Each fall and spring, chapters prepare to recruit new members. Whether for a formalized recruitment process or an informal recruitment, chapters need to formally plan the membership selection process and establish goals for the recruitment program. The following outline may help you in your planning:

A. Rush to show the essential aspects of membership... not just the parties.

B. Prospective members must be sold on the Greek system before joining. Activities should address the question, "Why should I join?"

C. Recruitment is a 365-day a year process.

D. What are you looking for in prospective members? People who combine diversity in their individual pursuits and have sincerity and interest in working for a chapter.

E. Recruitment activities should be designed so that chapter members willingly and actively "recruit" with a personal approach.

A. How many people would you like to pledge/associate?

B. What is the optimum number of chapter members you would like to have?

C. Involve all of your chapter members in defining goals for recruitment ... the process ... and the results.

A. How and when can your goals be attained?

B. Break your goals down into categories and develop corresponding committees. For example:

1. Information (for members and rushees)

2. Motivation (working with your chapter as a team)

3. Campus Relations (faculty, students, campus media)

4. Promotion (reaching the public)

5. Recruitment teams (task-oriented); including parties, summer recruitment, records, alumni/alumnae, etc.

A. How will you produce?

B. Everyone should have definite responsibilities in Recruitment.

C. Use all of your members effectively. Make them all feel important.

D. Develop great confidence in your organization, your members, and each individual as a contributing, positive leader in Recruitment.

E. Develop an undying determination to follow through on your plan, regardless of obstacles, criticism, or what other people may think, say, or do.

• Is your committee/organization functioning properly?
• What image do you project to students who are potential members?
• Are your present members familiar with the organization, the special attributes and experiences the group provides, so they can relate it to potential members?
• Who, specifically, are you trying to recruit? Do you need members with specific skills?

Source: Dennis Pruitt, "Recruitment Techniques That Really Work," Student Activities Programming, November 1979.

THE BEST RECRUITING TECHNIQUE IS A GOOD, SOUND PROGRAM AND MEANINGFUL JOBS FOR VOLUNTEERS.

• While some general recruiting may be necessary to raise awareness among the student population of your program, targeted recruiting for specific needs is usually more effective.
• Choose an appropriate audience whose interests and priorities match your group’s needs.
• Determine where the skills are that you need and actively seek them out. Don’t wait for them to find you.
• Be as specific and honest in your appeal as possible.
• Decide whether you want a year-round recruitment plan or are going to target a specific time, such as the beginning of the school term, etc.
• Utilize a variety of recruitment techniques designed to appeal to different groups:
  • Newspaper ads, feature stories, news articles
  • Radio-PSA’s, news stories, interviews
  • Presentations and speeches to living groups, classes in related fields, other service clubs, etc.
• Recruit by inviting people to respond to the opportunity to volunteer – not "we need you," or "you ought to…"
• Be enthusiastic and knowledgeable about your program and the positions you are recruiting for, including time commitment.
• Don’t limit yourself to one group of students, to add diversity to your program, reach out to all segments of the population.

KNOW WHAT MOTIVATES VOLUNTEERS AND WHAT IS IMPORTANT TO THEM—IT SHOULD HAVE AN IMPACT ON HOW YOU RECRUIT.

From: Wilson, Marlene, The Effective Management of Volunteer Programs, Volunteer Management Associates, 1976, pp 115-8.

• the desire to utilize special knowledge and skills;
• the need for a sense of security that results from feeling one’s life has purpose, meaning and significance;
• the need to be a part of activities that have neighborhood, community, regional or national importance;
• the desire to help others;
• the desire for recognition and status;
• the need to feel useful and needed;
• an interest in learning new skills that will help advancement in employment and social arenas;
• the need to actively utilize leisure time and reduce loneliness, isolation and pressure.

From the Goodwill handbook, "How to Motivate Volunteers" and Thero, Cynthia, Can I help? Apractical Guide to the Care and Feeding of Volunteers, The Source, 1989.