Than Just the Good Guys

GOOD GUYSmore than just

created by Joshua Orendi and Matthew Mattson of with Phi Gamma Delta

Phi Gamma Delta’s dynamic recruitment manual

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PHI GAMMA DELTA dynamic recruitment workbook 1

Created and published byPhired Up Productions, LLC

235 3rd Ave NECarmel, IN 46032

Copyright © 2008 by Phired Up Productions, LLCAll rights reserved. This book, or parts thereof, may not be

reproduced in any form without permission.

Matthew G. Mattson and Joshua A. OrendiDynamic Recruitment Workbook

Mattson & Orendi

Printed in the United States of AmericaFirst Edition

http://www.PhiredUp.com

Written in partnership The Fraternity of Phi Gamma Delta International Headquarters

www.phigam.org

GOOD GUYSmore than justPhi Gamma Delta’s dynamic recruitment manual

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2 PHI GAMMA DELTA dynamic recruitment workbook

Dear Recruitment Chairman:

Welcome to one of the most important roles in Phi Gamma Delta – the role of recruitment chairman!

You have been appointed to quarterback your chapter’s continuous effort in recruiting the finest college students in North America! The men that you will recruit will help to perpetuate the great traditions of the Fraternity and the existence of your undergraduate chapter.

As is the case in many of the strong athletic programs, the talent that you recruit will make or break the team. By recruiting men of character and high principles, you will make your chapter a cut above the rest.

Recruitment has been a recent challenge for all fraternities. The trend of the last few years has been a downward one. Your challenge is to unlock the potential in your chapter and motivate the brothers in using every opportunity to make friends 365 days a year. The information in this manual is designed to provide you with ideas to make this process a successful one. The International Headquarters can only give you the ideas; you are the one who must make it happen!

Good luck! Fraternally,

William A. Martin III Executive Director

Wisdom Sparks

Meaningful change often begins with the efforts of just one person. That one person reaches a tipping point where he is inspired to greatness by a look, touch, picture, experience, or even a single word. These magic moments are called “Wisdom Sparks.” They are the single sparks of truth that expand our minds. These sparks can flicker and die or ignite a passionate blaze that leads to a journey of limitless possibilities. This workbook is full of Wisdom Sparks to get you “Phired Up.” We have marked our favorites with this symbol:

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Table of ContentsPreface Part I: Four Competencies of Dynamic Recruitment (SPAM)

- Motivation 10- Audience Awareness 16- Product Knowledge 23- Skill Development 31

Part II: Static to Dynamic Recruitment Static Recruitment 43 Dynamic Recruitment System 47

- Names List 48- Names ON List 51- Names OFF List 54- Selection Process 56- Team Approach 58

Part III: Goal Setting SMART Goals 64 Your Goals 65

Part IV: Dynamic Recruitment Action Planning Personalized Dynamic Recruitment System 74 Personalized Calendar 77

Part V: Dynamic Recruitment Examples and Resources - Sample Dynamic Recruitment Action Plan 80 - 27 Ways to Drive Names on Your Names List 81- Sample Schedule for Formal Rush 108- How to Master Information Tables 109- Sample Bid Card 111- 100+ Small Activities 112- Sample Values Based Selection Process 113- Pre-close Diagram 114- Quality Response Flash Cards for Pre-closing 115- Recruitment Resources List 119- Candidate Profile 120- Certificate of Appreciation 121

- Sorority Referral Sheet 122

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PrefaceLet’s begin by recognizing that a fraternity is an example of a membership organization. The Boy Scouts, church congregations, chess club, Kiwanis International, and your favorite political party are also examples of membership organizations. The thing we all have in common as membership organizations is that we are created and sustained by two fundamental requirements – People & Purpose.

Margaret Meade has a famous quote that reads, “Never doubt that a small group of committed citizens can change the world. Indeed, it’s the only thing that ever has.” The magic of FIJI is that we bring together a group of committed men, bonded to one another through an oath of common purpose. The result is an organization that can truly change the lives of its members, campus, and community.

Individually, a group of people are little more than a crowd. Alone, the world’s greatest purpose is little more than a fluffy idea. Bring these two elements together, however, and you’ve created a recipe for greatness.

When FIJI chapters honor this principle through a deep commitment to recruiting the right men and living the values/vision of our founders, excellence follows. When this principle is ignored, instability follows and the Chapter’s future is often in question. Think about fraternities on your campus that were once strong but today no longer exist. The reason for their failure can almost always be traced back to their failure to recruit enough of the right people or their decision to act in a way that was inconsistent with their values. Fraternities succeed and fail based on their commitment to People & Purpose.

What two things must be present for a group to be considered a membership organization?

A: people & purpose Q:

PEOPLE PURPOSE

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Part I

FOUR COMPETENCIES OF DYNAMIC RECRUITMENT

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IntroductionOn February 1, 2006, Phired Up Productions released the first book ever written on the topic of fraternity recruitment. Good Guys, The Eight Steps to Limitless Possibility for Fraternity Recruitment became a publisher’s best-seller in less than 3 months! Phi Gamma Delta recognized the value of this resource and became the first fraternity to partner with Phired Up Productions using Good Guys. Every FIJI Chapter has received at least one copy of the book, author Josh Orendi is a regular presenter at Phi Gam conferences, and now this workbook – written by Phired Up – offers our chapters a recruitment edge within the interfraternal community.

Good Guys provides a unique outline for achieving long term success through year-round, values-based recruitment. Any chapter committed to progressing from a traditional, static rush to a system of dynamic, results-producing recruitment can leverage this eight step model to reach their limitless possibility.

Steps 1, 2, and 3 are the “How Come” steps. Dynamic chapters always begin by understanding their purpose and developing their own motivation to achieve desired outcomes. They systematically maximize their total membership based on their founding purpose and congruent values. Once the foundation is set (step 1), brothers have agreed to Achieve, Communicate, and Expect congruent values behavior (step 2), and a unifying dream is providing motivational fuel (step 3), we can then take action to grow the quantity and quality of our Chapter’s brothers.

Next we learn “How To” with steps 4, 5, and 6. These steps help us develop an understanding of our target audience (step 4), deeper knowledge of the value we provide (step 5), and the skills necessary to confidently communicate the organization’s values and value to the community (step 6). Finally, steps 7 and 8, the “How Long” steps, remind us that long-term, sustained growth requires us to constantly seek wisdom from external and internal sources (step

Eight Steps to LIMITLESS Possibility

1. Know the Basics2. A.C.E. your Values How Come?3. Get Motivated4. Know your Audience5. Know your Product How To?6. Develop Skills7. Grow Wiser8. Repeat How Long?

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7). Furthermore, long term success is supported by the implementation of repeatable systems and training that instills positive patterns of behavior in all of our members (step 8).

This Dynamic Recruitment Workbook will guide you through an overview of the core lessons from The Eight Steps to Limit-less Possibility.

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To implement a Dynamic Recruitment system, start by knowing what has and has not worked in the past. Build upon your strengths while identifying and addressing areas for improvement.

Ask the 5 most productive brothers in the Chapter, “What initially made you want to join the Fraternity?” Record their answers below. (Consider the follow up questions to the right.)

1. 2. 3. 4. 5.

Though many outside factors play a role in our recruitment efforts (e.g. IFC rush, campus culture, housing, budgets, administration, expansion groups, etc.), those that have the greatest impact on our success are the ones within our personal control.

List 5 things within your Chapter’s and/or brothers’ personal control that are holding the Chapter back from maximum recruitment performance.

1. 2. 3. 4. 5.

Who recruited him? How?Why did he say, “Yes?”Were other members influential in his decision?What did they tell him he was joining?

}Why haven’t we reached our goals in the past?Is everyone participating? Why not?What are our best recruiters doing that others are not?

}What is the ONLY thing in your life that you can control?

A: yourself Q:

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95% of a Chapter’s recruitment problems can be canned into a silly acronym - S.P.A.M. Part I of the workbook will explore each of the four competencies of Dynamic Recruitment in greater detail. Motivation is often the biggest problem and must be addressed before tackling questions of Audience, Product, or Skill. Therefore we will introduce the S.P.A.M. challenges in reverse order.

MOTIVATION

Imagine yourself standing in the shower. Look down at the shampoo bottle. Pick it up and read the directions. “Wash, rinse, repeat.” Amazing! This reminder simplifies a valuable key to understanding motivation. Even the best shower on Monday won’t do much for you by Thursday. Motivation is not something done once. It is something managed daily. Wash – Rinse – Repeat.

Think of it as a process rather than a procedure. You’re not changing the motivation battery, you’re constantly recharging it. The question is, “What recharges your members?” Consider the unique personalities of each brother.

Four Competencies of Dynamic Recruitment

SKILL Having the ability to communicate & effectively grow the membershipPRODUCT Understanding the value of the organization to its members & communityAUDIENCE Having the awareness of who you want, where he is, & how to find himMOTIVATION Having the drive to do what is necessary to get the results you want

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Reality Check: We live in the real world. It is no secret that 80% of the work is being done by 20% of the brothers. Therefore, it’s no surprise that the most common questions about motivation focus on apathetic members. You are probably wondering: How do I motivate my brothers to recruit? You’ll find the answer in this story:

Consider the time you invest in trying to find carrots and sticks to use on the asses in your Chapter. With a fractions of that time, how many horses could you personally recruit that would eagerly lead the Chapter the way you do?

To get the right answer to motivation, start asking the right question! Rather than asking “How do I motivate my brothers to recruit?”, ask, “How do I recruit with my motivated brothers?” The #1 cure for apathy is recruitment! Add some more horsepower to your Chapter.

Secret to Horsepower

The Chapter’s horses seem to be internally motivated – they possess an uncommon drive that most of the brothers rarely display. That’s because top performers make decisions based on a secret we all know but most of us choose to ignore …

“ACTION LEADS ATTITUDE”

Nearly every day of our lives we put off doing things we know we should do because we just don’t feel like it. For

Parable of the Stubborn Mule

Once upon a time, a farmer gave each of his three sons a baby mule and a plot of land. Years later, the brothers sat together discussing the lazy and stubborn disposi-tion of their animals. The first brother complained, “I got so fed up, I bought a whip and beat my mule until he obeyed me.” The second brother replied, “I tried the whip but learned that dangling a carrot in front of him is slightly more effective.” The youngest brother calmly interrupted, “I use neither the whip nor the carrot and enjoy pleasant rides to and from the marketplace.” “How is this possible?” cried the elder brothers. “I traded my mule for a horse.”

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example, completing reading assignments, going to the gym, or getting up early. We allow our attitude to dictate our actions. However, we can consciously take back the reigns of our life (sorry, bad pun) by making ourselves DO the activities that lead to the emotions we desire. In other words, the horses realize that self-discipline is a means to happiness and fulfillment. A smart man once said that “performers focus on pleasing results while underperformers focus on pleasing means.”

Chocolate Cake = Motivation

A handful of Phi Gams are lying around slouched in chairs and couches in the common area after a long Saturday night. “What do you guys wanna do?” asks John. “I don’t care … whatta you want to do,” come back the replies. “I’m beat! Leave me alone,” snaps a member dozing off on a broken love seat.

They sit together almost motionless for minutes with blank faces and limp bodies. “This sucks.” Tom reminds everyone for the 43rd time, “I’m hungry.”

Just then, Bill pauses his game of Madden Football. He casually turns his head toward the men and says, “I was over at XYZ sorority this afternoon. Their refrigerator is full of leftovers from a graduate reception, and Beth was making a big chocolate cake.”

As if God himself had inspired life into this group of men, one stood up and said, “Let’s go, brothers.” Like warrior heroes reacting to the sound of gun fire, they sprung from their couches and began a swift jog to the sorority house….

Divine inspiration, I think not. The story is one most men can relate to. Motivation is often as simple as finding a cause … a reason … a DREAM for the group to get excited about.

Lead your Chapter by becoming the dream-builder for your organization. Effective leaders leverage the unique desires of their brothers to motivate them toward action. Below is a meaningful exercise you can do formally or informally with the brothers of your Chapter to better understand their individual and collective dreams.

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Dream Building: HAVE – DO – BECOME

Fold a piece of paper into three equal parts or use the worksheet below. Write the words Have, Do, and Become separately at the top of each column. Now, think about our Fraternity at its best. Get a mental picture of FIJI as you want it to be – when it’s at its maximum size with only the highest quality brothers who are deeply involved. Take 90 seconds and, without stopping, write down all the things you can imagine the chapter “having.” These should be possessions… things you could touch… wonderful things that exist beyond your present reality.

At the end of 90 seconds stop and move to the next column. Repeat the same exercise thinking specifically about what you and your chapter brothers could “do” in a perfect scenario. What actions, adventures, good deeds, fun times, or activities would you do if there were no boundaries on the possibilities?

Finally, move to the last column for 90 seconds. Consider what members of our Fraternity will “become” as a result of joining the brotherhood when the Chapter is at its best. Describe their character, personality, or any intangible quality of the man.

HAVE DO BECOME

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Think back to life before Phi Gamma Delta.

Odds are that you weren’t looking for a Greek experience. One man stepped into your life and changed its course forever. He is the man responsible for you becoming a member of FIJI. Please honor that man by entering his name on this Certificate of Appreciation.

(Feel free to share this token of your appreciation with that man. It would make his day!)

Nearly every brother in the Chapter can name one man responsible for his membership. This speaks to an important truth about recruitment:

People do not join fraternities … People join people. We build our love

for the organization over time.

Dynamic Recruitment is about leveraging personal relationships to share the greatest opportunity on your campus with the highest quality men at the institution. It doesn’t take an entire chapter to do that! It takes as few as one man – You.

Empower the horses in your Chapter to take ownership over personal recruitment. No more pushing around mules! Put the work horses on the front lines. Remember, one of the greatest services a man can give the Fraternity is duplication – recruiting a man better than himself into Phi Gamma Delta. Duplicate your horses to reclaim control of your Chapter.

People do NOT join fraternities ...People join people.

reproducable sample on p. 121

Certificate of Appreciation

Presented to_____________________________

(brother’s name here)

You saw something in me that I didn’t know was inside. Thank you for intro-ducing me to FIJI and connecting me to the men I now call my brothers. I am a better man today because of you, and I am forever grateful.

Presented by _____________________________

(your name here)

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Rule of 50%There is a theory in personal finance that people will rarely allow themselves to earn more than 50% beyond what they currently make. For example, a man who makes $30,000 finds it hard to believe his services could be valued above $45,000. Likewise, a $100,000 commission earner often sets a subconscious cap on his earnings around the $150,000 level. When the internal goal is within sight, most people’s autopilot light illuminates.

In fraternity recruitment there is a similar theory. A chapter of 40 men may dream of being 100+ members someday, but rarely will they allow themselves to attain that dream. Likewise a chapter of 20 will debate with passion that a chapter size above 30 men would mean ‘losing their brotherhood.’

Assuming this theory holds true for your brothers, remember that we can only coach someone to succeed within the boundaries of their belief

system. Thus, it would make more sense to help the chapter achieve baby steps toward growth in increments no larger than 50% beyond their current size.

In most cases, it would be counterproductive to place expectations on a 30 man chapter to recruit 30 pledges this semester. The more likely outcome is that these expectations would create a backlash from the brothers.

That being said, reference back to the “dream building” pages of this workbook. Part of the chapter’s growth plan should include intentional measures to help your brothers believe that a larger reality is always within reach.

Maximum Mental Capacity

50%

CAUTION

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Recommended Resources for Motivation100 Ways to Motivate Yourself by Steve Chandler100 Ways to Motivate Others by Steve ChandlerThe Magic of Thinking Big by David Schwartz

Road trip to a chapter twice your sizeAttend national or regional fraternity conferences

Hang a composite of a fraternity 2x your size in the chapter roomWalk through a chapter house that sleeps 100+ men

AUDIENCE AWARENESS

Audience awareness is about knowing who you want, where he is, and how to find him. It is also about understanding the growth potential of Phi Gamma Delta. Record your answers to the questions in the Membership Assessment below to capture your present reality.

Membership Assessment (pre-test)

Part I:1. How many undergraduate brothers does your Chapter have today? 2. On average, how many men become pledges each year? 3. A “successful recruitment year” means initiating how many pledges? 4. In your opinion, what is your Chapter’s ideal size? 5. How many recruits will be considered this year for your Chapter to reach the goal number you wrote down for question #3?

Part II:6. How many people on campus are FIJI prospects (in your Prospect Pool)? 7. How does your Chapter decide which of those men best fit FIJI’s high standards? 8. What information would you like to know about a man the Chapter is recruiting? 9. Where can you find high quality non-Greek men? How do we reach them? Post-test on page 22

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Questions 1 and 2 are measurable facts. Questions 3, 4, and 5 measure your current perception of recruitment success. A critical step in realizing your limitless possibility is stretching your perception and allowing yourself the ability to see new opportunities – although they may have been present all along.

To help illustrate the point, look at the picture below. What do you see?

Look again. A survey of grade school children found that most students quickly identified nine dolphins swimming together on the glass bottle.

