More than Just Good Guys workbook

GOOD GUYS
more than just
created by Joshua Orendi and Matthew Mattson of with Phi Gamma Delta
Phi Gamma Delta’s dynamic recruitment manual

morethanjustGOODGUYS
PHI GAMMA DELTA dynamic recruitment workbook 1
Created and published by
Phired Up Productions, LLC
235 3rd
Ave NE
Carmel, IN 46032
Copyright © 2008 by Phired Up Productions, LLC
All rights reserved. This book, or parts thereof, may not be
reproduced in any form without permission.
Matthew G. Mattson and Joshua A. Orendi
Dynamic Recruitment Workbook
Mattson & Orendi
Printed in the United States of America
First Edition
http://www.PhiredUp.com
Written in partnership
The Fraternity of Phi Gamma Delta International Headquarters
www.phigam.org
GOOD GUYS
more than just
Phi Gamma Delta’s dynamic recruitment manual

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 ofWisdom Sparks to get you
“Phired Up.”We have marked our favorites with this symbol:

Table of Contents
Preface
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
PartV: 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

Preface
Let’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:
PEOPLEPEOPLE PURPOSEPURPOSE

Part I
FOUR COMPETENCIES OF
DYNAMIC RECRUITMENT

Introduction
On 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 Basics
2. A.C.E. yourValues How Come?
3. Get Motivated
4. Know your Audience
5. Know your Product How To?
6. Develop Skills
7. Grow Wiser
8. Repeat How Long?
}
}
}
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.

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: yourselfQ:

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 membership
PRODUCT Understanding the value of the organization to its members & community
AUDIENCE Having the awareness of who you want, where he is, & how to ﬁnd him
MOTIVATION Having the drive to do what is necessary to get the results you want

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.”

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.

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

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)

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.

Recommended Resources for Motivation
100 Ways to Motivate Yourself by Steve Chandler
100 Ways to Motivate Others by Steve Chandler
The Magic of Thinking Big by David Schwartz
Road trip to a chapter twice your size
Attend national or regional fraternity conferences
Hang a composite of a fraternity 2x your size in the chapter room
Walk 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

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.

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.
%

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.
DOTHE 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.
ThreeTypes of Prospective Members
ALWAYS Joiners = 15%
NEVER Joiners = 15%
MAYBE Joiners = 70%
Which group are you targeting?

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:
DOTHE 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:

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.
DidYou 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).

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 Department
Campus 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

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.

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:
FraternalValues
Athletics
Character
Chivalry
Civic Duty
Community
Culture
Democracy
Diligence
Discipline
Excellence
Friendship
Honor
Independence
Integrity
Intellect
Involvement
Justice
Knowledge
Leadership
Friendship/Brotherhood
Morality
Patriotism
Purity
Respect
Responsibility
Scholarship
Self Actualization
Self Governance
Service
Silence
Social Excellence
Spirituality
Tradition
Trust
Truth
Wisdom
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:

