1. Recruitment 365 What does this actually mean?

2. Presenters Mike Corelli, Province Omicron Archon & National Recruitment Committee Chair Michael Hood, Recruitment Committee Member Russell Best, Regional Director, Kerr Region Tom Healy, CampusSpeak, RBC

3. Intended Outcomes Understand that recruitment is an ONGOING process Educate you on how to recruit all year long Understand the product you are selling Share some resources to assist in recruiting  ’s

4. Rush is Dead We need to plan for “recruitment” –We can’t “recruit” who we don’t know –We can’t just focus on a few days to really know a potential member –We can no longer ONLY focus on freshmen A larger market to choose quality members

5. Hunters vs. Gatherers We need to go get what we want rather then take the best of what we find

6. How do YOU Define 

7. What makes  different? The True Gentleman John O. Moseley Leadership School True Gentlemen Day of Service Values Based AND Values Driven TO NAME A FEW!

8. Think Like the New Recruit When thinking like a new recruit, you’ll act like a good recruiter. Remember, he has probably just graduated high school and is most likely leaving home for the first time. He knows little about college and especially about fraternities. Your assumption is that he knows nothing. Make him feel at home.

9. Assume a New Recruit Knows Nothing He does not know any more than what he has read in papers, seen at the movies, or been told by “someone who knows.” They do not know the terms you use or the Greek alphabet. Explain everything or find a different way to say it. Make sure he feels educated about Greek Life and never left out of a conversation.

10. Sell the Greek Community First He has to be sold on the concept of a fraternity first. Then you can sell him on your chapter. It is easier to sell someone on specific idea and a concept if they have accepted the broader idea first.

11. Understanding the Market  Three Types of Potential Members  Always Joiners (Joe “Frat” Guy) 10-20%  Maybe Joiners 60-80%  Never Joiners (Independents)10-20%  Who are these “Maybe Joiners”?  What are their stereotypes?  What do potential members want?  What don’t they want?

12. Why do they join?  Mission – Believe in the cause  Services – Desire services provided  Professional – Networking  Social – Social Interaction  They feel wanted by the current members  Will be connected to their Alma Mater

13. Selling the  product What actually sells them Shared interests Personal stories/experiences Camaraderie Traditions Opportunities for growth –Personal –Professional What we sell them on The “BEST” Brotherhood Networking/alumni Awesome social events Athletics/Intramurals Traditions Chapter size/reputation

14. Why don’t they join?  “I don’t want to be hazed”  “My grades will suffer”  “There is too much focus on alcohol and parties”  “I don’t have time”  “It costs to much $$$”  “My mom/dad/girlfriend doesn’t want me to join”

15. Do these responses sound familiar??

16. Phired Up’s Quality Response Guide Great tool for addressing potential members questions Provides a great insight to concerns potential members have about joining Ready made responses your brothers can use to address reasons why they don’t join Provides a streamlined structure to “closing the deal” Phired Up’s Quality Response Guide: http://bit.ly/QCc1dfhttp://bit.ly/QCc1df

17. 7 Keys to Remember Recruitment is sales Relationship focused, not event focused Recruit students who are better than we are Every action represents  ; every action! We don’t buy our friends; we buy opportunities and experiences Already get members who “get it” –help chapters think about the type of men, leaders, they should recruit –Phired Up’s “Getting Members That Get It” http://bit.ly/TvLvPVhttp://bit.ly/TvLvPV Plan, Prepare, and Execute

18. 10 Commandments of Recruitment 1. Think Like the New Recruit 2. Assume a New Recruit Knows Nothing 3. Sell the Greek Community First 4. Keep it simple 5. Keep in Mind What You are Selling 6. Make Friends 7. You Get What You Recruit 8. What’s the Competition? 9. Recruit someone “better” than yourself 10. Plan Ahead

19. 5 steps to a successful recruitment Use the NIC “Right Way to Rush” –Meet him –Make him a friend –Introduce him to your friends –Introduce him to  –Ask him to join –Bonus: Ask him to ask his friends to join

20. Food for thought Social media –proper promotion on Facebook, Twitter, etc. You are always wearing your letters and representing  –People know of you and your affiliation –Everyone you meet on campus is a potential recruiter for  No alcohol –Just because you have “dry” events during formal recruitment week doesn’t mean that the other periods of the year need to be exempt. Names list and teams –Keep an up-to-date AND ongoing list of all potential members. –Set up recruitment teams within your chapter –Identify the roles that EVERY member plays during the recruitment process Your recruitment chair –Not necessarily the “best recruiter” (however you define that); –He needs to be organized –Is NOT the only member brining in quality recruits

21. Return the Favor. Leave a Legacy. RECRUIT an .

22. Resources Available sae.net thetgi.sae.net www.nicindy.org www.fraternityinfo.com www.phiredup.com www.campusspeak.com http://www.campuspeak.com/workshops/rbc The True Gentleman Initiative Library Recruitment Area

23. Question-and-Answer Session Do not forget to complete the post-webinar survey.