The alternative image of an intimate couple was rarely identified by the children for they had no frame of reference from which to see this image. Clearly our perception of reality can be challenged and changed. (You’re still looking for the dolphins, aren’t you?)

In recruitment, the same thing happens to all of us. Our Greek community is in a bubble that we rarely see beyond. We have innocent eyes and no frame of reference to realize how much more is available to us.

To help you stretch your perception of what a successful recruitment could be, take a moment to consider the scenario on the next page.

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Your Campus President’s Speech

The president of your school is about to announce his top initiative – a plan to dramatically enhance student life. He has called together a group of 100 non-Greek, male students that perfectly match the school’s demographic mix. There is an overwhelming feeling of anticipation as the importance of this message has been rumored for days. Several long minutes pass. The lecture room’s large doors open abruptly as the President enters and walks quickly toward the podium with a stern expression of importance on his face. After looking over the audience one time, he reads the following …

Based on the realities of your campus, how many of the 100 men will return? You will use this number again on the next page to calculate the total prospects available on your campus.

Thank you for joining me today. What I am about to present to you, I hope you will consider a great honor and therefore give much thought. From a campus of many, you are a few – hand selected by those who think you to be of high character, exemplary leadership, and extraordinary potential.

Our community, our nation, and even the world are in a time of great change and challenge. This school has a rich history of excellence, producing some of North America’s premier leaders. Beginning immediately, we will aggressively move forward toward creating a culture that consistently produces world class achievement.

It is the philosophy of this institution to build our model for success from the ground up. Therefore, the future of this movement will begin with you. An organization of our top undergraduates will be assembled by students, for students – an organization deeply rooted in core values and built in partnership with those peers whom you deem worthy to share such an honor.

The challenges will be many, but the rewards will be eternal. Know that this task brings with it great honor that will yield for you life-long relationships and personal growth. Your best efforts will be supported by the university, faculty, staff, and community. And, as a result, you will have made an impact far beyond your temporary stay as an undergradu-ate.

If you wish to explore this opportunity in further detail, I ask that you rejoin me in this same room in 15 minutes. Thank you.

%

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Surveys of incoming college freshmen ask the new students how likely they are to join a fraternity. The results: 15% of incoming men are interested in fraternities, 15% want nothing to do with Greek life, and 70% have no strong opinion either way. Knowing this, let’s not waste our time, money, and resources on the Never Joiners (they rarely join anyway) and let’s shift our focus from the Always Joiners (they usually join anyway). Instead, let’s concentrate on targeting the largest group with the greatest potential for return, the Maybe Joiners. From this information and the previous exercise, let’s do a little math.

DO THE MATH, Part I:

What is the population of your undergraduate student body? Subtract the number of female students –

Total

Subtract the number of men already in fraternities –

Total

Subtract 15% of this total to account for the Never Joiners –

Total

Multiply by the percentage in the grey box on the previous page x____________% Final Total

(Recruitment Potential)

This exercise demonstrates that if you were to present FIJI to non-Greek men in the same meaningful way that the president presented his new campus initiative, you would have dramatically improved interest. On your campus, the number of men in the orange box above would be interested in a conversation about the benefits of Phi Gamma Delta.

Three Types of Prospective Members

ALWAYS Joiners = 15%NEVER Joiners = 15%MAYBE Joiners = 70%

Which group are you targeting?

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Quantity Drives Quality

“We’re about quality not quantity” is a favorite mantra of underperforming Chapters. Erase it from your Chapter’s language! It is an excuse virus that perpetuates a negative culture within the Fraternity.

Here is a new mantra to replace the old one, Quantity Drives Quality.” In other words, the more men you have

to choose from for membership, the more selective you can be. Shift your attitude about attaining quality. The secret is not narrowing your focus. It is having more men to choose from.

To better understand the number of prospects the Chapter will need to meet to realize its goal of a successful recruitment, consider the following:

DO THE MATH, Part II

Imagine yourself in a room with 100 non-Greek men from your school. On average, how many men would you need to meet before having a conversation with a man thatis qualified for membership and meets your Chapter’s selection criteria?

A “successful recruitment year” means recruiting how many pledges? x Multiply these two numbers together. =

This figure is a quick estimate of the number of men your Chapter will need to engage in conversation to reach your recruitment goal.

True or False?

50% or more of the potential new mem-bers that the brothers build a friendship with will typically go on to join the frater-nity?

If true…1. Being a member of your Chapter is fun. When people get to know your brothers, they like you and want to be part of Phi Gamma Delta.

2. Multiply the number of pledges the chapter initiated last year by two. That’s how few quality friendships the entire chapter managed to build with prospects in an entire year.

Your biggest recruitment problem might be a friendship problem. If ½ your friend-ships result in genuine interest in FIJI, you just need more non-Greek friends.

If 100 men of your quality or better approached the Chapter for membership, how many would get a bid?

Compare this to how you answered question #3 of the Membership Assess-ment on page 16. If your answer here is larger than your last new member class, your answer suggests you are willing to grow. But, you either don’t know how or you’re not willing to do the work.

Q:

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Database of Names It’s nearly impossible to remember hundreds – let alone thousands – of recruit’s names. On top of that, you’ll need to know details about each prospect like phone numbers, email, GPA, address, etc. A great way to get this information is with a Candidate Profile form (see page 111). The only logical way to manage this process is with a central database called a Names List (see pages 47-52).

The Names List is a powerful tool for the Chapter, but it also helps to empower and guide your advisors, mentors, and headquarters support staff. Using the Names List provides quantifiable data that can be measured and tracked to eliminate the deep lows of the recruitment rollercoaster while accelerating positive growth throughout the year.

From Audience Awareness to Product Knowledge

Audience Awareness (AA) is helpful, but you also have to have the Product Knowledge (PK) to help recruits see the value of our Fraternity. There’s a lot to consider before making a lifelong commitment to Phi Gamma Delta – money, academics, time, relationships, etc. To recruit top tier men from your Prospect Pool, you’ll need to be prepared.

Did You Know?

AA: 50% of students work while in school and 64% of freshmen have concerns about being able to pay for school.PK: Less than 2% of an average college students expenses will go toward fraternity dues.

AA: The #1 and #2 reasons why freshmen choose their college are academic reputation and the ability to get a good job after graduation.PK: Phi Gamma Delta has initiated over161,000 brothers since1848. That’s a big network of likeminded brothers committed to helping one another.

AA: 67% of freshmen say “helping others in difficulty” is a “very important” or “essential” personal goal.PK: Phi Gamma Delta brothers provide over 60,000 hours of community service and donate over $300,000 every year to better those around them.

AA: On most campuses, fraternities rely on formal recruitment as the primary method of building their membership.PK: Over 90% of FIJI leaders reported being “anti-Greek” or “neutral” about joining a Greek letter organization before finding the fraternity they joined.PK: When FIJI expands to a new campus we do not participate in formal rush; we know the best men rarely sign up for recruitment (remember the 15% always joiners).

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Recommended Resources for Audience Awareness

Generation Me (Twenge)Millennials Rising (Howe & Strauss)

Meat Market (Feldman)http://www.gseis.ucla.edu/heri/norms06.php

Your Admissions DepartmentCampus Orientation Team and Residence Life Staff

Membership Assessment (post-test)

Part I:1. How many undergraduate brothers does your Chapter have today? 2. On average, how many men become pledges each year? 3. A “successful recruitment year” means initiating how many pledges? 4. In your opinion, what is your Chapter’s ideal size? 5. How many recruits will be considered this year for your Chapter to reach the goal number you wrote down for question #3? Part II:6. How many people on campus are FIJI prospects (in your Prospect Pool)?

7. How does your Chapter decide which of those men best fit FIJI’s high standards? 8. What information would you like to know about a man the Chapter is recruiting? 9. Where can you find high quality non-Greek men? How do we reach them? Reference page 16 for your original answers

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Product Knowledge

Product knowledge is about understanding Phi Gam, its value to your brothers, and its value to others. Every member of the Chapter should be coached on conversational questions that most recruits will ask. These include:

Why did you join FIJI? What makes Phi Gamma Delta different? What are the responsibilities of membership?

What are the benefits of joining?

What is/are the mission/values of the Fraternity?

How much does it cost to join?

How is that money spent?

What is pledging like? Do you haze?

What do you guys do? Do you party?

How does Phi Gamma Delta serve the campus and community?

How much time does it take to be a member?

Are there any members of your chapter you would NOT feel 100% comfortable talking about the purpose of our Fraternity to your mother? Q: If yes, you probably have a product knowledge problem.

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All fraternities are values-based organizations. Below are 36 values covering a wide spectrum of ideals that represent nearly every fraternity in North America. Phi Gamma Delta is founded upon five core values. Those five principles are among the list below. These values are the backbone of the oath that all FIJI brothers commit their lives to upholding. They are the foundation and guideposts for everything we do – especially recruitment.

Circle the five values of Phi Gamma Delta from the list below:

Fraternal Values

AthleticsCharacterChivalryCivic DutyCommunityCultureDemocracyDiligenceDisciplineExcellenceFriendshipHonor

IndependenceIntegrityIntellectInvolvementJusticeKnowledgeLeadershipFriendship/BrotherhoodMoralityPatriotismPurityRespect

ResponsibilityScholarshipSelf ActualizationSelf GovernanceServiceSilenceSocial ExcellenceSpiritualityTraditionTrustTruthWisdom

Answer: Friendship, Knowledge, Service, Morality, Excellence

Are the top incoming students on your campus proactively looking to join a fraternity?

If no, then what are the top 5 student organizations that top students on your campus join? Do your chapter brothers have a dominant presence (including leadership positions) in those key organizations? Remember, you can’t recruit who you don’t know. What are you doing to proactively recruit top students?

Q:

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Phi Gamma Delta’s core values are listed in the shaded box below. To identify where or how you will find men on campus that share these five values, please underline the top 20 locations, methods, or strategies from the list below that you think would be most effective for your Chapter.

FRIENDSHIP

KNOWLEDGE

SERVICE

MORALITY

EXCELLENCE

Academic AffairsAcademic Scholarship Winners

Activities/Involvement FairAdministrator ReferralsAdmissions Tour Guide

After-Party on Sat NightAll Campus Service/Philanthropy

Alternative Spring BreakAlumni Center Volunteers

Graduate Brother ReferralsArt Center/Museum

Athletic Clubs Individual SportAthletic Clubs Nontraditional Sport

Athletic Clubs Team SportBack Row of Class

BarBeer Pong Tournament

Bong HitsBreakfast at 7AM on campus

Brothers ReferralsCafeteria

Campus Newspaper StaffCampus Philanthropy Project(s)Chalk Campus with our Letters

Church/Worship CenterCoach/Trainer Referrals

Computer LabConcert/Performance

Dance ClubDesignated Driver

Development Office VolunteersDorm Storm (door-to-door)

EMT/HospitalFacebook, MySpace, etcFine Arts Clubs/Groups

Fire Hall VolunteersFitness/Wellness Center

Fliers of Men Looking for Room-mates

Flier Campus with AdvertisementsFormal Rush

Fraternity PartyFriends’ Referrals

Front Row of ClassGambling Tables

High School ReferralsHighlighter/Black Light Party

Honor SocietiesHonors Dorm

IFC Sign Up ListInformation Tables

International StudentsIntramural Team

Keg Stand Participants

Leadership/Scholarship WinnersLegacies of the FraternityLibraryList of Men from Registrar w/3.5+ GPAMechanical Bull PartyMen at Sorority House at 1AMMen at Sorority House at 1PMMulticultural CenterMusic Department/Chorus/BandOrientation ProgramsPaint the Big Ugly Rock, Statue, etc.Parent ReferralsParent Events on CampusPassed Out in the BushesPlaying Video GamesPolitical AssociationsPrayer GroupsProfessor ReferralsProspects’ ReferralsQuad/Common AreaRallies/ProtestsRecognized in NewspaperReferrals from Laziest Guy in ChapterRegional Summer Admissions DaysReligious Clubs/OrganizationsReligious Leader ReferralsResidence Hall AdvisorRush T-shirts with catchy sloganROTCSecurity/Police Station VolunteerServe Underage Students AlcoholService Organization MemberSleeping AroundSmokers’ Lounge/PorchSorority ReferralsSorority Girls Wearing Our LettersSpeaker/Lecturer on CampusSpend $1000+ on Blowout EventStudent Gov. MeetingsStudents starting new fraternityStudents in summer/winter classesTailgatingTeacher’s AssistantsTheatreToga PartyTraining RoomTransfer StudentsTutoring/Study TablesUnionVarsity Sports TeamWebsite Recruitment InquiryWeight RoomWork Study Jobs

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Top 10 Activity

Here is a fun and easy way to identify bad habits and build quick consensus around what the Chapter should be communicating to recruits about the Phi Gamma Delta. The activity is quick enough that it could even be done during a chapter meeting. Here are the instructions:

We are about to begin an activity that will take no longer than 6 minutes! You are welcome to do the activity on your own or in a small group with brothers sitting near you. If you have ever felt like you didn’t know what to tell a recruit about the Fraternity, wondered what we’re supposed to be talking about with prospects, or witnessed brothers telling recruits a story that made you cringe … This activity is for you.

We are about to create two Top 10 Lists! For the first list, please identify the 10 Best Selling Points of the Fraternity. That is, the top 10 things Phi Gamma Delta offers that you wish we were consistently telling recruits. You have 3 minutes. Go!

For the second list, from your experience, what are the First 10 Things Our Brothers Usually Tell Recruits? You have 3 minutes. Go!

Have participants/groups share their lists. Identify common themes between groups. Look for similarities and differences between the two lists. Create a master list for the Chapter of the Top 10 Selling Points to talk about with recruits.

10 Best Selling Points

1. _________________________________

2. _________________________________ 3. _________________________________ 4. _________________________________ 5. _________________________________ 6. _________________________________ 7. _________________________________ 8. _________________________________ 9. _________________________________ 10. _________________________________

The top 10 reasons to join are…

First 10 Things We Usually Say

1. _________________________________

2. _________________________________ 3. _________________________________ 4. _________________________________ 5. _________________________________ 6. _________________________________ 7. _________________________________ 8. _________________________________ 9. _________________________________ 10. _________________________________

In the past, the first 10 things the brothers usually talked about were...

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Concerns of Prospects

Most recruits will have concerns (the ones that don’t should scare you!). Be prepared to help them overcome their concerns.

In the first column below, list 5 - 10 reasons that recruits tell you they can’t join a fraternity. Then, next to each concern, record your best response. If you need more room, use the notes section in the back of the workbook.

CONCERNS RESPONSES

There are 10 concerns that recruits commonly express before accepting a bid for membership. Too many brothers respond to these concerns the wrong way.

Avoid doing the following:l Lying or telling ½ truthsl Down playing or pushing off the concernl Telling the prospect your own autobiography

A better solution is to ask follow up questions that will guide the prospect toward the realization that his concern is actually a great reason for him to join FIJI. See the Quality Response Guide on the next page. Flash cards are also available on pages 115-118, so you can role play and practice before extending bids for membership.

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Quality Response Guide

Pre-close – Clarify to Understand – Empathize – Isolate the Concern – Quality Response – Pre-close

1. I don’t have time.

2. I can’t afford it.

3. My mom/dad/girlfriend doesn’t want me to join.

4. I’ve got to focus on my grades.

5. Upperclassmen don’t join fraternities.

6. I’d just like to wait a semester or two.

7. I’m not the fraternity type.

8. I don’t want to be hazed.

9. I don’t want to live in the house.

10. I don’t drink.

a. How much time do you think it will take?b. What are your other time commitments?c. How much time could you commit?d. I would like to introduce you to ____. He works part-time, plays a sport, and maintains a 3.5 GPA.

a. Do you know how much it costs?b. May I show you exactly how much it costs and how that compares to other college expenses?c. If we could arrange a payment plan, would that make a difference?

a. What are their concerns?b. Why do you think they feel that way?c. Have they met any of the members in this fraternity?d. Would you help me arrange an opportunity for them to meet some of the members or chapter advisor?

a. Me too. What are your concerns?b. Did you know the chapter has minimum standards for membership, an academic excellence program, and a reward for scholastic achievement?c. May I introduce you to our scholarship chairman?

a. What is it that you would like to get out of a fraternity?b. This is a life-long membership. You’re talking about the difference of two years.c. We could use a few more guys with your experience and maturity.d. You’re that much closer to leveraging our alumni network.a. What is it you think will change between now and then?b. Would you help me understand the benefits of putting off the experience for a whole semester?c. What would need to change for you to feel comfortable moving forward with this pledge class?a. What is “the fraternity type?” Does that describe us?b. Good. That’s the reason we’re interested in you.c. Does that mean you would be willing to help our chapter change the image of fraternities on this campus?

a. Do you think we haze our new members?b. Hazing is unacceptable and strictly forbidden in Phi Gamma Delta.c. Let me introduce you to our newest initiates. I would like you to ask them about any details of their pledge period.d. Here is our pledge education program outlining everything we do.

a. What concerns do you have about living in the house?b. May I show you the fraternity’s plan for filling the house?c. Let me introduce you to our house manager. He’ll be able to help you make sure we work together to find the best possible living arrangement. a. Do you think you have to drink to be in a fraternity?b. The majority of the fraternity’s activities do not include alcohol.c. We respect every member’s choice. There is no pressure to drink.d. Did you know the fraternity chooses to implement a sub stance-free rush and an alcohol-free new member program?