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.
FRIENDSHIPFRIENDSHIP
KNOWLEDGEKNOWLEDGE
SERVICESERVICE
MORALITYMORALITY
EXCELLENCEEXCELLENCE
Academic Affairs
Academic Scholarship Winners
Activities/Involvement Fair
Administrator Referrals
AdmissionsTour Guide
After-Party on Sat Night
All Campus Service/Philanthropy
Alternative Spring Break
Alumni Center Volunteers
Graduate Brother Referrals
Art Center/Museum
Athletic Clubs Individual Sport
Athletic Clubs Nontraditional Sport
Athletic ClubsTeam Sport
Back Row of Class
Bar
Beer PongTournament
Bong Hits
Breakfast at 7AM on campus
Brothers Referrals
Cafeteria
Campus Newspaper Staff
Campus Philanthropy Project(s)
Chalk Campus with our Letters
Church/Worship Center
Coach/Trainer Referrals
Computer Lab
Concert/Performance
Dance Club
Designated Driver
Development Office Volunteers
Dorm Storm (door-to-door)
EMT/Hospital
Facebook, MySpace, etc
Fine Arts Clubs/Groups
Fire Hall Volunteers
Fitness/Wellness Center
Fliers of Men Looking for Room-
mates
Flier Campus with Advertisements
Formal Rush
Fraternity Party
Friends’ Referrals
Front Row of Class
GamblingTables
High School Referrals
Highlighter/Black Light Party
Honor Societies
Honors Dorm
IFC Sign Up List
InformationTables
International Students
IntramuralTeam
Keg Stand Participants
Leadership/Scholarship Winners
Legacies of the Fraternity
Library
List of Men from Registrar w/3.5+ GPA
Mechanical Bull Party
Men at Sorority House at 1AM
Men at Sorority House at 1PM
Multicultural Center
Music Department/Chorus/Band
Orientation Programs
Paint the Big Ugly Rock, Statue, etc.
Parent Referrals
Parent Events on Campus
Passed Out in the Bushes
Playing Video Games
Political Associations
Prayer Groups
Professor Referrals
Prospects’ Referrals
Quad/Common Area
Rallies/Protests
Recognized in Newspaper
Referrals from Laziest Guy in Chapter
Regional Summer Admissions Days
Religious Clubs/Organizations
Religious Leader Referrals
Residence Hall Advisor
RushT-shirts with catchy slogan
ROTC
Security/Police Station Volunteer
Serve Underage Students Alcohol
Service Organization Member
Sleeping Around
Smokers’ Lounge/Porch
Sorority Referrals
Sorority Girls Wearing Our Letters
Speaker/Lecturer on Campus
Spend $1000+ on Blowout Event
Student Gov. Meetings
Students starting new fraternity
Students in summer/winter classes
Tailgating
Teacher’s Assistants
Theatre
Toga Party
Training Room
Transfer Students
Tutoring/StudyTables
Union
Varsity SportsTeam
Website Recruitment Inquiry
Weight Room
Work Study Jobs

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 10Things 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...

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:
Lying or telling ½ truths
Down playing or pushing off the concern
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.

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 dif-
ference 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?

LoveThe 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” FromYourVocabulary
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.

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 space
Secret handshake and codes
Regular meetings with poor attendance
Having each other’s backs in case of fights
Breaking the rules behind closed doors
Creating new members-only rules
Stashing stuff from authority figures
Trying to jump off the roof
Broken furniture
Special t-shirts/outfits
Stay up as late as possible (because we can)
Tree fort was our identity in neighborhood
Avoiding grown-ups and their dumb rules
Loud music with lots of bass
No 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 Knowledge
The 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 Ekklesia
Attend NIC leadership programs including UIFI, IMPACT, Future’s Quest
Attend regional conferences: MGCA, NGLA, WRGA, SEIFC

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 QUIZ
1. 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.

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 Conversation
Here 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 Him
2. Make Him a Friend
3. Introduce Him toYour Friends
4. Introduce Him to the Fraternity
5. Ask Him to Join

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 theTop: 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.

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 toYour Friends
We 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?

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 Fraternity
As 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 Join
When 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 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.STraining… 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

Recommended Resources on Developing Skills
How to Win Friends and Inﬂuence People by Dale Carnegie
7 Habits of Highly Effective People by Stephen Covey
Remember Every Name, Every Time by Benjamin Levy
The Fine Art of Small Talk by Debra Fine
Join 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:

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

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.
SelfTest: 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 Key
1. 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

NOTESTO REMEMBER

Part II
Static to Dynamic Recruitment

Recruitment Report Card
In 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 toYour 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 pts
B = 3 pts
C = 2 pts
D = 1 pt
F = 0 pts

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.

Static Recruitment
A Reactive Model for Maintaining a Membership Base
“Good Guy” “Not Cool Enough”
PROSPECT POOL
Rush
2 weeks
One dominant semester
Big money
Big time commitment
Mass Marketing
Chalking campus
Fliers
Banners & posters
Advertisements
Miscellaneous
Wild antics to “get ‘em to the house”
Parties, loud music, women, alcohol
Free food to attract prospects
Heavy emphasis on living quarters
BIG EVENT
BIG EVENT
bid vote
bid no bid
accepts declines
NEW
BROTHER
IGNORE HIM
4EVER

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.
Static 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:

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 moti-
vated 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 rela-
tionships 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 frater-
nities? 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 QUESTIONSDYNAMIC QUESTIONS

Dynamic Recruitment System
Dynamic: continuous change, activity, or progress
Recruitment: enrollment or enlisting, suggesting year-round capability
System: 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 List
2. 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.

