice Your Values. Many chapters that are motivated by survival easily toss their values out the door in favor of numbers. Don’t do that. A chapter of 100 idiots is much worse than a chapter consisting of 8 decent men. Be sure you determine measurable values-based selection criteria to screen men. Hopefully by the time you follow the other 9 tips below, you’ll have more than 5 guys to choose from.

2. “Quality” is Not a Valid Excuse. It is a mediocre chapter that says, “We didn’t get enough guys because we put quality before quantity.” If you’re using that excuse, you just didn’t have enough people to choose from to begin with. Trust us, there are enough potential members on your campus of your caliber or better to quadruple the size of your chapter. You just have to meet more people from which to choose. So, start by meeting as many people as you can. No kidding. Meet thousands of people. Your recruitment goal shouldn’t be to recruit 20 guys this semester ‐ it should be to meet 5,000 men and choose the best from among them.

3. Be Unique. Inevitably your chapter will probably choose a theme or a catchy catch-phrase for marketing purposes (even if we advise against it you’ll do it anyway). If this is something you must do, think about how you can position your organization to actually be different from the others on campus. Not just a slight variation on the basic frat theme. Not just the funniest play-on-words that you can fit on a t-shirt. Actually position yourself with a simple, clear, easy-to-understand message that communicates that your organization is different from other fraternities on campus ‐ heck, I’ve even advised groups to not call themselves a fraternity and actually BE something different. But that might be a stretch for short-term results. Identify the UNIQUE value that your chapter offers to its membership (and here’s a hint ‐ you DON’T have the tightest brotherhood on campus because that’s what everyone says, DON’T use your national catch phrases like “To Better the Man,” or “We’re Balanced Men,” and leadership, scholarship and service are not unique.) Think hard on this one. Differentiate yourselves.

4. Do It Yourself. Guess what” if you want to quickly turnaround your chapter, you’re not going to have time to motivate the slugs with the spit-cups at the back of the meeting to do their part. It is up to you. Choose to start the revolution yourself. Revolutions don’t normally get passed by committees ‐ they’re started by wild, independent, brave do-ers and the people who are smart enough to come along for the ride. Leave everyone else in the dust. Do the work yourself, and engage anyone who is open to dramatic improvement and dream realization.

5. Names, Names, Names. As we mentioned, don’t set a goal for x many new members. Set a goal to see how many people you can meet in the shortest period of time. You can’t recruit who you don’t know, so you’ve got to start there. Do marketing efforts and events ONLY IF THEY GENERATE A LOT OF NAMES. Taking 4 guys to Hooters doesn’t get you more names ‐ it just gives your four names a boring stereotypical view of your chapter. Do things that generate names. Keep a simple spreadsheet of names (you could call it a “Names List,” and record which brother met them, their contact info, and anything else you know about the. Try these ideas for getting names:

A raffle.
A scholarship.
A new club.
A petition for better
organizations.
A political rally.
A big service event.
“15 Minutes on
the Quad” (between class periods, fan out across the quad on campus and just
introduce yourself to people ‐ see tip 6 for something to talk about)
“5 for 5″ (go out to meet 5 new people a day for 5 days straight ‐ and get others to
join you in the challenge)
Referrals from profs, sororities, friends, R.A.’s,
coaches, campus religious leaders, volunteer centers, other organizations and
organization leaders, your office of Greek life, etc.
(If you’ve read Good Guys, see the section on the 6 Cylinders)

6. Give Something Away. Often, if I’m making a cold-call when doing sales work, I like to open by saying, “One of the reasons I’m contacting you is to make sure you’re aware of this great resource”" It works every time. What can you give away that is of value to others so that you have something easy to talk with them about. Maybe the chapter is having an event that you want to make sure everyone’s aware of. Maybe the chapter is organizing a weekly study night / poker night / bean bag game / basketball tournament / memorial ceremony / philosophy discussion. Maybe the chapter is raising money for charity and giving away a prize. Maybe the chapter is looking for volunteers to serve on a focus group that is evaluating campus life (or fraternity life). Give something away. It makes it easier to talk with people.

7. Do what has ACTUALLY worked before. Often when given this simple piece of advice, chapters will plan to do some big event that they had fun with before. Just because it was fun or seemed cool doesn’t mean it actually drove results. And remember, the most important results are NAMES ‐ you can’t recruit who you don’t know. Think back to what you’ve done before and do the things that have actually driven potential members’ names to a list from which you could choose.

8. Do Something Other than a Rush Event.
All frats do rush events. Are you just another frat? If not, do something different than what they do. Do brotherhood or service or social events that you can bring dozens or hundreds of prospective members to. Heck, I’d recommend not doing events at all ‐ they’re often a waste of time and really expensive, but if you’re going to do them anyway, don’t do RUSH events. If you are brave enough to avoid events, try doing normal people activities (lunch, work out, hang out, watch basketball, etc.). After all, it is important that you know that normal people (non-Greeks) are afraid of RUSH events.

9. Ask For Help. “Hi there volunteer club thanks for letting me talk to you for a few minutes, my name is Matt and I’m a member of XYZ fraternity. We realize that the fraternity system here is not great, and because of that many of you aren’t a part of it. We want to change that. In fact, we want to change everything about the fraternity system and to do that we need better men to lead that effort. We need men better than us. We need men like you who do” blah blah blah. All we’re asking is for a chance to talk with you or your friends about a pretty amazing opportunity ‐ to revolutionize the way fraternities are seen on this campus. We’ll even buy you lunch.” Imagine a scene like that at every major organization on campus and with every professor you know, and with every administrator you know” It will work.

10. Be Brave. How many people have never joined your chapter because you never asked them? How many people have never joined because you never even bothered to meet them? Be brave. Step outside of your comfort zone for 2 or 3 weeks and give people the chance to have the life-changing experience you’re having in the Greek World. You’re doing them a favor. Be brave enough to offer a great gift to others.

Bonus tip #11: Have Multiple New Member Classes. This is a no-brainer to me, but not to everyone else. Why try to do it all in a couple of weeks at the beginning of the semester. Have rolling new member classes that start and end whenever they need to.

Good luck!

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