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Love The Fraternity Enough to Give It Away!

The Fraternity was never yours. The Chapter has been temporarily entrusted in your hands. Become fanatic about putting the very best new brothers into the Chapter. Then, choose to have a servant’s heart. Literally “love the Fraternity enough to give it away.” It’s less about them “earning your respect” than it is about your Chapter providing a meaningful opportunity to the top tier men on campus. A high quality selection process before pledging produces premier brothers. If you’ve done a good job during recruitment, your new brothers and even your pledges should be more capable of leading than you. Give them that opportunity early and often.

Remove “Join” From Your Vocabulary

This is one of the greatest revelations in the history of fraternity recruitment. Most non-Greek men who identify themselves as “leaders” see themselves as problem solvers. Remove “join” from your recruitment vocabulary and replace it with the word “create.”

You: John, there are dozens of “frats” on this campus to “join.” If that’s what you want, I hope you find what you’re looking for. However, if you’re looking for an organization where you can “create” something different than the stereotype of what’s already out there, then I think FIJI is a place where you can make a big difference.

WARNING! If you’re going to say it, you have to back it up. Be prepared to immediately and intentionally empower young leaders. That may mean giving them a budget, asking them to lead an important committee, including them as equal voting members in chapter meetings, etc. If they’re more than just Good Guys, stretch yourself to give them leadership responsibilities as early in the process as possible.

Sell the Dream

If you have a chapter of lemons, sell the promise of lemonade. Be honest and up front about who you are and the “opportunity” that challenge creates for top prospects.

You: John, Phi Gamma Delta was founded on academic ideals. Somehow, we’ve drifted away from that part of our purpose, but we’re excited about getting back on track. In fact, we’re targeting guys like you – men who have a history of academic excellence – to help put us back on that path. There are other chapters you can join that have better grades, but we need guys like you that will step up as a leader and help us create a culture that will attract more men focused on academic success. If you had the chance to lead our Fraternity’s scholarship program, what sort of things would you recommend we do?

WARNING! Once again, you’d better be prepared to back it up. Once you’ve set an expectation that he’ll be empowered to create change, you’ll either get change or lose him as an active member.

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No Girls Allowed!

Belonging to a gentlemen’s fraternity requires a deep and unified commitment to the fraternity’s values. We call that “brotherhood.” This is likely to restrict our members’ “freedoms” to act like drunken college boys … to “experiment” with drugs … to disrespect women … to cheat on a test … to start a fight … to sleep through class … to tell a lie … to demean another man … to be anything less than the best possible version of himself.

The list below is a description from memory of the clubhouse experience my friends and I established during the summer of my 11th birthday.

Common hang out/meeting spaceSecret handshake and codesRegular meetings with poor attendanceHaving each other’s backs in case of fightsBreaking the rules behind closed doorsCreating new members-only rulesStashing stuff from authority figuresTrying to jump off the roofBroken furnitureSpecial t-shirts/outfitsStay up as late as possible (because we can)Tree fort was our identity in neighborhoodAvoiding grown-ups and their dumb rulesLoud music with lots of bassNo girls allowed!

If some brothers are confused and accidentally swore their life to our gentlemen’s Fraternity when they meant to join a tree fort club for 20 year old boys, it’s probably a good idea to spend some extra time revisiting the section on Product Knowledge. Feel free to hand them a door sign that says, “No Girls Allowed” and ask them to move their boys-only, tree fort club out of the fraternity house and into the woods on the far side of campus.

Recommended Resources on Product KnowledgeThe Purple Pilgrim AND Phi Gamma Delta’s Ritual book

Phi Gamma Delta mission statement and values www.phigam.org

Taking the Lead, Fiji Academy and EkklesiaAttend NIC leadership programs including UIFI, IMPACT, Future’s Quest

Attend regional conferences: MGCA, NGLA, WRGA, SEIFC

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Skill Development

Skill development is about having the ability to communicate and effectively grow the membership. An important part of recruitment is providing interpersonal skills training that brothers can use all through life. They will not only become more successful recruiters, they will become better men.

SOCIAL APTITUDE QUIZ1. On average, how many hours per day do you instant message, e-mail, and/or blog?

1 hr = 1 pt; 2 hrs = 2 pts; 3 hrs = 3 pts; 4 hrs = 4 pts; 5+ hrs = 5 pts

2. How many video game units do you own? 0 = 1pt; 1 = 2pts; 2 = 3pts; 3 = 4pts; 4+ = 5pts

3. What percentage of your Facebook friends have you never met face-to-face? 0-10% = 1pt; 11-20% = 2pts; 21-30% = 3pts; 31-40% = 4pts; 50%+ = 5pts

4. If you packed up your CD/DVD collection, how many shoe boxes could you fill? 1–3 = 1 pt; 4–7 = 2 pts; 8–12 = 3 pts; 13–15 = 4 pts; 15+ = 5 pts

5. On average, how many meals do you eat sitting alone or by yourself in your room per week? 0-1 = 1 pt; 2 = 2 pts; 3 = 3 pts; 4 = 4 pts; 5+ = 5 pts

6. In large group gatherings you are usually… Mingling = 1 pt; Dancing = 2 pts; Hanging out = 3 pts; Low profile = 4 pts; Leaving = 5 pts

7. Sixty second challenge – time yourself and see how many male, non-Greek college friends you can list by first and last name. 15+ = 1 pt; 11-14 = 2 pts; 7–10 = 3 pts; 4-6 = 4 pts; 1-3 = 5 pts

8. On average, how many hours do you sleep per day? < 7 hrs = 1 pt; 8-9 hrs = 2 pts; 10 hrs = 3 pts; 11 hrs = 4 pts; >11hrs = 5 pts

Your Score:

SCORE INDICATORS:8 – 9 You are an on the go person! You have places to go and people to see. Networking is your

middle name. 10 – 14 You have a healthy social life of personal and professional relationships, but you also value time

alone.15 – 19 You have a close circle of friends and like meeting new people when opportunities present

themselves..20 – 29 Sure, the Star Trek Convention is fun, but why wait until next summer to make new friends? If

you’re open to it, some interpersonal skills coaching would go a long way.30 – 40 That big yellow ball in the sky is called “the sun.” It won’t hurt you if you don’t stare at it. We

like TV, too, but there are real people on the other side of your bedroom door who don’t live in the magic box. You can say, hi and they usually respond with a smiley face – just like instant messenger.

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The North American Interfraternity Conference (NIC) first promoted a five step model suggesting that recruiting is as easy as meeting someone new, making him a friend, introducing him to your friends, introducing him to the fraternity, and then asking him to join. Keep it simple. Pull the hermits out of their rooms, have a conversation with a guy who isn’t in the fraternity already, and have a little fun making new friends.

Meet Him; Engaging in a ConversationHere are several ways to meet someone new. The personalities below are listed in a progression from indirect and passive to very direct. Different situations call for different approaches. In many cases, you’ll have an opportunity to blend several personalities. However, it’s important to begin with the personalities that are most comfortable, and then challenge yourself to master those that stretch your comfort zone. Enquirer: The most indirect approach. The Enquirer will spark conversation through neutral questions of little importance. You will often hear the Enquirer asks, “What time do you have?” or “Could you point me toward the rest room.”

Bystander: Another highly indirect approach, the Bystander leverages mutual wait time as situations of opportunity. In a cluster of people before a class begins, in a line at lunch, or stuck in a boring lecture… you will often hear the Bystander say, “I’ve been here nearly 1⁄2 hour, how about you?” or “I think we may have picked the wrong time to get in line.”

Common Interest: Many times opportunities for Common Interest are physically apparent. Noticing cleats in a bag, a pin on a jacket, or a mascot on a T-shirt may create a situation for Common Interest. You may hear Common Interest say, “Are you a Pirates fan, too?” or “Is that an honor society badge?”

Complimentor: Known for skills of charm and sincerity, the Complimentor identifies and shares admirable features of a person to begin conversation. You may hear the Complimentor say, “That’s a great looking bike. What kind is it?” or “You really seem to know what you’re talking about in class. How do you know so much about politics?”

Good Neighbor: A sort of public servant, the Good Neighbor is interested in sharing news and events. You may see the Good Neighbor say, “Did you know there’s a big cookout on the quad tonight around 7:00 p.m.? Are you going to be there?” or “I noticed

NIC Five Step Recruitment Model

1. Meet Him2. Make Him a Friend3. Introduce Him to Your Friends4. Introduce Him to the Fraternity5. Ask Him to Join

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you came in the front door of the building. You can probably save yourself 5 minutes if you use the south entrance.” Good Neighbor is a common strategy for dorm storming.

Promoter: An outgoing personality that lets everyone know about something important, you may find the Promoter circulating around the Union with fliers or wearing a loud shirt and asking, “will you be participating in formal rush this week?” or “You don’t want to miss the social event at ABC tonight. Are you going alone or bringing a friend?” The Promoter is a common tool for campus wide events.

Over the Top: A unique character, Over the Top is the entertainer and the ultimate extrovert. This is the person who commands the attention of crowds with stunts, loud announcements, wild clothing, etc. You may hear Over the Top shout out, “Ice cream social on Greek Row tonight. Hey, are you guys coming?” or walking through campus in a toga he tells a group, “You don’t want to miss the party at ABC tonight. There’s a bus leaving campus at 9:30, would you like me to reserve a seat for each of you?”

Pitcher: Pitcher is quick and clean. He’s got an agenda to share, and then he’s moving on. The Pitcher is all about the numbers – meet as many people as possible. You may hear Pitcher ask 10 people in 5 minutes, “Hi, my name is John Smith. I’m the service chairman for ABC. ABC is hosting a philanthropy event called Save the Kittens with XYZ sorority. Proceeds will save millions of kittens. We still need volunteers. Could you commit to 3 hours this Saturday afternoon with the ladies of XYZ to save millions of innocent kittens?” Pitcher is a common strategy for special events and activities.

Friendly Chap: The most skillful and highly preferred method for fraternity recruitment, the Friendly Chap leverages indirect and direct approaches to engage and maintain a casual conversation. You may hear the Friendly Chap say, “We’ve sat next to each other in this class for 2 weeks and I haven’t introduced myself. I’m John Smith (Eye contact, handshake, smile, and pause for reply). Nice to meet you, Bill. I don’t know about you, but I’m not even close to ready for our exam next week (Pause). Hey, there’s a study group getting together tomorrow evening. Do you want to join us? (Pause) Great, I’ll see you tomorrow at 9 p.m. at the Library.” Have several approaches in your back pocket. Experiment with these or a combination of these to express your own unique style in a way that is comfortable for you. Regardless of the personality you choose, always introduce yourself with eye contact, a firm handshake, sincere smile, and your name. Make Him a Friend If you have ever experienced the awkward silence of running out of things to talk

about, you may be concerned about what you will say after introducing yourself to someone new. That’s a real F*’n problem! You’ll be glad to learn, there are 5 F*’n solutions. These five talking points provide questions to keep a conversation

rolling for hours, let alone a few minutes. Now you can master any conversation.

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The 5 F*’n ways to master conversation are designed to help you find elements of common interest. Relax and enjoy the discussion. You may be talking to your next best friend or brother. Worst case scenario, you’ll come across as a nice guy but realize he’s not the type of friend you want to invest additional time into getting to know. If so, just thank him for the conversation and move on.

When you use the 5 F*’n ways, remember to present them as open ended questions that require him to answer with more than a simple “yes” or “no.” Remain in control by asking questions that keep the focus on him. Give him an opportunity to share who he is with you. Then, maintain control by being the one to close the conversation.

Warning!!! Do not leave without his name, contact information, and another time to get together. As they say in the business world, “always book a meeting from a meeting.”

Introduce Him to Your FriendsWe are most successful at recruiting men into FIJI chapters when we concentrate on getting to know them as friends first. In fact, many times we never bring up the Fraternity until they ask. From the time you first meet a new friend, begin introducing him to your friends. Naturally, of course, many of your friends are brothers.

The most effective way to connect him with your friends/brothers is to build a “Conversation Bridge.” Find an area of common interest to share as you introduce them to one another. This creates an immediate talking point and minimizes the risk of awkwardness or uneasy silence. For example, “Bill, I’d like you to meet a friend of mine. This is Steve. Steve lives in the Baker dorms and played basketball all through high school. I was telling him that you organize the intramural basketball leagues, and I thought you were in Baker your freshman year, right?”

Five F*’n Ways to Master Conversation

Family/Friends … How do you know John? How close are you with your family? Who else is on the team? How does your family feel about …?

Favorites … I love Tony’s Pizza, what do you usually order? Which classes are your favorite? Which sports teams do you follow?

Firsts … What do you think of Freshmen Seminar so far? How is your first week of classes going? What was your first impression of …?

Fun … I love poker too, how often do you play cards? What else do you guys usually do on the weekends? What else are you involved in?

From … Where are you from? How did you end up here? How often do you go home? Where do you live now? What is it like there?

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Assuming the brothers have been trained in conversation bridging, a new friend introduced into the group will likely walk away thinking that you’re a great guy for introducing him to a new group of friends. He’s also likely to think that your friends are incredibly easy to talk with and a lot of fun to spend time with. You’re on your way to a new friend of the Fraternity.

Introduce Him to the FraternityAs your new friends meet your brothers, they will most likely ask about the Fraternity. It’s a good idea to let the subject come up in general conversation without pushing for it to happen. However, there is nothing wrong with being more proactive in talking about Greek life. A good way to begin the discussion is by asking him, “What do you know about Greek life?”

Ask Him to JoinWhen the time comes that you are ready to consider a friend of the Fraternity for membership, it is important to have a preliminary conversation with him, or Pre-Close. The three most important things to remember are:

1. Never give out a bid without knowing that it will be accepted. A declined bid means you failed to answer all his questions and address his concerns about joining the organization.

2. Top prospects are most excited about chapters with leadership opportunities where they can make an immediate impact. Focus on who he is and what he wants. What you are, what you do, and what you want are NOT important during the conversation.

3. Listen and ask the right questions. This is not a sales pitch. This conversation is about him. Use the Pre-Close process (discussed in the next section) as your guide to helping him overcome his objections.

But We’re a Social Fraternity…

This is the common rebuttal of highly social mules who are confronted with anything that challenges their perception that fraternity is about beer and women. These jackasses think social excellence is measured in keg stand seconds.

A less obvious mule, however, is the silent brother who lives in the social shadows. He is a timid man around strangers – male or female. “Recruitment,” he will tell you, “just isn’t my thing.”

In a social fraternity, we expect that men will be challenged to develop the interpersonal

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skills necessary to succeed in life. Therefore, no man should be allowed to graduate as a brother of FIJI without the social skills to succeed in life. Recruitment provides a great opportunity to force men out of their comfort zones. Feel free to remind him that the unfamiliar pain he is experiencing is called self improvement.

Remember, interpersonal skills are best taught/practiced in small groups or 1-on-1. It’s best to start with the horses in the Chapter. Teach them these interpersonal skills. Then, ask them to teach another brother. That’s duplication!

Workshops, workbooks, and websites can be helpful, but you’re creating a culture change that requires your men to step outside their comfort zone. You’re asking them to do something uncomfortable … to change their behaviors. You’ll need to practice these interpersonal skills together. The only way to DO THIS, is to DO THIS.

S.O.S Training… Patterns of Behavior Skill development is a result of repetition. Proper practice on a daily basis will lead to habit forming patterns of behavior. Research has proven that habits are formed or broken in as little as 21 consecutive days! The Recruitment Chairman and his Round Table must make S.O.S. Training a top priority in executing a Dynamic Recruitment system. Show him how it’s done.Observe him doing it on his own.Shape the behavior and repeat.

This means constantly modeling and role playing the behaviors you wish to have mirrored. Once you Show the proper behaviors and techniques, you then Observe the brothers in similar situations. Reinforce positive behaviors and constructively correct errors as you Shape new patterns of behavior.

How can you teach interpersonal skills to your brothers?

A: S.O.S. training (below)

Q: SHOW

Brother Prospect You

OBSERVE You Prospect Brother

SHAPE Prospect You Brother

We are what we repeatedly do. Excellence, then is not an act, but a habit.

-Aristotle

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Recommended Resources on Developing SkillsHow to Win Friends and Influence People by Dale Carnegie

7 Habits of Highly Effective People by Stephen CoveyRemember Every Name, Every Time by Benjamin Levy

The Fine Art of Small Talk by Debra FineJoin Toastmasters International at www.toastmasters.org

Parents & Graduate Brothers

Involving parents and graduate brothers in the recruitment process used to be a nice touch, but it wasn’t necessarily critical. That day is nearly gone. Today, it’s almost impossible to maximize a chapter’s recruitment potential without considering the critical role of these two supporting groups.