Names List
Name Phone E-Mail Source Date Notes
John T. McCarty 555-1848 jtm@immortalsix.com JB 8/1/08 Legacy

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.
Are scholars … loyal … gentlemen
Are leaders on campus
Are service minded
Want to succeed in life
Value family and friends
Make you laugh
Were/are on your freshman hall (all of
them)
Live on your floor or in the building
Are on your sports team (all of them)
Are on your intramurals team
Are in the same clubs/organizations you
are (get a roster)
Exemplify pride in your school
Current/past RAs on campus
Work with you at your job(s)
Spend their time in the computer lab
Spend their time in the library
Are spiritually driven
Sit with you at lunch/dinner … sit near
you at lunch/dinner
Sit within 10 seats of you in class (do
this for every class)
Same as above, using last semester’s
classes
Are already an officer for another group
on campus
You’ve seen in the gym/weight room
Always sit in front/back of the class
Have traveled abroad
Did not get accepted into/dropped out
of another fraternity
Now check the following resources for additional names:
Your cell phone speed dial listing
Address book/buddy list/web network
Student directory/e-mail/listserves
List of all freshman males (from
admissions office/student affairs)
Rosters for clubs and organizations
IFC sign up sheets (past years as well)
Last year’s yearbook
Housing lists
Rosters for sports teams
Invitation lists from socials & formals
E-mail lists/list serves
Men you may not have considered…
Seniors you know
Commuters
Adult students
Fathers of all the current brothers
Graduate students
ROTC cadets
International students
That guy who never leaves his room
University professionals/staff
Your closest friend’s friends
Write down all the non-Greek men you know who…

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 Name
Last Name
Picture
School Address
Home Address
School Phone Number
Cell Phone Number
Home Phone Number
E-mail
Instant Message Name
Major(s)
GPA in High School
GPA in College
Class Rank
SAT/ACT Score(s)
Scholastic Honors
GraduationYear
Legacy of FIJI
Leadership Experience
Community Service
Points for Interview
References
Hobbies/Interests
Fraternity Experience
Campus Involvement
Sports Teams
Leadership Positions
Facebook URL
Chapter Facebook Member
Source (how do we know him)
Brother (member responsible for him)
Date Added (to Names List)
Interest Meeting
Interest Card
Number of Activities Attended
Referrals (who he introduced us to)
Ranking (place in membership cycle)
Available to Move Into House (Y or N)
Pre-Close Date
Pre-Closing Brother(s)
Bid Date
Accepted Bid (Y or N)
General Notes

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?”
Referrals
Begin 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 Recruitment
Each 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 Positioning
Every 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 Drives
Rush 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 Names
The 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

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)
Rush
Rush 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.”

A Proactive System for Maximizing Membership Recruitment
Referrals Summer Brother Membership Marketing Rush
Recruitment Positioning Drives for Names
Mind Joggers High schools Residence life 5 for 5 drive Sports leagues
Faculty Incoming Orientation Activities fair Service/Philanthropy
Social Media freshmen Admissions Dorm storm Social events
Sororities Scholarships Rec. center Move-in days Parent solicitations
Alumni bros Home visits Clubs & orgs Info tables Academic recognitions
PROSPECT POOL
NAMES LIST

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.
Invitations
A 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 Activities
Big 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.
Referrals
While 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?
A: Fat GamblersQ:

PROSPECT POOL
NAMES LIST
www.phiredup.com
invitation by
Referral Source
invitation by
RoundTable
72 hour max 2 week max
Telephone Letter E-mail In Person
small activities
introduce him to your friends
ask for referrals
invite his friends to “hang out” too

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 Process
How 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 Standard
SERVICE He volunteers at least 4 hours/month to a worthwhile cause
FRIENDSHIP He has a friendship with 3+ brothers who will speak on his behalf
KNOWLEDGE He has a GPA at or above a 3.0 last semester/in high school
EXCELLENCE He is involved in at least one other student organization on campus
MORALITY 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-Close
Any 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)
Bid
Have 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 Now
Your 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.

PROSPECT POOL
NAMES LIST
www.phiredup.com
invitation by
Referral Source
invitation by
Round Table
72 hour max 2 week max
Telephone Letter E-mail In Person
small activities
introduce him to your friends
ask for referrals
invite his friends to “hang out” too
values-based selection process
based on written selection criteria
pre-close
100% bid acceptance rate
bid NEW BROTHERnot right now

More than Just Good Guys workbook

More than Just Good Guys workbook

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to More than Just Good Guys workbook

Similar to More than Just Good Guys workbook (20)

More than Just Good Guys workbook