Parents Dynamic Recruitment chapters often have established parents’ groups or Mom’s/Dad’s clubs, and frequently initiate fathers alongside their sons. Involved parents host functions, provide funding/support, make calls to ease the worries of other parents whose sons you are recruiting, and ensure that your members’ fraternity lives are in sync with their home lives.

Many chapters have found success in hosting Mother’s Day and/or Father’s Day activities, inviting parents to barbecues during Orientation Week, involving the family in the scholarship interview processes, visiting parents and their son in their home during his senior year of high school, or encouraging parents of recruits to meet with a group of FIJI alumni from their region of the country.

When recruiting on all six cylinders, especially while reaching out to pre-freshmen, Dynamic Recruitment chapters consistently tell us that you have to recruit the parents BEFORE you recruit the prospect. If the parents are on board, the son almost always follows.

Below, identify 3 – 5 ways your Chapter can better leverage the partnership you have with the brother’s parents:

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Next, identify 3 – 5 ways your Chapter can better establish a relationship with the parents of men you are recruiting:

Graduate BrothersFIJI graduate brothers lead busy lives, but they want to see our Chapters succeed. When you get graduates involved in the recruitment process, the result is an experience that is as rewarding for them as it is beneficial for the Chapter.

As you prepare to involve graduates, do not assume that it will be effortless. The opposite is more likely to be true. In many ways, you’ll be re-recruiting them into the Chapter. Their needs and expectations are different from undergraduates, so be prepared. Here are a few tips to help with the process:

1. Be personal. Ask for help in person or over the phone rather than using letters or emails.

2. Grads call grads. Have graduates help you invite other graduates from their era. This is absolutely the most effective technique for boosting involvement.

3. Make it fun. Choose activities that grads can enjoy with you such as a baseball game, nice dinner, or golf outing rather than expecting him to get excited about playing video games.

4. Make it convenient. Choose locations and times that make commuting after work possible. Be mindful that he needs to get back to his family at a reasonable time.

5. Be specific! Tell him exactly what you want him to do and how long it will take.6. Validate his experience. Ask him to share with everyone the story of why he

joined or what FIJI means to him. For more regular volunteers, ask them to present on an area of professional or personal expertise.

7. Avoid asking for money. Reach for the heart before you reach for the wallet.8. Communication is critical. Make it easy for graduate brothers to stay connected

by providing consistent updates throughout the year in a format that is easy and enjoyable to read.

9. Follow up. Send a hand written thank you card and/or make a personal phone call to let him know you appreciate his support and brotherhood.

10. Mentor program. Connect committed graduates with committed recruits.

Identify 3 – 5 ways the Chapter can better involve graduates in the recruitment process:

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Nobody sells FIJI quite like a mom who recognizes the benefits the Fraternity has given her son. Nothing demonstrates the lifelong bonds of Phi Gamma Delta like a grey haired graduate brother giving a heartfelt testimonial about how the Fraternity continues to enhance his life. Give your recruits (and their parents) the sincere experience of seeing and hearing the impact FIJI has through personal interactions with these two groups of Phi Gamma Delta advocates.

Self Test: Part I

1. What acronym is used to remember 95% of all recruitment problems?

2. How long does it take to form or break a pattern of behavior?

3. What is the most effective way to cure apathy in a fraternity?

4. True or False: Quantity drives Quality

5. What are the 5 steps to recruitment according to the NIC?

6. What are the 5 things you can talk about to master any conversation?

7. What is the term for helping someone network with your friends?

Answer Key1. S.P.A.M. 2. 21 days 3. recruit new leaders 4. true 5. meet him, make him a friend, introduce him to your friends, introduce him to the fraternity, ask him to join 6. family/friends, favorites, firsts, fun, from 7. bridging

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NOTES TO REMEMBER

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Part II

Static to Dynamic Recruitment

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Recruitment Report CardIn each box, assign your Chapter a letter grade of A, B, C, D, or F.

1. Names List: we have used a Names List for multiple semesters, it has more than 500 names on it from last semester/year, every brother participates in growing the list, and it is updated at least weekly by one person.

2. Meet Him: we effectively meet new men and gather hundreds of prospects names using methods other than formal rush.

3. Make Him a Friend: we regularly train our members and expect them to build relationships with men outside the fraternity. All of our brothers are part of top stu-dent organizations other than the fraternity.

4. Introduce Him to Your Friends: we have a weekly social calendar (written and posted/distributed) of small activities in which we always have new recruits attending through the entire 52 week year.

5. Management: we have a highly effective recruitment team that manages a year round effort of membership growth. This team’s efforts are completely understood and supported by the Chapter.

6. Introduce Him to the Fraternity: we have year-round opportunities (other than rush) for men to visit and learn about FIJI, and we train current brothers on proper ways to communicate our organization to recruits.

7. Ask Him to Join: we have a process in place that ensures 100% bid acceptance, we have a written set of criteria supported by the brotherhood that outlines our selection criteria, we share this openly with recruits, and we ask men to join the organization all year round (not just after rush).

8. On-going Education: we regularly train all members on the recruitment process and use a wide variety of resources to support our efforts.

9. Consistency: we have a recruitment system that consistently produces exceptional results in quality and quantity, year after year.

10. Goals: we have a written and well communicated set of goals that specifically define recruitment success for this coming semester/quarter.

Total Points : 10 = Recruitment G.P.A.A = 4 ptsB = 3 pts C = 2 pts D = 1 pt F = 0 pts

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Static Recruitment

Read through the passage below, use your pen or a highlighter to mark parts of the story that you can personally identify with.

After hours of heated debate, the color and design of this year’s rush T-shirts are determined. The T-shirts arrive just in time for the big week. At the last minute the Chapter throws together several events to participate in IFC (Interfraternity Council) rush week. A few brothers print up fliers and chalk the sidewalks of campus. One brother leverages his artistic ability to produce a large rush banner on a white bed sheet. The Chapter invests most of its available funds and hundreds of man hours into preparing for the arrival of freshmen prospects. The IFC events are o.k., but the real recruiting happens at the Chapter’s Big Event. They’re known for Big Event and have a lot of pride in this special occasion.

Nobody is quite sure who will be coming to Big Event, but everyone is sure it will be Big. Prospects will be asking for bids by the dozens when they see how the Chapter can make Big Event come together. Special care has been given to cleaning the house (sort of), the women have been invited, beverages are provided, and free food is available. The Chapter is now prepared for the best rush ever. Big event goes relatively well since everyone had a good time. However, the brothers ate most of the free food, the girls were mostly brothers’ girlfriends, and nobody seems to remember but a handful of the prospects by name – except for the 2-3 guys everyone sort of knew were going to pledge regardless. With the lessons of the Big Event learned, the Chapter realizes it needs to “step it up” since the rush period is half over. So they regroup and have … another Big Event. As rush week comes to a close the brothers huddle in a room together to begin the infamous voting process. A few guys slide through with a unanimous “yes.” Then, a brother slouched in a couch at the back of the room questions a prospect’s credibility and someone else yells out, “Yeah, I don’t even know the kid.” Another says, “That’s what the pledge period is for.” Finally, a brother calmly says, “Trust me, he’s a good guy.” A few others chime in, “Yeah, Give him a chance. He seems like a good guy to me.” With that, the criteria has been set and the Chapter is now several hours deep in a hot room to determine who is “good guy” enough to receive a bid. Most of the small percentage of freshmen they’ve met are given bids, but only half of those bids are accepted. The Chapter is shocked! However, the brothers set things at ease by reminding themselves that – just like last semester – they got “The best guys on campus.”

“Besides,” they say, “We’re about quality, not quantity.”

Average fraternity chapters use a broken approach to recruitment called “Static Recruitment.” It often transpires into something similar to the passage you just read. This approach has been used for decades. It is used primarily to survive rather than to succeed. Many chapters repeat the same static recruitment approach year after year despite experiencing disappointing results from the model. It is what they know because it is what they have always done. Rarely does this method attract top leaders. The most basic, static recruitment approach can be diagramed as follows on the next page.

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Static RecruitmentA Reactive Model for Maintaining a Membership Base

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Rush2 weeksOne dominant semesterBig moneyBig time commitment

Mass MarketingChalking campusFliersBanners & postersAdvertisements

MiscellaneousWild antics to “get ‘em to the house”Parties, loud music, women, alcohol Free food to attract prospectsHeavy emphasis on living quarters

BIG EVENT

BIG EVENT

bid vote

bid no bid

accepts declines

NEW BROTHER

IGNORE HIM 4EVER

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Moving from Static to Dynamic Recruitment

The shift from an old model of reactive, Static Recruitment to a more proactive model of Dynamic Recruitment is as much about an attitude change as it is about the system itself.

Significant change is almost always preempted with a

member of the group saying, “Enough already! I’ve had it. We deserve more. This isn’t good enough. Never again!” Once the group (or at least its leader) has crossed that mental bridge, progress can be made.

The entire Chapter does NOT have to be onboard to begin making the transition. Simply get your key players on the bus. Let’s face it, those 5-7 brothers (including you) are doing more than 80% of the work right now anyway. Right?

Before we get too carried away with change, let’s come to an agreement that the way you’re recruiting today is good. After all, it was good enough to get you. What we need are baby steps to help the Chapter become more Dynamic in its recruiting practices. Think of the transition from Static to Dynamic recruitment as an ongoing progression, moving along a continuum rather than a thing

you have to stop doing to start something new.

On the pages that follow, you’ll have an opportunity to better understand the components of a Dynamic Recruitment System. Look for pieces of the system that you can champion to help your Chapter move toward a truly Dynamic process. Remember, you don’t have to give up everything you’ve been doing, and you don’t need to incorporate every Dynamic change right away.

l lStatic Dynamic

Is the way your Chapter recruits good? YES or NO

A: The only correct answer is “yes.” It was good enough to get you.Q:

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Asking the Right Questions

As you begin to think about recruitment in a more Dynamic way, listen to the language you and the brothers around you are using. You can learn a lot about the way people think by the words they use and the questions they ask. Which of the questions below do you hear from your brothers? (Circle the question you’d be more likely to hear in your Chapter.)

STATIC QUESTIONS

1. How do I motivate my brothers to recruit?

2. How can we get more guys to the house?

3. Where do we find “good guys” on this campus?

4. How do we get them to respect us?

5. What events rush the most men?

6. How do we get our name out there?

7. Will my chapter do this?

8. When should we start Dynamic Recruitment?

9. What will our graduate brothers say about doing this?

10. How can I be the one that breaks tradition?

11. How can we compete against bigger fraternities?

12. How do we build pledge class unity?

13. Do you want to join our fraternity?

1. How do I recruit with my motivated brothers? Or, how do I recruit motivated brothers?

2. How can we get more brothers out of the house?

3. Where do we find men that exemplify the five values of Phi Gamma Delta?

4. How do we show them we respect them?

5. What activities build the best relationships with non-Greek men? Or, what events highlight the values of FIJI?

6. How do we get our brothers out there? Or, what need(s) can we fill to best serve the campus/community?

7. Will I do this?

8. How do I get started with Dynamic Recruitment?

9. What would my founders say about doing this?

10. How can I be the one that starts a new tradition?

11. What can we learn from bigger fraternities? Or, how could we work to gether with other fraternities?

12. How can we better help the pledges feel like they are part of the Chapter?

13. What kind of fraternity experience would you like to create?

DYNAMIC QUESTIONS

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Dynamic Recruitment System

Dynamic: continuous change, activity, or progressRecruitment: enrollment or enlisting, suggesting year-round capabilitySystem: method or set of procedures arranged in a repeatable pattern

A Dynamic Recruitment system is a year-round, values-based strategy that will increase the quality and quantity of nearly any Phi Gamma Delta chapter. The centerpiece of this advanced approach is the use of a database or spreadsheet for managing the names of prospects, called a Names List. An electronic Names List is available at www.PhiredUp.com.

There are two results-producing activities that simplify this entire model:1. Get as many names as possible ON the Names List2. Get those names OFF the Names List as quickly as possible

The Chapter’s ability to grow and manage a large number of prospects is the key to having both the quantity and quality of brothers desired by the members. Dynamic Recruitment is not about pledging 75 new members (although that’s certainly possible). The goal is to maximize the number of men who are exposed to the Fraternity. The Chapter is then responsible for deciding the right number of those men to accept for membership. Remember, Quantity drives Quality.

Building a Names List Activity

Gather all the brothers in one room (perhaps your next chapter meeting). Give everyone a piece of paper and a pen. “Brothers, you have 3 minutes to write down the names of EVERY non-Greek, undergraduate man you know. Go!” Three minutes later, survey the group for results. Reinforce the importance of the activity and give them another 2 minutes to further develop their list (discourage sharing/team work at this point).

As time runs out, survey the group again for results. Challenge everyone to triple their list in the final 10 minutes. To help them accomplish this goal, slowly read from the Mind Jogger activity sheet on page 49. Use these individual lists to compile one master Names List for the Chapter.

A Wish List is NOT a Names List!

If you have a few names in your head or a piece of paper with 25-75 names on it that the Chapter threw together, that’s NOT a Names List. That’s called a Wish List.

If the school/IFC handed you a list, that’s NOT a Names List either. That’s a Cold Call List.

Wish Lists keep track of the men you’re most interested in for membership. Names Lists measure how well net-worked our social fraternity is into the student population. Your Wish List is only part of your Names List.

Measure your social network by divid-ing the total number of names on your Names List by the total number of undergraduate, non-Greek men on your campus. That percentage represents how well networked your chapter is into the campus.

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Names ListName Phone E-Mail Source Date Notes

John T. McCarty 555-1848 [email protected] JB 8/1/08 Legacy

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Mind Joggers

Your Names List is a critical first step in developing a successful recruitment system. The larger your Names List gets, the more successful you will become. You’ll have a greater opportunity to recruit more quality individuals when you increase the size of your prospect pool. Put every non-Greek, male student on the Chapter’s Names List!

Directions:1. Write down everyone you know on the Names List. Use this list of mind joggers to

make sure you have exhausted your network of connections.2. DO NOT PREJUDGE ANYONE. Put everyone on the list. Now is not the time to

decide if someone is qualified for membership.

l Are scholars … loyal … gentlemenl Are leaders on campusl Are service mindedl Want to succeed in lifel Value family and friendsl Make you laughl Were/are on your freshman hall (all of

them)l Live on your floor or in the buildingl Are on your sports team (all of them)l Are on your intramurals teaml Are in the same clubs/organizations you

are (get a roster)l Exemplify pride in your schooll Current/past RAs on campusl Work with you at your job(s)

l Spend their time in the computer labl Spend their time in the libraryl Are spiritually drivenl Sit with you at lunch/dinner … sit near

you at lunch/dinnerl Sit within 10 seats of you in class (do

this for every class)l Same as above, using last semester’s

classesl Are already an officer for another group

on campusl You’ve seen in the gym/weight rooml Always sit in front/back of the classl Have traveled abroadl Did not get accepted into/dropped out

of another fraternity

Now check the following resources for additional names:l Your cell phone speed dial listingl Address book/buddy list/web networkl Student directory/e-mail/listservesl List of all freshman males (from

admissions office/student affairs)l Rosters for clubs and organizations

l IFC sign up sheets (past years as well)l Last year’s yearbookl Housing listsl Rosters for sports teamsl Invitation lists from socials & formalsl E-mail lists/list serves

Men you may not have considered…l Seniors you knowl Commutersl Adult studentsl Fathers of all the current brothersl Graduate students

l ROTC cadetsl International studentsl That guy who never leaves his rooml University professionals/staffl Your closest friend’s friends

Write down all the non-Greek men you know who…

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Gathering Information for the Names List

Ask yourself what information you ideally want to know about a recruit before the Chapter formally extends him a bid for membership. Each column of the Names List provides a space for capturing this data.

Much of his personal information is available online through the student directory or social networking sites. However, you can avoid playing spy by simply asking him for his information. Three easy ways to gather this data at one time are:

1. Candidate Profile Sheet. A single piece of paper with your questions and blanks for him to complete his answers. Page 111 for example

2. Website Information Section. Provide a link from the Chapter’s homepage for men interested in learning more about FIJI to fill in their personal information. Link this information directly to your Names List for easy uploading.

3. Scholarship forms. Use a written form and/or electronic entry to capture personal data as part of your Chapter’s scholarship registration process.

The information you choose to collect will help you prioritize your list and make good decisions for membership. Below is a random sampling of information you might want to know before voting to give him a bid.

Circle the items that you would be most interested in using for your chapter’s Names List.

First NameLast NamePictureSchool AddressHome AddressSchool Phone NumberCell Phone NumberHome Phone NumberE-mailInstant Message NameMajor(s)GPA in High SchoolGPA in CollegeClass RankSAT/ACT Score(s)

Scholastic HonorsGraduation YearLegacy of FIJILeadership ExperienceCommunity Service Points for InterviewReferencesHobbies/InterestsFraternity ExperienceCampus InvolvementSports TeamsLeadership PositionsFacebook URL

Chapter Facebook MemberSource (how do we know him)Brother (member responsible for him)Date Added (to Names List)Interest MeetingInterest CardNumber of Activities AttendedReferrals (who he introduced us to)Ranking (place in membership cycle)Available to Move Into House (Y or N)Pre-Close DatePre-Closing Brother(s)Bid DateAccepted Bid (Y or N)General Notes

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Getting Names ON the List(Six Cylinders)

Building your Names List is the first order of business in the Dynamic Recruitment System. There are six effective ways to generate prospect names. Is your Chapter using these methods as effectively as possible? Or, as one brother put it, “Are we running on all six cylinders?”

ReferralsBegin by using the “Mind Jogger” page to get referrals from your chapter brothers. The average brother can generate 50+ names with minimal effort. Ask for referrals of top undergraduates from sorority leaders, faculty members, administrators, graduate brothers, and other organization leaders. Also, consider using social media websites designed to link new friends together. (See page 70)

Summer RecruitmentEach campus is a bit different, but all have some potential for summer recruitment. Consider leveraging incoming freshman lists from the Admissions Department. Tap into freshmen prospects through guidance counselors at targeted high schools. Also think about using regional events for incoming students, new student orientations, or information sessions as ways to be the first to meet future students. Social networking sites provide opportunities to build relationships with students before they arrive on campus. If you have a short list of incoming/returning student prospects, home visits are another great way to set Phi Gamma Delta apart from other organizations and show you are really interested in him. Build your plan with help from headquarters, Greek Affairs staff, graduate advisors, and other successful FIJI chapters. (See page 70)

Brother PositioningEvery brother in the Chapter should be involved in multiple campus organizations and leadership roles. A minimum of 10% of the Chapter’s brothers should be RA’s, orientation team leaders, and/or admissions office volunteers. Encourage brothers to get heavily involved in the five student organizations where you believe the top freshmen will align themselves. These may include student government, newspaper, athletics, honorary societies, service groups, religious clubs, activities councils, etc. Use rosters and contact sheets from these organizations to build your Names List. (See page 71)

Membership DrivesRush is not the only time to have a membership drive, and those drives can take various forms. Consider making a post-rush push, mid-semester drive, or end of the semester clean up. Many chapters find success with techniques such as membership challenges, dorm storming, 5 for 5, information tables, activities fairs, or move in/out days. (See page 71)

Marketing for NamesThe important thing to remember about marketing is that an effort that does not result in names can be positive PR, but it is ineffective as a Dynamic Recruitment tool. Market

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in ways that put names on the list! Consider promoting academic scholarships or recognitions, hosting a banquet, sports league involvement, soliciting for involvement in a service/philanthropy opportunity, parent mailers, targeted website links, etc. (See page 71)

RushRush is the most commonly used method for gathering names. Participate and maximize its potential but realize that you are reaching only a very small percentage of your prospect pool. Remember to gather names throughout the process. This is a great way to pump up your Names List with men who have already expressed interest in Greek life. Don’t forget to revisit last year’s rush list for quality men who have not yet joined a fraternity. (See page 71)

Josh’s First Car …Growing up, my parents drove a beat up, two-tone Honda Civic. A few weeks after my 16th birth-day, mom announced a big surprise, “Your father has a friend who works at the Ford dealership. We’re finally trading in the Civic for a reliable car you don’t have to worry about breaking down on you …. We’ll be back in about an hour.”

Two hours later the phone rings. It’s my mom calling from the dealership, “You’re not going to believe this! We found an amazing deal. We’re getting two cars instead of one …. We’ll be home in 20 minutes.”

Unbelievable! I’m 16 years old with a fresh driver’s license in my wallet, and my social life appears to be primed for a major take off – my first car. With my face glued to the front window I dreamed of them pulling in with a 6 cylinder Mustang or brand new SUV.

Minutes later, the scene in the driveway was much different than what I had in my mind. In pulled my parents with two cars … two identical cars … two FORD FESTIVAS. Here’s a picture of the car in case you aren’t familiar with the model. They were actually on sale that day -- a buy one, get one free deal!

I can’t confirm this, but I think that car had 3 ½ cylinders. A far cry from my 6 cylinder dreams of cruising the neighborhood. Yes, the car got me to school. Yes, it got me to my girlfriend’s house. Yes, her father laughed at me every time I picked his daughter up.

The point is that this car sucked … but it got me where I had to go. It wasn’t fun, sexy, or cool. But, eventually I got there. It was a step above a 1 cylinder lawn tractor, but not much of a step.

Your current recruitment efforts will get you where you’re already familiar with going. Most chapters are only using 2 or 3 of the “six cylinders” for driving names ON the Names List. If that’s you, your recruitment is the equivalent of my Festiva. If you want to go someplace new I recom-mend doing it in the Mustang. Use all 6 cylinders and feel the difference of Dynamic Recruitment. Remember, putting new rims on the old Festiva doesn’t make the drive any nicer.

As a wise man once said, “If you want to change some things in your life, you have to change some things in your life.”

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Dynamic Recruitment System A Proactive System for Maximizing Membership Recruitment

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Referrals Summer Brother Membership Marketing Rush Recruitment Positioning Drives for Names Mind Joggers High schools Residence life 5 for 5 drive Sports leaguesFaculty Incoming Orientation Activities fair Service/PhilanthropySocial Media freshmen Admissions Dorm storm Social eventsSororities Scholarships Rec. center Move-in days Parent solicitationsAlumni bros Home visits Clubs & orgs Info tables Academic recognitions

PROSPECT POOL

NAMES LIST

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Getting Names OFF the List

The Names List will continue to grow, but nothing happens until names come OFF the list. This means creating an expectation that chapter brothers reach out to those on the list quickly and regularly with invitations to spend time together.

InvitationsA gentleman added to your Names List should receive an invitation within no more than 72 hours to join members of the Fraternity in a small activity. Every name on the list should be contacted/invited at least every two weeks. If possible, allow the brother who put the name on the list to do the inviting. If not, have a brother on the recruitment chair’s team – or Round Table – make the invitation.

Small ActivitiesBig Events are fun, but they aren’t great for getting to know someone new. Inviting a recruit to join you and a few of your friends at a small activity is more likely to produce a comfortable environment and a meaningful friendship.

The ideal size of a small activity is 3-7 men. Remember, the goal is to build relationships through powerful conversations. Having one more brother than the number of recruits in a conversation pocket is called Plus One. Using this strategy, three is the minimum

number of men we involve in a small activity. When a conversation pocket gets larger than seven, the tendency of the group will be to split into two smaller pockets.

Consider diversifying the activities on your recruitment calendar to exposure your chapter brothers to a different group of prospects and begin attracting a different kind of man to the Fraternity. For a diverse list of small activity ideas reference page 112.

ReferralsWhile you are extending the invitation, go ahead and invite him to bring his roommate and/or hall mates. He will think you’re a really nice person and you’ll have an opportunity to make more friends that will go on your Names List.

If the only activities you’re doing with recruits are poker nights and barbeques, who are you attracting? Q:

A: Fat Gamblers

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PROSPECT POOL

NAMES LISTwww.phiredup.com

invitation by Referral Source

invitation by Round Table

72 hour max 2 week max

Telephone Letter E-mail In Person

small activitiesintroduce him to your friends

ask for referralsinvite his friends to “hang out” too

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Selection Process

As names come off the Names List through invitations to small activities, friendships are formed with men who should be considered for membership. Adapt the Dynamic Recruitment system’s selection process to meet the needs of your Chapter.

Values-based Selection ProcessHow will you choose which recruits from your Names List will be extended a bid for membership? A chapter-developed, membership criteria should reflect FIJI’s core values. Quantify the standards for membership based on those values. Write the criteria down, display it, and allow it to guide discussion during the bid vote. For example:

FIJI Values StandardSERVICE He volunteers at least 4 hours/month to a worthwhile causeFRIENDSHIP He has a friendship with 3+ brothers who will speak on his behalfKNOWLEDGE He has a GPA at or above a 3.0 last semester/in high schoolEXCELLENCE He is involved in at least one other student organization on campusMORALITY He lives a virtuous life of character, in a chapter vote, 100% of the

brothers believe he exemplifies honesty, reliability, and self-control. (See pages 73 and 113)

Pre-CloseAny chapter having bids regularly declined is not properly Pre-Closing their recruits. Before extending the bid, but usually after having been voted in by the Chapter, 1-2 brothers should visit the prospect in a neutral location (not the fraternity house

or prospect’s residence). Ask him, “If Phi Gamma Delta were to extend you a bid for membership, what would you say?” If his answer is anything other than “yes,” you now have an opportunity to address his questions/concerns. Take a moment to:

Clarify – Empathize – Isolate the concern – Offer a Quality Response – Preclose again

It’s in your best interest to have his commitment before extending the bid in most cases. (See page 114)

BidHave fun with the bid process. If you have Pre-Closed correctly, this is an exciting time and should be celebrated. Some chapters prefer to play down the process, others like to make it a formal and classy occasion. Choose the bid process that works best for you, but remember that it’s all about him.

Not Right NowYour Chapter may exercise the right not to extend an invitation for membership to certain recruits. That’s ok. If a man does not meet your values-based criteria, has insurmountable objections, or declines his bid then the timing is not right for pledging him into the organization. The answer is not “no,” it’s “not right now.” He’s still a friend and he/you may change his/your mind, so put him back onto the Names List.

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PROSPECT POOL








values-based selection processbased on written selection criteria

pre-close100% bid acceptance rate

bid NEW BROTHERnot right now


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Team Approach

A more advanced twist to the Dynamic Recruitment System is a team approach that leverages the talents of certain individuals and provides a more structured set of responsibilities for chapter brothers.

Recruitment ChairmanA single person or co-chaired position, this brother is responsible for overseeing the entire recruitment system. He runs the program from the QB position – He is responsible for the Names List (though managing it may be delegated). Recruitment efforts are measured daily by monitoring the names going on and off the list.

Team #1A strategically chosen group of brothers form the first team with the purpose of filling the Chapter’s Names List quickly and keeping it full. They leverage the six cylinders to maximize their time and efforts. Their performance is measured in one way – the number of names on the list.

Round TableThe Recruitment Coordinator’s committee is primarily responsible for supporting the coordinator and managing the invitation process. Their responsibilities range from preparing a calendar of small activities to staying in contact with prospects on the Names List. If a brother is not able to contact or invite a prospect he personally added to the Chapter’s Names List, a Round Table brother steps up and initiates a conversation and/or meeting.

Team #2Many brothers are at their best in small groups with the support of other brothers around them. Leverage these brothers in Team #2. Chapter brothers on Team #2 are responsible for getting names off the Names List through small activities. Their performance is measured in one way – how many prospects did they get off the list by voting on them as a chapter.

All BrothersBe sure to include the entire brotherhood in the Values-Based Selection Process.

SpecialistThe specialist is a uniquely skilled brother who is able to dominate in certain areas of the system. Some are amazing Pre-Closers, talented public speakers, gifted marketers, or natural socialites. Leverage their incredible gifts by placing them in a customized role that creates a win-win for everyone.

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Team #

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Recruitme nt Round

Team #

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1 – 2

Coordinato r Table

Coordinato r Brothers Brothers

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The Continuum

Every Phi Gam chapter’s recruitment efforts fall somewhere on the continuum between Static Recruitment and Dynamic Recruitment. In your mind, you know where on that continuum your Chapter sits. On the diagram below, make a mark indicating your present reality and label it with today’s date.

Static Recruitment Dynamic Recruitment

l l Now that you have the tools to understand the mechanics of a Dynamic Recruitment System, you can make the conscious choice as to where you will be in the future. On the same diagram, make a mark indicating where you would like the Chapter to be in the near future. Label the new mark with a goal date for realizing your recruitment potential.

The Dinner Date …

About two weeks ago, you met a special someone – this girl is way out of your league, yet for some reason she seems to be genuinely interested in you. She’s fun, attractive, conversations are great, and you’re feeling like there is real potential here. Tonight is your third official date ….

Sitting across from one another at the restaurant at about the mid-point of the meal she says, “I really enjoy being out with you.” You reply, “Yeah, I’m having a great time.” She smirks a little and says, “I feel like there’s really good chemistry between us.” You reply, “I know what you mean. I feel that way, too.” She leans in a bit further and whispers, “I really wish we had more time to be together.” You respond, “I’ve been thinking the same thing. We’re both so busy. I wish we could see each other more often.”

Just then, she reaches down to her designer purse on the floor and pulls out a tiny gift box. There’s an awkward pause. Looking deep into your eyes, she says, “I’m so glad that you feel the same way. I want to have all the time in the world to be with you.” Opening the box she reveals a silver ring and says, “I know it’s only been 10 days, but I feel so close to you. Let’s be together forever. Will you marry me?”

My guess is that you hit the exit door in 4.8 seconds and never looked back.

Question: How is this story any different from a chapter that meets a man on Wednesday, gets him out to a few Rush events, and hands him a bid on Friday of the following week? It’s not. You’re asking a man to be your brother for life. This is why a year round recruitment process is necessary for building qual-ity friendships that can mature into a bid for membership.

Unfortunately, on most campuses, the winner of formal RUSH is the chapter that initiates the most strangers.

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PROSPECT POOL











Team #

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Recruitme nt Round

Team #

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1 – 2

Coordinato r Table

Coordinato r Brothers Brothers

maybe never always

70% 15% 15%

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Part III

Goal Setting

Self Test: Part II

1. The most critical first step of beginning a Dynamic Recruitment System is?

2. What are the only two ‘results producing activities?’

3. True or False: It takes every member of the chapter to build a Dynamic Re- cruitment System.

4. True or False: It takes every member of the chapter to start a Dynamic Re- cruitment System.

5. What are the six ways (cylinders) to effectively gather names?

6. Who is primarily responsible for managing the Names List?

7. How do we get names “off the list?”

8. What is the maximum amount of time a new name should be on the Names List before that man is contacted by a FIJI brother?

9. How does the chapter know if a prospect will accept his bid or not?

10. How does the chapter determine who gets a bid and who does not? Answer Key1. Names List 2. names on the list & names off the list 3. false 4. false 5. referrals, summer recruitment, member position-ing, membership drives, marketing for names, and rush 6. recruitment coordinator and his round table 7. chapter vote to extend a bid 8. 72 hrs 9. pre-close 10. values-based selection criteria

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Part III

Goal Setting

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SMART GOALSGoal setting is not an easy task. Throughout the goal setting process you must keep in mind that a goal is a desired outcome. Clear goals have five basic characteristics. If they meet these five criteria, then they are SMART goals; otherwise they are simply state-ments without action.

SPECIFIC & MEASURABLE• Where am I going and how will I know when I get there?• Qualifies and quantifies so there is no misunderstanding.

Goal: “To improve our campus reputation.” versus “Every brother and pledge will be involved in at least one student organization.”

MOTIVATING• Is the goal emotionally compelling?• If you create this goal, will you follow through with it?

Goal: “Have meeting minutes done by the end of each week.” versus “I will have meeting minutes completed and e-mailed to all brothers within four hours of the end of our chapter meeting.”

ATTAINABLE• Can you reach your goal or are you setting yourself up for failure? • Are your goals realistic? Are you aiming too low or is it a challenge?• Goals that do not challenge become meaningless.

RELEVENT• Does the goal relate to a specific responsibility?• Are you aiming for the group’s objective or your own objectives?• Trivial goals are worse than no goals because they direct your energy away from what is really important.

TRACKABLE & TIME BOUND• Is there a start and end date?• Is the goal divided into segments so that you can evaluate progress?

An example of a SMART goal containing all components is: “Our pledge class will complete at least one community service project nec-essary for us to be eligible to become members of the fraternity by the end of the semester.”

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MY GOALS - #1

My goal is:

S M A TR

Is the goal specific &

measurable?

How will you know if you achieve it?

Is the goal motivating?

Does it inspire you to get started?

Is the goal attainable?

Do you have control over the outcome?

Is the goal relevant?

Does it have meaning for

you?

Is the goal trackable & timebound?

Does it have a deadline?

Rewrite your goal if necessary. My goal is:

MY GOALS - #2

My goal is:

S M A TR


measurable?








you?




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MY GOALS - #3

My goal is:

S M A TR


measurable?








you?




MY GOALS - #4

My goal is:

S M A TR


measurable?








you?




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Part IV

My Chapter’s Dynamic Recruitment System

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10 RECRUITMENT PITFALLS

1. Eventitis is a Deadly DiseaseIt’s a nasty disease causing infected chapters to believe they have to spend a lot of time and money hosting big events to make new friends. The recruitment chairman is not the caterer. Put the chicken wings back.

2. People Don’t Join FraternitiesPeople join people, not fraternities. An affinity for Phi Gamma Delta is built over time. Focus on him not selling the Fraternity.

3. Fliers SuckMarketing, PR, and advertisements are NOT results producing activities.

4. It’s Not About Them Coming to YouIt’s about you going to them.

5. Failing to Plan is Planning to FailA plan that is not written in detail is not a plan, it’s an idea. A plan that is limited to only two weeks of recruitment is a short term plan for long term failure.

6. Your T-shirt Says WHAT?Got an image problem? Check your wardrobe. The only people you are recruiting with “cool” t-shirts are screen printers.

7. Technology is a DistractionIt’s a tool, not a solution.

8. Tradition = MediocrityIf the tradition didn’t start with the founding fathers, question it! You’ll have to change the process to change the results.

9. Blame GameMoney, IFC, administration, alumni, headquarters, housing, and deadbeat brothers are only a problem if you are waiting for someone else to do the work for you.

10. Free Food… Then What?Great, you got them to show up. What next?

Bonus: Reveal the Ritual!A chapter that cannot communicate our values, cannot communicate our value. By talking about our five values and the way we live them, we can engage in meaningful dialogue about Phi Gamma Delta. The esoteric ceremonies are for brothers only, but the message of our values should be shared with everyone that will listen.

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Plan for Getting Names OFF the List

FIRST 10 STEPS TO RECRUITMENT SUCCESS

1. Learn Dynamic Recruitment Use this manual, your advisor(s), and other Dynamic Recruitment resources to become your chapter’s recruitment expert.

2. Teach Dynamic RecruitmentSharing new information will help you learn the material. It will also help you identify the right people for your committee.

3. Expect Dynamic RecruitmentErase the option of going back to doing things “the way we’ve always done it.”

4. Select Your TeamForm a small committee of brothers who will become the core recruitment team.

5. Get a CoachSecure a mentor that will serve as the Chapter’s recruitment coach and accountability partner.

6. Dream BuildDo not overlook the importance of regularly building the chapter’s dream. Nothing drives success like having a purpose … a healthy obsession with excellence.

7. Write Your Dynamic Recruitment PlanUse this workbook and the help of your recruitment committee to write a year-round values-based recruitment plan.

8. Build Your Names List!This will become a part of your daily routine. Might as well start today!

9. S.O.S. Training: (Show-Observe-Shape) making Dynamic Recruitment a habit will require regular 1-on-1 coaching by your team.

10. Go Make a New FriendThe better you are at doing that, the less you need this manual.

Bonus: Read the Ritual! Read the ritual THREE times. It has more to do with recruitment than you might remem-ber.

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My Chapter’s Dynamic Recruitment System

Our Prospect Pool = menOur Recruitment Goal this Semester = pledgesOur Names List Goal this Semester = friends of the Fraternity

Putting the Dynamic Recruitment system to work for your Chapter will require commitments to action from specific brothers. First, decide what tasks must be completed in the next seven days. Then, have a brother in your Chapter attach his name to that task. Although several people may be involved in completing the goal, there must be one name as the person responsible for seeing it through to completion. Finally, identify a completion date that you can expect the task to be finished and to which the brother responsible may be held accountable.

Hint: If the date of completion is more than 30 days away or the task is big, create a series of tasks with check-in dates that become measurable points of progress leading up to the final completion date.

Plan for Getting Names ON the List(Reference pages 51-52)

REFERRALSName of Brother Task or Result Completion Date

SUMMER RECRUITMENT

Name of Brother Task or Result Completion Date

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BROTHER POSITIONINGName of Brother Task or Result Completion Date

MEMBERSHIP DRIVESName of Brother Task or Result Completion Date

MARKETING FOR NAMESName of Brother Task or Result Completion Date

RUSHName of Brother Task or Result Completion Date

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Plan for Getting Names OFF the List (Reference page 54)

INVITATION PLANName of Brother Task or Result Completion Date

ACTIVITIES PLANName of Brother Task or Result Completion Date

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THE FRATERNITY OF PHI GAMMA DELTA______________________ ChapterValues-based Selection Criteria

Values Standards

FRIENDSHIP

KNOWLEDGE

SERVICE

MORALITY

EXCELLENCE

Guidelines:

• ________________________________________________• ________________________________________________• ________________________________________________• ________________________________________________ • ________________________________________________

Values-Based Selection Criteria

(Reference pages 24 and 56)

Below, create the poster that will hang on your wall during the Chapter’s next bid voting session. You may also want to frame this document and hang it in a common area of your Chapter facility to publicly illustrate the values and standards of Phi Gamma Delta.

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My Dynamic Recruitment Diagram

It’s valuable to have a single page document that communicates the Chapter’s goals and strategic plan. The Dynamic Recruitment diagram on the next page is your Chapter’s one-page flow chart. To personalize the diagram:

1. Transfer a key word or words that will identify the methods your Chapter will use to maximize each of the six cylinders for putting names on the Names List.

2. Record the top 10 activities (not big events) that brothers will use to invite prospects to meet other chapter brothers. Remember to diversify.

3. Write each of the values-based selection criteria from the previous page in the “selection criteria” box of the diagram.

4. Transfer your Chapter’s recruitment goals into the “goals” box.

5. Finally, in the same “goals box” commit to numbers and dates for seeing through your Dynamic Recruitment System this semester.

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6

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6 6 6 6 6 6PROSPECT POOL

NAMES LIST









bid NEW FIJInot right now

maybe never always

70% 15% 15%

Managed by:________________________________ Goal #:________

ACTIVITIES LIST 1._____________ 2._____________ 3._____________ 4._____________ 5._____________ 6._____________ 7._____________ 8._____________ 9._____________ 10. ____________

GOALS Chapter goal is _____ names ON the list by _____ Chapter will move _______ names up the list every week Chapter goal is to pre-close: _____ men by _______ _____ men by _______ _____ men by _______ Chapter goal is ________ accepted bids by ________

V.B.S.P. Value Standard _______ _______________________ _______________________ _______ _______________________ _______________________ _______ _______________________ _______________________ _______ _______________________ _______________________ _______ _______________________ _______________________

Referrals Summer Brother Membership Marketing Rush Recruitment Positioning Drives for Names _____________ _____________ _____________ _____________ ______________ _____________ _____________ _____________ _____________ _____________ ______________ __________________________ _____________ _____________ _____________ ______________ __________________________ _____________ _____________ _____________ ______________ _____________

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My Dynamic Recruitment Calendar

Electronic calendars typically work best. They are excellent for making quick changes, sharing information easily, and preserving the work you have done for future brothers to learn from. However, there’s nothing wrong with getting started on a piece of paper. Here are some suggestions.

Preparing the Calendarl Fill in holidays and school breaks that you’ll need to schedule around.l Fill in important dates from the academic calendar and student activities calendar. You’ll want to plan around certain events and plan to participate in others.l Fill in important dates the Chapter may already have reserved. Such as formals,chapter meetings, social functions, graduate events, ceremonies, or conferences.

Goalsl A goal without a deadline is wishful thinking. Capture the goals you recorded in the previous section on your new calendar to create accountability and urgency.l Checkpoints. Establish regular checkpoints when you can revisit your plan, goals, and progress with your recruitment advisor, team, and/or mentor.

Names ON the Listl Fill in recruitment tasks and the brother responsible on the completion date you committed to earlier in this section.

Recruitment Activitiesl Fill in IFC recruitment dates and deadlines. You’ll want to participate in these activities. Formal recruitment, Bid Day, Greek Week, training sessions, etc.l Start with Information Sessions. Many chapters choose to have general information sessions as often as 2 - 3 times/week. 1- 2 times/month is sufficient.l Plan 2-3 small activities that will happen on the same day, at the same time, every week. Monday night football, BBQ’s, tailgates, service projects, study groups.l Plug in additional small activities that help diversify your calendar.l Make note of dates when invitations will need to be sent prior to scheduled activities.

Recruitment Trainingl Schedule a lesson or update for each week’s chapter meeting.l Schedule recruitment skills training sessions for brothers.

Otherl Establish a deadline for creating the Values Based Selection Processl Plan deadlines for PR efforts and marketing materialsl Plan ahead for graduate correspondence, scholarships, summer mailers/visits, parent solicitations, website upgrades, RA/orientation application deadlines, etc.l Schedule Round Table meetings and calling sessions with your recruitment team.

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Mon

th:

sun

mon

tue

wed

thu

sat

fri

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NOTES TO REMEMBER

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Part V

Dynamic Recruitment Examples & Resources

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6 6 6 6 6 6Referrals Summer Brother Membership Marketing Rush Recruitment Positioning Drives for Names _____________ _____________ _____________ _____________ ______________ _____________ _____________ _____________ _____________ _____________ ______________ __________________________ _____________ _____________ _____________ ___________________________ _____________ _____________ _____________ ______________

PROSPECT POOL

NAMES LIST









bid NEW FIJInot right now

maybe never always

70% 15% 15%

Managed by:________________________________ Goal #:________

ACTIVITIES LIST 1._____________ 2._____________ 3._____________ 4._____________ 5._____________ 6._____________ 7._____________ 8._____________ 9._____________ 10. ____________

GOALS Chapter goal is _____ names ON the list by _____ Chapter will move _______ names up the list every week Chapter goal is to pre-close: _____ men by _______ _____ men by _______ _____ men by _______ Chapter goal is ________ accepted bids by ________

V.B.S.P. Value Standard _______ _______________________ _______________________ _______ _______________________ _______________________ _______ _______________________ _______________________ _______ _______________________ _______________________ _______ _______________________ _______________________

student govtres. lifesrvc orgs

up til dawn

orientationregionals

home visits

sororitiesgrad brosprofessors

facebook

5 for 5info tables

activities fair

dorm storm

move in dayraffledorm storm

sports league

sign in pageIFC lists

10008/15

5

101010

9/110/111/1

201/30

JB Goll 1000

mon nite footballwed pokertue study tipsfri bbq & bagsnoon on quadthur servicesun free laundrywed p/u bballtue stud govt mtg

sun church

see p. 113

6

6

6

6

6 6 4

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Example:

A chapter of 25 men attending a Phired Up recruitment workshop created a list of nearly 800 non-Greek men after accounting for overlapping names. They never dreamed of having hundreds of leads before they even recruited any new prospects. What a great way to get started!

Notes:

Cylinder:Referrals

Results Producing Activity:

Brothers – Mind JoggersDescription:

Use the Mind Joggers activity on workbook page xx to generate an initial list of 500+ names. Do this activity at least once every semester.

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Cylinder:Referrals


Faculty & AdministrationDescription:

In a 1-on-1 conversation, ask well respected professors or administrators for recommendations of men they consider to be leaders, scholars, and gentlemen. The magic is in how you present your request. Here is a sample script:

“Dr. Jones, I am working with a group of student leaders to improve the quality of fraternities on our campus. We think we can change the behaviors and image of Greeks by improving the level of men we target for membership. We want a higher quality student. We’re missing out on some of the best leaders on campus and good men are missing out on the resources and friendships that fraternities offer. You have a great reputation for the relationships you form with your students. In your opinion, who are your top students, especially those who show signs of leadership? Also, may we make a 60 second announcement at the beginning of tomorrow’s seminar to share some information about the FIJI scholarship with everyone in our class?”Examples:

Phi Gamma Delta’s expansion teams use this technique to generate dozens of high quality leads before ever approaching a student.

An established chapter of another fraternity in the Midwest had a faculty advisor that was known for producing 10 - 20+ names every year of the best students in his classes.

Notes:

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Cylinder:Referrals


Sororities & Sorority New Member ClassesDescription:

Contact every sorority on your campus. Request a few minutes at the beginning or end of their chapter meeting to make a brief presentation and request for help. Take 1-3 brothers with you. Dress up. Take a gift or token of appreciation. Bring note cards and pens for every woman in the room. Your solicitation for support may sound something like this:

“Thank you for accepting our request for a few minutes of your chapter meeting. My name is Josh Orendi and this is Matt Mattson. As our way of saying thank you, we hope you’ll accept this arrangement of ____ flowers (choose their national flowers and give them to the chapter president).

We are proud brothers of Phi Gamma Delta. We’re here because we believe in this Greek community, but we also believe that the campus and sororities like ABC deserve to have fraternity men that better represent our school. Matt and I are proud to be Greek, and we are just two of a larger group of fraternity men who are taking the lead to involve more true gentlemen in this Greek system. But, we need your help…. Matt has given everyone in the room a note card and pen. We knew the best place to start looking for men who are leaders, scholars, and true gentlemen was right here with you. Would you take a minute or two to write down the names of men you know that are not Greek that could help us improve the quality of our fraternities at STU? Would you also, please, put your name on the back of your card so we know who to thank if a man you recommend takes advantage of this opportunity? Thank you again ladies for your time and help this evening. Matt and I will leave our contact information with your president. If you think of other men that we should know about, please call or e-mail us. I look forward to sharing great news with you soon.”Example:

Another NIC fraternity once generated 430+ names from a single sorority while forming a new group in Ohio. If you only got 10 good leads from each chapter, would it be worth the effort?Notes:

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Cylinder:Referrals


Alumni, Family, & FriendsDescription:

An annual or semi-annual appeal to your graduate brothers for recommendations of incoming freshmen is often highly effective for established groups. It may take several years to cultivate the graduate list and/or train them to trust their referrals to the Chapter. However, graduate recommendations typically pay off in the end.

The same solicitation should be done to family and friends of brothers in the chapter as well as family of recent graduates. Remember to plan for proper follow up. It’s equally important to provide updates to those people who made recommendations to let them know the status of their referral in the recruitment process. Let them know you are using their referrals and they will continue to provide you with names.Example:

The FIJI chapter at IU uses graduate referrals as their primary recruitment tool. Their solicitations are sent out in the spring with follow up correspondence throughout the spring and summer. A list of approximately 50+ leads is generated from these referrals. Before school starts in the fall, they typically secure a class of 20+ pledges. As an interesting side note, most of the other fraternities on campus wait until freshmen are on campus in the fall and formal rush begins to start their recruitment efforts.Notes:

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Cylinder:Summer Recruitment


Partnership with the SchoolDescription:

The school hosts activities for incoming freshmen and future students throughout the summer. Create a partnership opportunity to tap into one that already exists.

l Orientation Leadersl Campus Tour Guidesl Hosting Overnight Guestsl On Campus Activitiesl Admissions Meetings

Though it may not be possible to promote FIJI at many of these school sponsored events, you’re certainly encouraged to build friendships and network with the incoming students who attend. Let your face be the first one he associates with being his “friend” on campus. You may also have an opportunity to invite him to a fraternity sponsored activity during your conversation. Example:

Another NIC fraternity’s chapter at a Midwest school hosts a day for incoming agricultural students. Parents are encouraged to attend. They provide a tour of the school, a presentation by a member of the faculty, a BBQ luncheon, and some take-home information provided by the university. Students who wish to stay overnight are hosted in the chapter house. A great example of breaking stereotypes, building university relations, and winning over the parents early. On this day, they typically meet 5-10 men who become part of their fall pledge class. Notes:

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Home VisitsDescription:

Remember that feeling as a high school senior about to go to school where you don’t know anyone? A lost art of home visitations is still practiced by some chapters. Call on incoming freshmen. You are a student of the school who would like to come by and talk to them about school and fraternity life as well as answer any of their general questions about what it’s really like to be a student on campus.

Key Point: Involve his parents. Better yet, ask his mother first then ask to talk to the incoming student. More than 50% of the time we win over the parents, we win over the student.

This technique works increasingly well if you can talk intelligently and confidently about the benefits of membership. Show examples and a few pictures that highlight FIJI at its best. Have a decent website and some literature to leave behind. If you can’t overcome an objection mom has, put her on the phone with a brother’s mom who can relate with her. Example:

Several chapters at large schools in the Midwest and West Coast use this technique effectively. They typically employ a chapter brother or two to work throughout the summer making calls, organizing activities, and making house visits. Others will use volunteer teams of brothers from different regions to make these calls/visits together. Notes:

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Fairs & ConferencesDescription:

Some chapters have found success in manning information tables at summer conferences and fairs that attract student leaders. Similarly, they will make sure they have a presence at university hosted conferences where future students/members might attend.

Example:

l High School College Fairsl Service, Professional, or Academic Club Conferencesl Religious Conferencesl Regional/State Fairs or Celebrations

Notes:

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ShadowingDescription:

Many colleges offer opportunities for pre-freshmen to spend a day or two on campus “shadowing” a current student. This gives the potential student a better idea of what a day in the life of a student at your school is actually like. You let them see where you live, meet your friends, go the class with you, eat together on campus, etc.

Spring is the most popular time of the year for these visits. Although they sometimes carry over into the summer months. Get as many brothers as possible involved in these “shadowing” opportunities.Example:

Here’s a testimonial from fraternity man at Marietta:

When I was a senior in high school, I had my college choices narrowed down a lot. I had overnight shadows at Marietta and Allegheny College. My shadow’s name was Brock 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, and met 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 a pledge. Later, we went 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 I had. I feel that because of my great experience with Brock and the chapter brothers, I made up my mind that I wanted to go to Marietta, and that I wanted to become a brother. All this and I still had 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 left like I already had many friends on my first day. The brothers have become my family since then and I really believe that my overnight with Brock had a lot to do with that.

Notes:

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Social Networking MediaDescription:

The internet offers priceless networking opportunities with sites such as Facebook, MySpace, Friendster, LinkedIn, Plaxo, and others.

Example:

l A fraternity president from San Diego State entered the fall 2006 year with 28 members. He spent most of that summer hunting down men on Facebook who were incoming freshmen. He drove approximately 150 new names onto his Names List. By the end of the fall semester the chapter had recruited 30 new pledges and doubled their chapter. The chapter president said, “The funny thing is that half the guys we ended up with weren’t even the guys I was talking to on Facebook … they were friends of those Facebook contacts.”

l Fraternities at Grand Valley State University are subject to the university’s “deferred recruitment” policy that prohibits freshmen from joining any fraternity during the fall semester. So, a chapter there started a Facebook group called titled “Winter Recruitment 2007.” The room is full of potential members. Discussion boards are used to post chapter goals and previous accomplishments. Pictures are updated regularly to highlight members’ activities. Best of all, the men they are most interested in from the group are inviting their friends to join the Facebook group. Looks like this chapter is in for a strong Winter/Spring recruitment.

Notes:

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Cylinder:Brother Positioning


100% Brotherhood InvolvementDescription:

A requirement of membership should include a leadership position in at least one other student organization outside of the fraternity. 100% of the brothers should be involved in another student group.

In addition to being known as the fraternity where campus leaders join, you’ll have access to dozens of organizations’ meetings and rosters. Use this information to bulk up your Names List.Examples:

A chapter in northwest Ohio requires every member to belong to 2+ additional student groups. They intentionally recruit student leaders. In the past 2 years, they have grown from 15 men to 50+ men.

A southern chapter had trouble enforcing this requirement, so the recruitment chairman partnered with the brother responsible for leading pledge education. Five student organizations were identified as those most likely to include top leaders on campus. Now, every pledge of the fraternity is required to join at least one of those five organizations before being initiated. Three years later, nearly 100% of the chapter is involved in a top tier student group.Notes:

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Rebuild a Student GroupDescription:

Most campuses have hundreds of student organizations. Many of these student groups are on the brink of extinction because they lack the membership and/or leadership to sustain themselves.

This is an opportunity for FIJI to step in and revive the student organization by plugging in several of its own brothers. In addition to the service you are providing to this student group, you are creating a pipeline for membership into the fraternity. Every man that joins the student group is added to your Names List.

Often, men who would never consider Greek life will join these student groups. They meet several of the members (your brothers) and build a friendship. That friendship often develops into interest in the fraternity.

A side benefit is that the organization’s budget is enjoyed by a group that consists primarily of your brothers.Example:

A small school in West Virginia had a dying ski club. A fraternity chapter on campus stepped in and saved the club by signing up 10 of its brothers. Nearly every freshman that joined the ski club for the next two years went on to become a member of the fraternity.

The ski club became a recruitment pipeline for hip into the fraternity. On top of the recruitment benefits, the ski team was also able to petition student activities for several thousand dollars. That money was spent on a weekend ski lodge retreat that included nearly every member of the fraternity. Brilliant!Notes:

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Select OrganizationsDescription:

Every school has a unique top tier of student organizations that cultivate leaders who are most likely candidates for your membership. These target organizations can vary from chapter to chapter. FIJI brothers should be part of these groups and recruiting from these groups. Below are several examples of organizations targeted by top fraternities.

What are the top five organizations FIJI brothers should be focused on joining to generate leads of prospects at your school? Example:

l Student Governmentl Residence Lifel Admissions & Orientation Teamsl Recreation Center Team Leadersl Student Councilsl Community-based Groupsl Religious Clubsl Activities Boardsl Large project leadership teams

Notes:

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Cylinder:Membership Drives


5 for 5 ChallengeDescription:

We know it’s unlikely to expect that every man in the chapter will take a leadership role in Dynamic Recruitment. If, however, you and 4 of your brothers made a 5 day commitment to meeting 5 new people everyday, your Names List would grow by 125 names THIS WEEK.

5 new names x 5 brothers x 5 days = 125 new namesExample:

An East coast fraternity chapter once did this for the sole reason of proving that this strategy doesn’t work. They called a week later to tell us that they weren’t able to meet 125 total people despite their best efforts. They also said they felt awkward going out of their way to meet new people and disliked being occasionally rejected by the people they approached. “I guess 5 for 5 didn’t work for you then,” we said. Their reply: “We have over 50 new names and 10 of them have already been to a fraternity event.” Notes:

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Info Tables & Activities FairsDescription:

Information tables are a common way FIJI chapters share general information with the public and solicit new prospects for membership. The problem is that most chapters are awful at running their table!

Chapters will show up for mandatory IFC tables or Greek days, but rarely take advantage of the times when student leaders are out in full force, such as Activities Fairs, Student Involvement Days, Orientation, cafeteria during the first week of class, etc.

Example:

The next time a military recruiter is on campus with an information table, take note of his actions. He’s never sitting and never behind the table. He is in front of the table shaking hands or walking around making conversation with people in the general area. The table is never cluttered. It is clean and simple. A table cloth, a way to share contact information, and some pictures are staple items. The table is in a high traffic area and highly visible from a distance. The recruiter is dressed professionally which commands the respect he deserves. He never leaves a conversation without exchanging contact information with you and asking for a referral of others you might know with interest in his organization. Again, take note. These guys are good.Notes:

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Dorm StormDescription:

This is most commonly done by going to a freshman dorm and knocking door-to-door. Before you turn this idea away, I’ll remind you that freshmen typically have few friends and generally do whatever you tell them. This method is effective.

It’s best to send teams of brothers to various halls. Never have more than 2 brothers knock of a single door. That’s overwhelming. Have something of value to offer and be sure to capture their contact information.

l We’re giving out raffle tickets to win an iPod to anyone that donates a dollar or more to cancer research.

l The Kappa sorority girls asked us to round up a handful of guys to help with their service event. Can you guys be downstairs in 10 minutes?

l We’re petitioning the school for more parking space on campus. Will you sign the petition?

“But my campus won’t let us dorm storm.” Yeah, we know. Get creative and solicit when freshmen seminars are about to begin/end, work the front entrance of the residence hall, or ask RA’s if you can talk to the guys during a hall meeting.Example:

A small New Jersey chapter couldn’t get freshmen to attend chapter events because their house was too far off campus. The chapter scheduled a BBQ at 7pm. At 5pm ten brothers got into 5 cars and drove to the freshmen halls. They made an agreement not to return to the house until their cars were full of freshmen. The chapter had its best event all year with 15+ recruits in attendance. Notes:

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Move In & Move Out DaysDescription:

During a designated day/weekend most freshmen move in to the dorms. They need help with directions and heavy boxes. You’re just the group of gentlemen to help these young prospects. Before you leave, you give him your contact information (business card is appropriate), and you ask him for his so you can let him know inside information on what’s going on this week on campus.

At the end of the semester, everyone leaves during the same 3-4 day period. However, the swarm of Greek helpers are nowhere to be found. This is a great opportunity for the fraternity to offer free boxes it collected over the past week from area businesses. A sticker on the box announces either the summer recruitment calendar or the scholarship link. Example:

Move In days have become so popular that many schools organize a full Greek effort and prohibit a fraternity from wearing Greek letters specific to their organization. Differentiate yourself from the herd. Try these techniques:

l Before leaving his room, you slap a magnet on the refrigerator you just helped him move that announces a link to apply for a $500 book scholarships (the site just happens to be run by the fraternity).

l Have give-away items ordered with FIJI letters on them (e.g. cups, magnets, lighters, etc). It’s a great thing having your fraternity letters prominently displayed in a freshman’s room.

l Partner with a local pizza place or similar venue to create a menu, calendar, etc that provides discounts/coupons while also displaying your fraternity contact information and recruitment calendar.

Notes:

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ScoutingDescription:

Top corporations and sports teams do not wait for their best players to call them. They actively scout talent in their sector and approach exceptional individuals to help lead their team. The same is true of top chapters of Phi Gamma Delta. Do you have a scouting report that lists the top leaders on your campus?Example:

An East coast chapter made a wish list of approximately 15 men that included varsity athletes, the student body president, the presidents of several clubs, a Trustees grandson, several legacies, and the son of an area celebrity. They pledged a couple of those men after only several weeks of pursuit. Two years later, they had recruited more than ½ their wish list. Notes:

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Niche MarketingDescription:

Many fraternities have a niche market that they are able to focus on and offer a special benefit for membership. For example:

l Triangle = Engineers, Scientists, & Architectsl AGR or Farmhouse = Agriculture studentsl Phi Mu Alpha = Men with a special interest in musicl SAM, AEPi, or ZBT = Traditionally Jewish heritagel AKPsi or Delta Sigma Pi = Business students

If your Chapter has a natural niche, be sure to leverage it to your greatest ability. If your Chapter does not have a niche, you may choose to create one. For example:

l Student leaders, RA’s, or orientation volunteersl Diversity through international student membershipl Dominant presence on a particular sports team

Example:

SAM chapters often partner with Jewish community organizations, high school groups, and area religious leaders to generate awareness and referrals. AGR will often partner with 4-H or FFA groups.

A small Division III school in the Ohio Valley are is known for its soccer program. By aligning the fraternity with the soccer program, the men of that chapter ensured their long term success by building a natural funnel of freshmen recruits.Notes:

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Open EntertainmentDescription:

Most people think that “open entertainment” has to mean a big party, big band, and/or big barbeque. They might also be thinking big expense and big time commitment. None of these have to be true.

Find a creative need that you can fill with the manpower of your chapter to offer something of value to your campus. Some examples might include:

l Yard Gamesl Sports Tournamentsl Drive-in movie: Renting/moving furniture into the lawn and projecting the latest

movie onto the side of your house.l Gaming tournament

The important part is not the activity itself, but rather the opportunity it affords the chapter to capture new names for the list and build new friendships at the event. Don’t forget to require an RSVP, register attendees, and/or use a sign in sheet.Example:

A New Jersey chapter used Facebook to promote and manage RSVP’s for an on-campus gaming tournament. The chapter organized the day long event, provided free food, and offered prizes to winning players/teams. Over 500 people attended this unique event that offered a day of “open entertainment.” They added hundreds of prospects to their Name List and spent less than $500.Notes:

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Cylinder:Marketing for Names


Sports LeaguesDescription:

Developing a sports league (e.g. corn hole, foosball, sand volleyball, etc) will allow you to promote the fraternity and gather new names through team registrations. For maximum participation move the activity away from the chapter house to a neutral location convenient for non-members. Also, prohibit brothers-only teams. Every team of brothers must recruit prospects to fill their roster.

Your marketing effort now centers on building your Names List by getting men to sign up for the tournament.Example:

One chapter reports that their corn hole (i.e. bags) tournament takes an entire Saturday afternoon, forces brothers to interact with non-Greek men, and usually builds their list by 10-20 names. The finals are played in the quad at the center of campus and apparently draw quite a crowd.Notes:

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Service & Philanthropy ProjectsDescription:

Most Phi Gamma Delta chapters are doing service and philanthropy projects anyway. Set up a marketing effort announcing the event as an open opportunity for community service. Involving non-members will help improve your image and serve as a strong recruitment tool for a different type of prospect. A good technique is to have your Service Chairman build a distribution list that announces all upcoming service opportunities.

It’s not critical to have a big scale service project, but cleaning the highway isn’t typically an appealing proposition. If you’re having trouble being creative or organizing the event, you may want to consider partnering with another student group or service organization that needs more people to man their event.

Grow your Names List by having non-members sign up to participate. Example:

A fraternity chapter at a Pennsylvania school successfully incorporated community service into their Rush week. They decided to take it a step further by inviting community members, administrators, and non-Greek students to join them in a signature walk-a-thon. By having participants sign up for the event, they grew their Names List. The first year, they raised more than awareness and donations, their recruitment numbers nearly doubled.Notes:

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Social EventsDescription:

Fraternities are social organizations. Celebrate it. While celebrating make sure you have an invitation list and sign-in sheet to grow your Names List. Example:

An undergraduate at a Dynamic Recruitment Workshop said, “we have socials all the time, but generally have no idea who is coming in or out. I never thought about using an invitation list and sign-in sheet for recruitment. It’s so obvious.” (Side note: It’s also a basic part of our risk management policies.)Notes:

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Parent SolicitationsDescription:

Honors & Recognitions: Moms love to brag on their sons and nominate them for special awards. The fraternity can host a special recognition for top student leaders. A solicitation to freshman and/or sophomore parents is created that requires an on-line nomination by a friend or family member. In addition to sharing some positive PR about the fraternity, you’re capturing personal contact information and pre-qualifying data about their son (e.g. GPA, leadership experience, etc)

Fund Raiser: See example below.Example:

A chapter in the east partners with Subway to offer a “care package” during midterm break to hard working students. A letter is mailed to parents several weeks in advance with a special form to leave their son/daughter a special note of encouragement from home. The personalized note and care package are delivered by the fraternity for $10.00. Subway charges less than $4 for the sandwich, cookie, chips, and candy. The chapter adds in 2 cans of soda. With over 100 deliveries, the chapter makes $500. More importantly, the chapter adds names to its list and has a reason to talk to dozens of non-Greek men. Notes:

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Raffle TicketsDescription:

Office supply stores sell raffle tickets. Go door-to-door, use them at an info table, or pass out 10 for every brother to distribute. It doesn’t matter. They almost always work. Most people jump at the chance to enter a raffle – especially if it’s free. Raffle tickets give you an easy way to approach someone, have a conversation, and get their contact information. Just ask them to fill out the back of one ticket so you can call them if they win.Example:

A Midwest chapter passed out raffle tickets on campus for less than 2 hours with only a handful of men. They collected 147 names, 60+ were men, and 15+ went on to attend a fraternity function in the next 2 weeks. Notes:

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Event TicketsDescription:

Several chapters successfully partner with their school’s athletic teams, local sports teams (e.g. AA baseball), community events (e.g. chili cook off or community days), concert venues, gaming centers (e.g. Jillians or GameWorks), career fairs, etc. Many times bulk tickets are given away to organizations willing to help promote the event.

The fraternity is able to create a buzz about the event and rally students to attend. The RSVP’s are added to the chapter’s Names List. The fraternity gets valuable exposure and positive PR. The event itself becomes an opportunity to meet new people and highlight how your fraternity supports the school and/or local community.

Example:

A chapter in the southeast used facebook to promote a minor league sports game. The sports team’s promoter was more than happy to give away tickets to the chapter if they could supply a crowd of students to attend the game. The chapter arranged free tickets for anyone who RSVP’d with them directly.

Most of the chapter’s communications with individuals and other student groups was done via email/facebook. Their two week promotional effort yielded 200+ students at the game. The brothers and all their new friends had a great time. The event cost the chapter $0 and took little more than some creativity, organization skills, and good communication. Notes:

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Cylinder:Formal Recruitment


Rush List

Description:

The majority of Greek communities in North America offer a specific time of the semester/year when non-Greek men are encouraged to sign up for recruitment. The effort is often organized by the Greek Life office, Greek Council, or Interfraternity Council.

These recruits have proactively expressed interest in fraternities (that can be good or bad). Go out of your way to be the first to call them, invite them to small activities, and follow up with them often.

Example:

When a fraternity expands onto a new campus, one of the first lists the Expansion Director requests is past IFC Rush lists – even if they’re 2-3 years old. On most campuses, the average fraternity never bothers to request the list at all. Of those that get the list, less than ½ will do anything more than send an email or two. The few chapters that organized themselves to call the men on the list will rarely follow up more than once. This leaves dozens of interested men available by doing little more than picking up the phone, inviting a man to dinner, and following up.

Notes:

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Cylinder:Formal Recruitment


Prospect Questionnaire

Description:

Sometimes called a Candidate Profile Sheet or Interest Form, the chapter should have a standard form that is used during formal recruitment functions and information sessions to capture information about any new prospects in the room. A sample questionnaire is available in the back of this workbook.

Example:

Most chapters use a sign in book at the front door or check off prospects names from a master list. This isn’t bad, but those chapters are passing up a valuable opportunity to collect precious information about each prospect.

The information on the questionnaire should mirror the columns of information on the chapter’s Names List. To simplify the process, several chapters have created an automated process through their website where prospects can complete the form online and the information uploads directly to the chapter’s Names List.

Several chapters have modified the questionnaire into an application for a small scholarship. This is a creative way to encourage people to complete the form while highlighting the chapter’s commitment to academic excellence.Notes:

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Sample Rush Schedule

There is no time of the year more tempting to do Big Events than during Rush week. Be careful. With a year-round effort, this week is little more than an opportunity to open your doors to showcase what makes your Chapter unique, make some new friends, and close the deal with recruits that you’ve been cultivating for weeks or months.

In the example below, each night’s events have been inspired by the core principles of the fraternity – Service, Scholarship, Brotherhood, Culture, Leadership, and Social Responsibility.

Monday AM: Breakfast Burritos on the QuadRather than waiting for prospects to sign up or come to us, we go to them by setting up a tent on the quad and serving free breakfast burritos. We hand out Rush schedules with each burrito and encourage those passing by to enter our scholarship drawing.

Monday PM: Open House (parents welcome)The Chapter and brothers’ moms from the area host recruits and their parents. Chapter mom’s provide a homemade meal, help decorate, and give testimonials following the dinner. Tuesday: Barn Builder & Pig RoastTo showcase the values of service and social responsibility the Chapter hosts an alcohol-free BBQ in the backyard of the chapter house. Brothers and recruits build storage sheds for local families and area farmers. The evening is capped off with late night pig roast around an open fire pit and a series of yard game tournaments.

Wednesday: Study Tables From 5-8 the Chapter hosts study tables with free tutors.

Thursday: Traditional Smoker (invitation-only)A guest speaker, professors, and prominent graduate brothers of the Chapter gather with the undergraduate brothers and a select group of recruits for an evening of cigars, stories, steaks, and friendship.

Friday: Road Trip - Baseball Game (Father/Son Day)The Chapter rents two 50+ seat charter buses and road trips to the stadium with recruits. Brothers from the area bring their fathers (who host the tailgate). Prospects are encouraged to invite their fathers as well.

Saturday: Band NightPart talent show, part band party. We highlight several area bands and on campus talent that feature a variety of sounds and performers. Security is hired, a 3rd party vendor serves food and beverages, and the brothers focus on hosting our guests.

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INFORMATION TABLES

What is the purpose of an information table? If you said, “to give out information…” you couldn’t be more wrong! The purpose of an information table is NOT to give out your information, it’s to get his information on your list. Everything we do at the table is designed to build our Names List.

PREPARATIONSl Schedule your table times and locations with the school weeks ahead of time.

o There may be several steps involved in reserving space. o Arrange special needs such as electrical outlets or additional table space l Organize your wardrobe. Dress the brothers working the table in outfits that

communicate the fraternity brand (e.g. khaki/polo, dress shirt/tie, or letters) l Request table dressings from catering or the group responsible for set up.

l Arrive at least 30 minutes early. o Build a relationship with the volunteers organizing the event. They will

often become valuable partners that can help your recruitment process. o Location, Location, Location. Be the first or last impression and he’s more

likely to remember you. Look for corner and end locations near the entrance/exit that will have the maximum number of people walking by.

o Begin building relationships with those that show up early and networking with other organization representatives.

o Give yourself time to set up your table BEFORE prospects arrive.

TABLE SET UPl Professional is best.

o Use a professional printer for brochures and marketing pieces. o Use a professional vendor to design and/or create exhibitor materials. o Place any give away items or raffle items on the table as talking points. o Buy/rent a flat screen to play pictures/video highlighting brothers and activities that showcase Phi Gamma Delta at its best. o Professional flags and banners are a nice touch.

l When professional isn’t possible, less is more!

TABLE TIPSl Slide the table forward six inches to give your table a visual advantage.l Bring a clean, pressed table cloth to cover the table and use ruffled skirting around the table.

o Your table will look professional and inviting. The only other tables like it will be the registration table and food table. You are subconsciously inviting participants to come to your table for help and resources. o You’ll have a discrete place under the table to keep supplies

l Give your chairs away! You won’t need them since you’ll be standing in front of the table. Be interfraternal by letting 2 more men from another fraternity use your chairs to sit behind their table.

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l Use raffle tickets or registration slips to promote a free gift, scholarship, or prize. o This is a non-threatening way to capture his name and contact information.

l Finger foods with a strong pleasant aroma can be a nice touch.l If the table is near a common area (e.g. cafeteria, library, student union), using table tents that match your information table are a nice touch.

WORKING THE TABLEl Man the table with 2-4 brothers. Give them specific roles at the table. l Two brothers should be 6’ in front of the table and 6’ apart, facing away from each other. Their primary role is to shake hands with every man that walks by, introduce the prospect to the other brother, invite him to a follow up function, and capture the prospect’s contact information.l Two additional brothers should be floating around the room picking up stragglers and bringing them back to the table. They are also building relationships with other organizations, learning from what the other groups are doing/saying, and working to maximize the effectiveness of future information table sessions.l Have a helper’s heart. Ask people at the Activities Fair what they are looking for and offer sincere guidance. You’ll build instant trust. More importantly, it’s the right thing to do.l Rotate the two man teams regularly to keep them fresh (e.g. 30-60 min shifts)l Bring in replacement teams regularly to keep the table energy high.l Consider creating competitions for the team that puts the most names on the list.l Business cards can be a nice a touch.

FOLLOW UPl Have several small activities scheduled within the coming days.l E-mails are fine, but always be the first person to pick up the telephone and call him after the information table session.l Use a variety of contact methods: phone, email, Facebook, text message, thank you cards/formal invitations, “drop by” in person, etc.l Organize a telephone session with brothers that night or the next day.l Be prepared to follow up as many as 7 times in the first 10 days after meeting a prospect before assuming he is not interested.

COMMON MISTAKESl Arriving late and/or leaving early.l Using a last minute display that looks like a 3rd grade science project.l Cluttering the table with trophies, composites, paddles, and junk.l Sitting/slouching behind the table, waiting for them to come talk to you.l Failing to build a list of names and contact information for follow up.l Crowding the table with too many brothers and/or putting women at the table.l Poor conversations at the table due to lack of interpersonal skills and/or practice.l Brothers “hanging out” and talking to each other, but failing to meet prospects.l Dressing like a slob or a “frat guy.”l Nothing planned in the next 48 hrs to invite interested prospect to attend.

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100+ Small Activity Ideas SOCIALmixers campus programs poker nightsvideo games cookouts/pig roast road triprestaurant meal board games blind dateslake/beach/creek camping/hiking partydowntown tubing/boating bon firesputt-putt frisbee golf moviescomedian/entertainer homemade dinner go-kartslock in drive in movie tailgatebarbecue/pig roast pay-per-view event local music

SCHOLARSHIPstudy tables campus programs tutoringjoin/partner with an honor society traditional smoker debatelectures book club/reading groups jeopardy

ATHLETICintramurals tournaments workoutmajor/minor league sports train for a competition yard games campus sports games bowling nights pick up gamesjoin a new club sport paintball/laser tag billiardsdodgeball/kickball hiking golf

SERVICErandom acts of kindness partner w/sorority or fraternity hospital visitpartner w/student services volunteer to help a local church spontaneous fund raisers partner w/service orgs chalk campus

LEADERSHIPropes course student senate meetings team builderscampus programs community council meetings adventure trailcapture the flag mastermind group

CULTURALtheatre non-mainstream band concertchorus/serenades religious service museumprayer groups political rally step showshows (cars, dogs, tech, etc) state fair history tourcampus speaker poetry/coffee house balletformal dinner w/alumni dance club/line dancing symphony

OTHERinterest meetings build something hang outcreate something (arts) prank a friend shoppingbreak a world record pre-game rally student unionfavorite TV show night celebrate a holiday/birthday laundrysnow/sand sculptures haunted house fireworks

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VALUES-BASED SELECTION CRITERIAPhi Gamma Delta

Values Standards

Friendship 3+ brothers speak on his/her behalf AND Signed “membership expectations” form AND Completed membership interview AND Belongs to a chapter sponsored team OR Attended at least 3 fraternity sponsored activities

Knowledge 3.0+ GPA OR 1100 S.A.T. OR Enrolled in Academic Support through the college

Morality 2+ positive letters of recommendation AND Satisfactory essay on ethical leadership OR Satisfactory credit check (above 620)

Service Attended 2+ chapter service events OR Completes 4+ hrs/month of service AND Registered voter AND Registered with US Armed Forces

Excellence Referred 2+ potential new members AND Involved in 2+ other organizations OR Officer of at least 1 other student organization AND Registered to receive newsletter and website access Guidelines:• Friendship & Knowledge standards are mandatory.• 1/3 minimum score for standards measuring Morality, Service, and Excellence before the chapter may engage in formal discussion for membership consideration.• These values serve as the benchmark for all candidates considered for membership.

Adopted and approved this date _____________ by __________________________ Chapter of Phi Gamma Delta Fraternity.

Chapter President Name Signature

Recruitment Chairman’s Name Signature

Phired Up Productions, LLCwww.PhiredUp.com

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Pre-Close for 100% Bid Acceptance

PRE-CLOSE QUESTION

If we were to offer you a bid for membership, what would you say?

CLARIFY

What is it that is keeping you from saying yes?

EMPATHIZE

I can understand your concern(s).

ISOLATE

Is _____ the only concern holding you back from potentially accepting a bid?

QUALITY RESPONSE

(reference workbook page 16)

PRE-CLOSE QUESTION

If we were to offer you a bid for membership, now do you feel

like you could say yes?

If Yes

Interesting. Do you mind if I share that with the brothers?

Concerns

Time WaitMoney GradesParents/Girlfriend HazingStereotypes HouseUpperclassman Alcohol

Additional Concerns

Time WaitMoney GradesParents/Girlfriend HazingStereotypes HouseUpperclassman Alcohol

If No

I understand. There is a lot to consider.

Maybe the best thing is to give you an opportunity to meet a few more brothers and a little more time to

think things over. I’ll see you Mon-day night for the game. Don’t forget

to bring your roommate.

No/Maybe Yes

Yes No/Maybe

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Potential New Member:

I DON’T HAVE THE TIME.

• I work 30+ hours every week.• I am already in too many campus activities.• I don’t want to spend the small amount of free time I have in mandatory meetings and parties.

www.PhiredUp.com


I CAN’T AFFORD IT.

• I pay my own way through school.• Fraternities cost too much• I am broke and in debt!• It isn’t worth the money• I already work two jobs to pay for school.

www.PhiredUp.com

Flashcards are ideal for:• Practicing before you pre-close a prospect (so 100% of your bids are accepted)• Role playing with brothers throughout the year• Using at Chapter retreats• Brushing up on Product Knowledge and developing your recruitment Skills


MY PARENTS DON’T WANT ME TO JOIN.

• My mom is anti-fraternity.• They said they refuse to pay for me to party like I’m in Animal House.• My dad was hazed and kicked out his fraternity in college.

www.PhiredUp.com


I HAVE TO FOCUS ON MY GRADES.

• I am on scholarship and have to stay on the Dean’s List.• This is my hardest semester.• I am already behind in my classes and I didn’t do well last semester.

www.PhiredUp.com


UPPERCLASSMEN DON’T JOIN FRATERNITIES.

• I am a transfer student.• I am more focused on graduating than rushing.• It doesn’t make sense to join for only 1-2 years.

www.PhiredUp.com


I WOULD RATHER WAIT A SEMESTER OR TWO.

• I haven’t made up my mind yet about joining.• I want to get to know the other fraternities, too.• I want to pledge with the other guys on my hall.

www.PhiredUp.com

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Brother:If the fraternity were to extend you a bid for membership, would you accept?

Quality Responses• What are your concerns?• Academic standards, academic programs, scholarships & awards.• Refer him to scholarship chairman/brother in his field of study.• Talk about ways FIJI can help him reach his academic goals.


Quality Responses• What would you like to get out of a fraternity experience?• FIJI could use a few more guys with your experience and leadership.• This is a life-long organization.• You’re that much closer to taking advantage of our alumni network.


Quality Responses• What things are most important to you in a fraternity?• What is it you think will change by waiting a semester?• What would you need in order to feel comfortable joining this semester’s pledge class?


Quality Responses• How much time do you think it takes?• How much time could you commit?• We’re all busy and involved in a variety of organizations, we choose to invest time into this because…• Tell me more about the organizations you’re already committed to.

Brother:

If the fraternity were to extend you a bid for membership, would you accept?

Quality Responses• Do you know how much it costs?• If the opportunities and benefits made it a worthwhile investment would you still be concerned about the cost?• Scholarships, payment plans, work-study opportunities, etc.


Quality Responses• What is it they do not approve of?• Why do you think they feel that way?• Have they met any of our members?• Could we arrange an opportunity for them to meet a few members, members parents, or the chapter advisor?

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I’M NOT “THE FRATERNITY TYPE.”

• I don’t drink, smoke, abuse women or party hard!• I don’t want to be stereotyped.• I’m the last guy I would ever picture joining a fraternity.

www.PhiredUp.com


I DON’T WANT TO LIVE IN THE HOUSE.

• I don’t think I want to live in the fraternity house.• I already signed a lease for an apartment off campus.• I absolutely do not want a roommate.

www.PhiredUp.com


I DON’T WANT TO BE HAZED.

• I hear the fraternities on this campus all haze.• I am not going to do anything I don’t want to do.• How do I know this fraternity is different?

www.PhiredUp.com


I DON’T DRINK.

• I don’t want to be involved in any organization with a bunch of drunks.• I don’t want to be the only non- drinker.• I don’t want to be hassled or made to drin.

www.PhiredUp.com

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Quality Responses• Do you think we haze?• Speaking for FIJI, hazing is unacceptable and strictly forbidden.• I would like you to meet our newest members. Ask them anything about their pledge process and initiation.• Share written new member program.


Quality Responses• Why is it that you’re not interested in living in the fraternity house?• May I show you the fraternity’s plan for filling the house?• The fraternity is more than a dorm. Let’s focus on the organization, then you can decide the best place to live.


Quality Responses• What is “the fraternity type?”• Does that describe us?• That’s the reason we’re interested in you becoming a leader in the group.• With your help, our chapter can begin changing the image of fraternities on this campus.


Quality Responses• Do you think you have to drink to be in a fraternity?• Most of FIJI’s activities are alcohol-free.• We respect every member’s choice.• We support alcohol-free rush to attract more guys like you.

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Recruitment Resources

1. Dynamic Recruitment Workshops – visit http://www.PhiredUp.com for more details.

2. Recruitment Blog – visit http://www.phiredup.com/wordpress/.

3. Facebook Group – join the group “Recruitment Ideas & Success Stories” http://www.facebook.com/group.php?gid=2217541386.

4. Must Read Books – select those that directly or indirectly teach Dynamic Recruitment principles.

a. Good Guys (Mattson & Orendi) b. Dynamic Recruitment Learning Guide (Mattson & Orendi) c. Never Eat Alone (Ferrazzi) d. Purple Cow (Godin) e. How to Win Friends & Influence People (Carnegie) f. Seven Habits of Highly Effective People (Covey) g. The Networking Survival Guide (Darling) h. Who Moved My Cheese (Johnson) i. Good to Great (Collins) j. 100 Ways to Motivate Yourself/Others (Chandler)

5. Dynamic Recruitment DVD and video clips – visit http://www.Phired Up.com for details.

6. Phi Gamma Delta International Headquarters – speak with your Field Secretary or Director of Chapter Services, or go to www.phigam.org and select Who’s Who under About Phi Gamma Delta.

7. Graduate Brothers – request the help of talented graduate brothers with skills in sales, marketing, networking, IT, promotions, public relations, etc.

8. Greek Life Office– leverage Greek Life professionals on your school’s staff.

9. Recruitment Manual – request/download a copy of the Fraternity’s official recruitment manual and reference it often.

10. Ritual Book – get familiar with our Fraternity so you can effectively communicate the vision of the Immortal Six.

PHI GAMMA DELTA CANDIDATE PROFILE

Full Name_________________________________________________________ Cell Phone # ______________________________ E-mail Address _______________________________________________ Campus Phone # ______________________________Campus Address _______________________________________________________________________________________________Home Address (City/State/ZIP) _______________________________________________________________________________ __________________________________________________________________________________________________________________Year in College (circle one): Freshman Sophomore Junior Senior Major Field of Study: ___________________________________________________________________________________________Current Cumulative GPA: ____________________________ Credit Hours Earned: _________________________________High School Attended: _________________________________________City/State: ____________________________________High School GPA: ____________________ Rank in Class ________________ out of ________________SAT or ACT Score: _________________ High School Activities: ______________________________________________________________________________________________________________________________________________________________________Activities and Leadership Positions held: ______________________________________________________________________ __________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________Hobbies and Interests: __________________________________________________________________________________________Service Activities (College or prior): ______________________________________________________________________________________________________________________________________________________________________________________________Have you been through fraternity recruitment before? Y/N If so, what year?______________________________Have you ever been a pledge of another fraternity? Y/N If so, which one? _________________________________What do you feel you could offer Phi Gamma Delta? __________________________________________________________ __________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________What benefits do you hope to gain from fraternity membership? __________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________Do you have friends who might be interested in Phi Gamma Delta? Y/N If so, what are their names, cell phone numbers and email addresses? __________________________________________________________________________ __________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________

PHI GAMMA DELTA Certificate of Appreciation

Presented to

_____________________________

You saw something in me that I didn’t know was inside.

Thank you for introducing me to FIJI and connecting me to the men

I now call my brothers. I am a better man today because of you,

and I am forever grateful.

Presented by

_____________________________

____________________Date

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an ju

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F I J IPHI GAMMA DELTAtwo good names for one great fraternity

Thank you for your assistance!You can also recommend someone by contacting

____________________________ at __________________ or email _______________________

Recruitment Recommendations

Name Email Phone Activities






Name Email Phone

Recommended by:

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PHI GAMMA DELTA

more than just GOOD GUYS

1201 Red Mile Road PO Box 4599 Lexington, KY 40504-4599 859.255.1848 www.phigam.org

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Than Just the Good Guys

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